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Development and Learning in Organizations: An International Journal, vol. 26 no. 3
Type: Research Article
ISSN: 1477-7282

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Book part
Publication date: 17 October 2016

Kristin L. Cullen-Lester, Alexandra Gerbasi and Sean White

This chapter utilizes a network perspective to show how the totality of one’s social connections impacts well-being by providing access to resources (e.g., information, feedback…

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This chapter utilizes a network perspective to show how the totality of one’s social connections impacts well-being by providing access to resources (e.g., information, feedback, and support) and placing limits on autonomy. We provide a brief review of basic network concepts and explain the importance of understanding how the networks in which leaders are embedded may enhance or diminish their well-being. Further, with this greater understanding, we describe how leaders can help promote the well-being of their employees. In particular, we focus on four key aspects of workplace networks that are likely to impact well-being: centrality, structural holes, embeddedness, and negative ties. We not only discuss practical implications for leaders’ well-being and the well-being of their employees, but also suggest directions for future research.

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The Role of Leadership in Occupational Stress
Type: Book
ISBN: 978-1-78635-061-9

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Publication date: 19 August 2017

Victoria Choi Yue Woo, Richard J. Boland and David L. Cooperrider

As they say, “Change is the only constant.” Thriving and surviving during a period of extraordinary collision of technological advances, globalization, and climate change can be…

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As they say, “Change is the only constant.” Thriving and surviving during a period of extraordinary collision of technological advances, globalization, and climate change can be daunting. At any given point in one’s life, a transition can be interpreted in terms of the magnitude of change (how big or small) and the individual’s ontological experience of change (whether it disrupts an equilibrium or adapts an emergent way of life). These four quadrants represent different ways to live in a highly dynamic and complex world. We share the resulting four-quadrant framework from a quantitative and a mixed methods study to examine responses to various ways we respond to transitions. Contingent upon these two dimensions, one can use a four-quadrant framework to mobilize resources to design a response and hypothesize a desired outcome. Individuals may find themselves at various junctions of these quadrants over a lifespan. These four quadrants provide “requisite variety” to navigate individual ontology as they move into and out of fluid spaces we often call instability during a time of transition. In this chapter, we identified social, cognitive, psychological, and behavioral factors that contribute to thriving transition experiences, embracing dynamic stability. Two new constructs were developed, the first measures the receptivity to change, Transformation Quotient (TQ) and second measures the range of responses to transitions from surviving to thriving, Thriving Transitional Experiences (TTE). We hope our work will pave the way for Thriving to become a “normal” outcome of experiencing change by transforming the lexicon and expectation of engaging with transitions.

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Human Capital and Assets in the Networked World
Type: Book
ISBN: 978-1-78714-828-4

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Publication date: 28 April 2021

Julia Backmann, Matthias Weiss and Gisa Todt

Setbacks and failures are part of organizational life. While a recent body of literature pointed to the importance of recovery, resilience, and learning from failure in responding…

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Setbacks and failures are part of organizational life. While a recent body of literature pointed to the importance of recovery, resilience, and learning from failure in responding to and dealing with setback events, the setback itself and its underlying dimensions remain underexplored. However, how severe employees perceive a setback to be plays an integral role in how successfully they handle these events. Taking an event-oriented perspective on work-related setbacks, this study defines setback severity as the setback event’s novelty, disruptiveness, and criticality. Based on the current literature and prior operationalizations, the authors introduce and validate a three-dimensional measure of setback severity. The exploratory and confirmatory factor analyses provide support for the proposed three-dimensional model. Further analyses show that disruptiveness and criticality are significantly related to identity threat, emotional exhaustion, trauma, turnover intention, and thriving, while novelty is only related to turnover intention and thriving. The implications of the setback severity measure are discussed along with recommendations for future research.

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Work Life After Failure?: How Employees Bounce Back, Learn, and Recover from Work-Related Setbacks
Type: Book
ISBN: 978-1-83867-519-6

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Publication date: 5 July 2016

Mahima Thakur, Anjali Bansal and Peter Stokes

This empirical investigation studies the correlates and predictors of employees’ psychological outcomes during mergers and acquisitions (M&As) in the context of India. This study…

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This empirical investigation studies the correlates and predictors of employees’ psychological outcomes during mergers and acquisitions (M&As) in the context of India. This study examined the role of different types of training initiatives (awareness training, human capital development training, and cross-cultural training) on building employees feeling of psychological empowerment and thriving. Further, second-order attitudes were studied in the form of employee satisfaction and commitment. A cross-sectional research design was adopted where quantitative and qualitative data were collected to investigate the interplay between the variables. Data were collected on an adapted standardized questionnaire from the employees of a public sector organization (N = 117) which had merged with a software company to deliver its IT services. Descriptive analysis, multiple correlational analysis, and stepwise regression analysis have assisted in exploring the different relationships amongst the variables. This study produces a prescriptive framework for merger success based on the model of growth and thriving (Spreitzer & Porath, 2012). Broadly, the results point towards the facilitative role of training in developing feelings of psychological empowerment, thriving, commitment and satisfaction with the merger, however qualitative data identified significant cultural undercurrents.

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Advances in Mergers and Acquisitions
Type: Book
ISBN: 978-1-78635-394-8

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Book part
Publication date: 15 July 2019

Rachael L. Narel, Therese Yaeger and Peter F. Sorensen

The environment in which businesses operate today is uncertain, chaotic, and changing at a more rapid pace than ever before. In this new dynamic world, current approaches to…

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The environment in which businesses operate today is uncertain, chaotic, and changing at a more rapid pace than ever before. In this new dynamic world, current approaches to organizational design and processes are not as effective as they have been. Recent research has provided insight into organizational agility as a method to help organizations survive and thrive in these environments. A divergent body of literature is presented that explores agility, learning, and thriving. An exploratory mixed-methods study was conducted at the team level to examine the relationship between these constructs as well as their relationship to performance. Based on the results, we present a series of propositions for future research and provide an illustration of the Components of Agile and Thriving teams to be used as its foundation. The discussion serves to synthesize these initial findings and provide both implications for practice as well as theory.

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Research in Organizational Change and Development
Type: Book
ISBN: 978-1-78973-554-3

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Book part
Publication date: 31 July 2020

Gretchen Spreitzer, Peter Bacevice, Hilary Hendricks and Lyndon Garrett

With increasingly precarious work contracts, more remote work, and additional flexibility in the timing of the workday, the new world of work is creating both relational…

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With increasingly precarious work contracts, more remote work, and additional flexibility in the timing of the workday, the new world of work is creating both relational opportunities and relational challenges for modern workers. In this chapter, we pair recent research on human thriving with trends we observe in organizations' efforts to create and maintain a sense of community. Key in these efforts is a new kind of built environment – the coworking space – which brings together remote and independent workers and, increasingly, traditional employees as well. We show that in curating community, or perhaps even the possibility of community, coworking spaces may support the interpersonal learning and vitality that help workers to thrive.

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Research in Organizational Change and Development
Type: Book
ISBN: 978-1-83909-083-7

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Available. Open Access. Open Access
Book part
Publication date: 29 July 2019

Isabel Fróes

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Young Children’s Play Practices with Digital Tablets
Type: Book
ISBN: 978-1-78756-705-4

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Book part
Publication date: 4 September 2024

Rekha Mewafarosh, Farah Naeem, Shivani Malhan and Shikha Agnihotri

Purpose: This chapter explores the linkage between sustainability and subjective well-being (SWB) in the workplace. This scoping review aims to present rational approaches to the…

Abstract

Purpose: This chapter explores the linkage between sustainability and subjective well-being (SWB) in the workplace. This scoping review aims to present rational approaches to the linkage between sustainability and SWB at the workplace.

Need of the study: Sustainability aims to achieve social equity and justice through various initiatives so that present and future generations can enjoy resources without exploiting them. By adopting sustainable initiatives in our day-to-day lives, we can create a healthier equation between humans, work and nature.

Methodology: This scoping review explores the relationship between sustainability and SWB in the workplace. Employing the PRISMA method for synthesis, which is qualitative in nature, the review includes research papers published from 2014 to 2023.

Findings: Sustainable HRM encourages employees to engage in socially responsible initiatives and activities. Research demonstrated a positive correlation between well-being and desirable outcomes, including improved job performance, increased productivity and reduced employee turnover intention.

Practical implications: This review underscores the significance of implementing sustainable practices to enhance well-being across various levels within organisations, encompassing individual employees, teams, organisations as a whole and inter-organisational processes. Organisations can pave the way for a resilient future by prioritising sustainable actions today.

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Sustainability Development through Green Economics
Type: Book
ISBN: 978-1-83797-425-2

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Book part
Publication date: 8 March 2024

Shikha Choudhary, Mohammad Faraz Naim and Meera Peethambaran

Purpose of This Chapter: This study examines the relationship of ambidextrous leadership with employee voice behaviour, underscoring the intervening role of employee thriving…

Abstract

Purpose of This Chapter: This study examines the relationship of ambidextrous leadership with employee voice behaviour, underscoring the intervening role of employee thriving.

Design / Methodology / Approach: This study proposes a conceptual framework based on an extensive literature review using the conservation of resource theory, social exchange theory, and the broaden-and-build theory of positive emotions.

Findings: This study demonstrates that employee thriving act as an underlying mechanism explaining the relationship between ambidextrous leadership and employee voice behaviour.

Research Limitations: Being a conceptual study, the proposed framework lacks empirical validation.

Practical Implications: Organizations should focus on leaders with flexible behaviours who understand situational necessities to adopt diverse leadership styles and contribute to employee thriving.

Originality: This is one of the first studies to propose the role of ambidextrous leadership in impacting and enhancing change in employee voice through employee thriving at work. By introducing a framework that delves into the unexplored territory of ambidextrous leadership, acting as a catalyst for enhancing employee voice via the lens of employee thriving. This study provides a fresh perspective and adds value to the evolving conversations around employee voice behaviour.

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