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This study aims to unravel the black-box mechanism between high-performance work systems (HPWS) and the multifaceted well-being construct, flourishing-at-work (FAW). Moreover, this paper aims to bring in a positive psychological mechanism that can reduce the potential negative impact of HPWS on FAW.

A synthesis analysis of existing literature was carried out to formulate managerial and practical propositions.

Drawing upon the theoretical foundations of social exchange theory, conservation of resource theory, signalling theory and resource-based view (RBV), this study proposes a conceptual framework that connects HPWS, psychological capital (PsyCap), employee work passion (EWP), organisational trust (OT) and flourishing-at-work (FAW) with the possible moderating effect of OT in the relationship between HPWS and PsyCap.

Although the proposed conceptual framework is not empirically validated, the study provides several significant practical implications in terms of the integrated framework consisting of HPWS, PsyCap, OT, EWP and FAW.

This study represents a pioneering contribution by proposing an indirect relationship between HPWS and FAW. Moreover, none of the studies so far have unleashed the black-box mechanism between HPWS and FAW. The study provides a set of propositions that explain the relationships between the study variables, which enrich the understanding of strategic human resource management practices and their potential effects on employee well-being.

This paper aims to examine the relationship between empowering leadership and the holistic well-being construct, i.e. flourishing-at-work.

On the basis of an extensive review of literature and using conservation of resource (COR) theory and self-determination theory (SDT), this study proposes a conceptual framework with employee work passion (EWP) as a link connecting empowering leadership and flourishing-at-work.

Empowering leadership has the ability to enhance EWP and thereby increase the overall well-being of employees (flourishing). Moreover, the study demonstrates that EWP serves as a potential mechanism connecting empowering leadership and flourishing-at-work.

Being a conceptual paper, the proposed framework lacks empirical validation.

Organizations should focus on leaders with empowering behaviours and strive towards increasing EWP.

To the best of the authors’ knowledge, this is the first study to propose the role of EWP as a possible conceptual link between empowering leadership and employee flourishing-at-work. This paper emphasizes the importance of flourishing-at-work in the current climate of rising mental tensions among employees, which leads to adverse organizational outcomes.

This study aims to identify current trends in flourishing-at-work (FAW) research, highlight significant gaps in the literature and guide future research directions in this important area.

This study adopts a framework-based systematic literature review (SLR) approach, focusing on established theories, contexts and methods and antecedents, decisions and outcomes framework. The utilization of Web of Science and Scopus databases ensures the inclusion of high-quality, peer-reviewed articles, adhering to the Scientific Procedures and Rationales for Systematic Literature Reviews framework.

This study found significant gaps in the literature of FAW. The summarized research gaps are reported using the Miles taxonomy of research gaps.

Organizations can enhance employee well-being by addressing identified gaps, implementing tailored practices and fostering supportive cultures.

To the best of the authors’ knowledge, this is the first study to represent the first framework-based SLR on the holistic well-being construct, FAW. Using a rigorous methodology and comprehensive databases, our research offers valuable and unique insights, significantly enhancing the scholarly understanding of FAW.

The primary purpose of the study is to explore the evolving landscape of the contemporary workplace, specifically focusing on the role of high-performance work system (HPWS) and its positive relationship with job performance.

The study is based on an extensive literature review method. The research adopts a positive psychological approach to unravel the underlying mechanism by which HPWS influences job performance. The study employs an integrative framework that is firmly rooted in the conservation of resources theory, broaden-and-build theory, and social exchange theory.

The findings of the study reveal that HPWS functions as a resource acquisition platform, fostering employees' psychological capital (PsyCap). This, in turn, leads to a state of complete well-being (FAW) characterized by positive emotions and optimal functioning. Importantly, this state of well-being broadens personal resources, ultimately sustaining high job performance.

The study highlights the significance of aligning HPWS practices with PsyCap and positive work experiences such as flourishing. Understanding the optimized job performance that results from a positive work environment and the cultivation of PsyCap can guide organizations in enhancing their human resource strategies.

The study adds value by providing a positive psychological mechanism connecting HPWS and Job performance. So far none of the studies have explored a positive psychological mechanism connecting these variables.

This study explores the pivotal relationship between humble leadership (HL) and flourishing-at-work (FAW) in the context of the information technology-enabled services (ITes) industry. Specifically, it explores the mediating role of psychological empowerment (PE) and the moderating influence of proactive personality (PP) in this dynamic interplay.

Data from a comprehensive survey of 342 full-time employees from information technology-enabled services (ITes) organizations in India were meticulously analyzed. Utilizing covariance-based structural equation modeling (CB-SEM) in IBM AMOS 21.0.

The results illuminate the positive impact of HL on PE, subsequently enhancing FAW among employees. Furthermore, PE was identified as a partial mediator in the relationship between HL and FAW. Intriguingly, this mediation process was found to be significantly stronger when employees exhibited a higher degree of proactive personality.

This research underscores the critical importance of cultivating humble leadership within organizations. The findings emphasize the potential of targeted training programs aimed at nurturing humble leadership qualities among managerial staff. By doing so, organizations can significantly contribute to the emotional, psychological and social well-being of their employees, ultimately fostering a state of FAW.

This research innovatively links the concepts of humble leadership and FAW within the specific context of the ITes industry. By integrating PE as a mediator and PP as a moderator, this study not only fills a critical gap in existing literature but also provides a robust framework for future research.

The present study investigates the relationship between high-performance work systems (HPWS) and employee flourishing-at-work (FAW) through psychological capital (PsyCap) and employee work passion (EWP).

A three-path serial mediation model was constructed to explore the proposed relationships. The hypotheses were empirically tested using SPSS 25 and AMOS 21.0. The study was conducted in India and included a total of 357 hotel employees as participants.

The study revealed that PsyCap and EWP were significant independent mediators between HPWS and FAW. Moreover, PsyCap and EWP were identified as serial mediators in the relationship between HPWS and FAW. Additionally, a direct relationship between HPWS and FAW was also found.

Implementing HPWS in hospitality organizations can foster PsyCap of the employees and foster EWP among their workforce. This approach not only increases the organization's competitive advantage but also enhances employees' holistic well-being, i.e. FAW.

This study marks a pioneering effort to establish a distinct relationship between HPWS and FAW. Moreover, the study introduces an innovative approach by employing EWP to delve into the influence of both HPWS and PsyCap on FAW.

The primary goal of this study is to determine the predictors of on-demand ridesharing intention in an emerging economy. For this purpose, the study uses the theoretical underpinnings of the theory of planned behavior (TPB).

The study surveyed 347 frequent users of ridesharing services using a set of pre-validated scales. The resulting data were analyzed using covariance-based structural equation modeling (CB-SEM).

The results of SEM analysis disclosed that the significant factors contributing to ridesharing intention are awareness of environmental consequences, subjective norm, perceived behavioral control and attitude (towards ridesharing).

This empirical research provides statistically robust insights for developing marketing strategies that attract more individuals toward ridesharing services.

This research has remarkable significance as it is one of the pioneering studies that critically examine the determinants of ridesharing intention from a South Asian emerging economy. Further, the extended TPB framework proposed in this study explains 71.4% variance in ridesharing intention, which is significantly higher than existing studies, with none of them explaining more than 70% variance.

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.