Thriving is a dynamic procedure of adaptation, which is influenced by several personal and social elements; however, this process emanates and shapes throughout the lifetime and can be categorized into behavioral, cognitive, or affective dimensions. This study specifically tests the thriving at work with three important outcome variables (well-being, voice behavior, and organizational commitment) and examines how new antecedent variables (selfefficacy, curiosity, and colleague support) transform individual’s psychological states. Using hierarchical linear modelling and PROCESS macro on actual sample of 226 employees, strong support is found for all the theory-driven hypothesized statements including mediating mechanism of thriving at work. The finding of the study contributes to the better understanding of behavior and specifically to the most emerging construct of employees’ thriving at work. The study concludes by starring theoretical and practical implications for workers’ thriving and suggesting directions for further empirical investigations.
Curiosity, self-efficacy, thriving at work, organizational commitment, voice behavior, colleague support, well-being
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