Exploring Personality And Leadership Styles That Enable Workplace Thriving:The Moderation And Mediation Models

Contemporary researches across numerous industries proposes that workplace thriving is substantially significant for generating long-lasting individual and organizational performances such as,higher levels of work engagement,more innovation,affective commitment,and more productivity.However,we contain little understanding of how various factors across diverse organizations encourage workplace thriving.In particular,the individual traits and leadership role in predicting workplace thriving is yet not fully understood.To address these limitations in the literature,the current dissertation conducts a series of studies(experiment and survey)to explore few unnoticed individual factors(i.e.work related curiosity & core self-evaluation)and contextual factors(i.e.servant leadership & abusive leadership)of workplace thriving and also to establish its relationship with workplace thriving.Experiment study(study 1a)was conducted using a sample of undergraduate students from a large university in Beijing(N=105).The experiment study was followed by an empirical study(1b)with a final sample of 207 from EDP(executive development program)class in the same university.Using various statistical techniques,the study's results suggests that servant leadership positively,while abusive leadership negatively relates to workplace thriving.Additionally,findings also confirm the underlying mechanism of task focus and heedful relating in the relationship among the two leadership style and workplace thriving.In the second study,utilizing social exchange theory and trait activation theory,this research examines the relationship between individuals' core selfevaluations and workplace thriving.Further,this study also tests for an underlying mechanism(i.e.task focus)and a boundary condition(servant leadership)between core self-evaluations-workplace thriving relationships.Data were drawn from full-time individuals(n=317)with various organizations backgrounds registered as a part-time EDP from a big university located in Beijing.Employing various statistical tools,the results shows that core self-evaluation positively linked to workplace thriving and task focus mediate the relationship between core self-evaluations-thriving.Moreover,findings also confirm that in the presence of servant leadership the employees are more likely to get focused on their tasks,in turn,promote their workplace thriving.In the third study,integrating social exchange theory and trait activation theory,this research investigates the association between work related curiosity and employees workplace thriving.In addition,this research study also examines for an underlying mechanism(i.e.heedful relating)and a boundary condition(servant leadership)between work related curiosityworkplace thriving relationships.Data were drawn from full-time individuals(n=335)with various organizations backgrounds registered as a part-time EDP from a big university located in Beijing.Using various statistical tools,the findings reveals that work related curiosity positively related to workplace thriving and heedful relating mediate the work related curiosity-thriving relations.Moreover,results also indicate that in the presence of servant leadership the employees are more likely to be heedfully relating,in turn,enhance their workplace thriving.Taken together,these study's results suggest that individual characteristics and work context play important roles in facilitating workplace thriving.The study findings also add to a well understanding of positive organizational behavior and positive organizational psychology in general and particularly to the newly evolving positive concept of individuals workplace thriving.The studies present several implications for theory as well as for decision makers,and organizations managers.