This research begins to develop and validate a multidimensional measure of psychological empowerment in the workplace. Second-order confirmatory factor analyses were conducted with two complementary samples demonstrate convergent discriminant validity four dimensions their contributions an overall construct empowerment. Structural equations modeling was used examine nomological network Tested hypotheses concerned key antecedents consequences construct. Initial support for found. Directions...

A set of hypotheses based on emerging theory high-involvement systems describes expected relationships between social structural characteristics at the level work unit (perceptions role ambiguity, span control, sociopolitical support, access to information and resources, climate) feelings empowerment. The are examined with data a sample middle managers from diverse units Fortune 50 organization. little strong information, participative climate is found be associated managerial perceptions...

Thriving describes an individual’s experience of vitality and learning. The primary goal this paper is to develop a model that illuminates the social embeddedness employees’ thriving at work. First, we explain why useful theoretical construct, define thriving, compare it related constructs, including resilience, flourishing, subjective well-being, flow, self-actualization. Second, describe how work contexts facilitate agentic behaviors, which in turn produce resources doing serve as engine...

The article presents a review of the book “Organizational Culture: Mapping Terrain,” by Joanne Martin.

Summary Thriving is defined as the psychological state in which individuals experience both a sense of vitality and learning. We developed validated measure construct thriving at work. Additionally, we theoretically refined by linking it to key outcomes, such job performance, examining its contextual embeddedness. In Study 1, conducted second‐order confirmatory factor analyses two samples, demonstrating initial support for two‐dimensional structure thriving. provided evidence convergent...

This paper examines the contribution of each four dimensions in Thomas and Velthouse's (1990) multidimensional conceptualization psychological empowerment predicting three expected outcomes empowerment: effectiveness, work satisfaction, job-related strain. The literature on (i.e., meaning, competence, self-determination, impact) is reviewed theoretical logic developed linking to specific outcomes. relationships are tested a sample managers from diverse units manufacturing organization then...

In this article, the authors develop a definition of positive deviance, foundational construct in organizational scholarship. They offer normative deviance: intentional behaviors that depart from norms referent group honorable ways. The contrast perspective on deviance with statistical, supra conformity, and reactive perspectives deviance. also research propositions differentiate related prosocial types behaviors, including citizenship, whistle-blowing, corporate social responsibility,...

In this article we develop a stress-based framework of survivors' responses to downsizing. First, synthesize prior research findings into typology survivor delineated by two underlying dimensions: constructive/destructive and active/passive. Drawing on Lazarus's theory stress, then posit that how survivors appraise the downsizing will shape their it. We argue trust justice influence primary appraisal facilitate more constructive because they reduce extent which organizational is evaluated as...

Alternative work arrangements continue to increase in number and variety. We review the literature on alternative published since most recent major of nonstandard by Ashford et al. (2007) . look across research findings identify three dimensions flexibility that undergird arrangements: (a) employment relationship, (b) scheduling work, (c) where is accomplished. two images new world work—one for high-skill workers who choose other low-skill struggle make a living are beholden needs...

This paper tests a theoretically-driven model of self-managing work team effectiveness. Self-managing effectiveness is defined as both high performance and employee quality life. Drawing on different theoretical perspectives including design, self-leadership, sociotechnical, participative management, four categories variables are theorized to predict effectiveness: group task encouraging supervisor behaviors, characteristics, involvement context. Data collected from set traditionally managed...

We provide a comprehensive review of the strategic change literature from perspective three theoretical lenses: rational, learning, and cognitive lenses. identify empirical patterns discuss methodological contributions limitations each lens. address key issues that hamper integration these lenses develop an integrative framework builds on their synergies. note this framework's present two research questions agenda for future research.

This study examines how trust, connectivity and thriving drive employees' innovative behaviors in the workplace. Using a sample of one hundred seventy two employees across variety jobs industries, we investigated relationship between (both measured at Time 1), work 2). Trust were hypothesized to create nurturing environment that enables people thrive be their work. The results structural equation modeling (SEM) indicate sequential mediation model which mediates trust thriving, behaviors....

This research extends the traditional approach to early identification of executives by introducing notion ability learn from experience. Drawing on literature, researchers created a reliable measurement tool named Prospector for rating potential aspiring international in terms both end-state competencies and The 14 dimensions derived instrument are Sensitive Cultural Differences, Business Knowledge, Courage, Brings Out Best People, Integrity, Insightful, Committed, Takes Risks, Seeks...

This paper examines the contribution of each four dimensions in Thomas and Velthouse’s (1990) multidimensional conceptualization psychological empowerment predicting three expected outcomes empowerment: effectiveness, work satisfaction, job-related strain. The literature on (i.e., meaning, competence, self-determination, impact) is reviewed theoretical logic developed linking to specific outcomes. relationships are tested a sample managers from diverse units manufacturing organization then...

As more individuals are working remotely, many feel increasingly isolated and socially adrift. To address this challenge, independent workers choosing to work in coworking spaces – shared where do their own but the presence of others with express purpose being part a community. In qualitative, single case study, we analyze how members space together co-construct sense community through day-to-day interactions space. We apply relational constructionist lens unpack processes ‘community work’...

We present a theory of how individuals compose their reflected best-self portrait, which we define as changing self-knowledge structure about who one is at one's best. posit that people portrait through social experiences draw on intrapsychic and interpersonal resources. By weaving together microlevel theories personal change macrolevel human resource development, our reveals an important means by work organizations affect people's capacity to realize potential.

This article makes the critical role that construct of energy plays in motivation research and reviews six literatures related to human a work context: (1) conservation resources, (2) attention restoration theory, (3) ego-depletion (4) energetic activation, (5) interaction ritual chain, (6) self-determination theory. We clarify definitions energy, show how they are constructs like flow, motivation, ideas can be integrated across these literatures. use build integrative model organizations....

Virtuousness in organizations involves individuals and teams being resilient, or bouncing back from setbacks ways that allow them to adapt grow. In two studies, we focus on emotional carrying capacity (ECC), wherein relationship partners express more of their emotions, both positive negative do so constructively, as a source resilience teams. Study 1’s findings indicate ECC is positively related individual mediates the link between closeness resilience. 2’s similar pattern for at team level:...

This study examines the relationship between psychological empowerment and leadership. Empowered supervisors are hypothesized to be innovative, upward influencing, inspirational less focused on monitoring maintain status quo. Tested a sample of mid-level from Fortune 500 organization, hypotheses were largely supported. Supervisors who reported higher levels seen by their subordinates as more inspirational. No was found supervisory behaviours. Implications for theory practice discussed,...

A comprehensive model of intrapersonal empowerment in the workplace posits that mediates relationship between social structural context and behavioral outcomes. The is operationalized as perceptions role ambiguity, sociopolitical support, access to strategic information resources, work unit culture, whereas outcomes are innovativeness effectiveness. examined on a sample 324 middle managers from different units Fortune 50 organization. Survey data using series regression analyses assess...