Special Issue: Frontiers of Organization Science, Part 2 of 2: A Socially Embedded Model of Thriving at Work

By Gretchen M. Spreitzer, Kathleen M. Sutcliffe, Jane E. Dutton, Scott Sonenshein, Adam M. Grant. Organ. Sci., 2005

1,448 citations recorded by the source corpus.

Subfields: Developmental and Educational Psychology, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/23dc6c5ad9f36ee9f868702da1e6469ecf581571

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Developmental and Educational Psychology

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Positive Reappraisal Mediates the Stress-Reductive Effects of Mindfulness: An Upward Spiral Process (2011, background): “2008; Kok and Fredrickson 2011) and organizational (Salanova et al. 2011; Spreitzer et al. 2005) processes.”
Thriving at work: A meta‐analysis (2019, methodology): “2.1 | Theoretical background Spreitzer et al. (2005) define thriving at work as a desirable and positive psychological state in which employees experience both a sense of vitality and learning.”
Thriving at work as a mediator of the relationship between workplace support and life satisfaction (2020, methodology): “Using the caravan effect of COR (Hobfoll, 2001; Chen, Westman, & Hobfoll, 2015), we propose that the job resource of workplace support is associated with thriving at work, as high levels of workplace support may contribute to both the learning and vitality component of thriving at work (Spreitzer et”
Negative Emotional Reactions to Project Failure and the Self‐Compassion to Learn from the Experience (2009, methodology): “are likely less cognitively and affectively engaged in their work (Spreitzer et al., 2005).”
Thriving at Work: How a Paradox Mindset Influences Innovative Work Behavior (2019, background): “Although individual traits have a significant influence on thriving at work, the latter is socially embedded and influenced by work-related contextual features and resources, including decision-making discretion, broad information sharing, and a climate of trust and respect (Spreitzer et al., 2005).”
Impact of Perceived Organizational Support on Work Engagement: Mediating Mechanism of Thriving and Flourishing (2020, background): “Researchers [4,18] characterized thriving as a mutual connection of learning and vitality in the workplace.”
The influence of organizational respect on emotional exhaustion in the human services (2008, background): “While organizations can be sites of negative experiences and emotions (Cherniss, 1980; Driver, 2002), research in positive psychology suggests that workplaces can also be sources of positive phenomena, such as resilience (Gittell, Cameron, Lim, & Rivas, 2006), thriving ( Spreitzer, Sutcliffe, Dutton”
From Strategy to Action: Transforming Organizational Goals into Organizational Behavior (2018, neutral): “Thriving is defined as a psychological state in which people feel they are learning and growing, and feel energized and vitalized through their work (Spreitzer et al. 2005).”