Based on organizational support theory, this study examined the indirect influence of perception of organizational support on employee work engagement with the mediating influence of flourishing and thriving at work. Data were collected by utilizing the self-administered questionnaires related to study variables in two different time periods. Using PROCESS Macros on an actual sample of 638 employees, the study found that perceived organizational support was positively associated with employee flourishing, thriving, and work engagement. Moreover, perceived organizational support indirectly influences work engagement via thriving and flourishing. The study provides many insights into evolving constructs (i.e., thriving and flourishing) and examines how organizations can create the psychological state and well-being (hedonic and eudemonic) of employees through the perception of organizational support.

Storytelling content is where the facts are conveyed by emotion and that make people more engaged and want to take action or change their surroundings. Stories fascinate people and can easily be remembered compared to the facts alone. The much-hyped feature “stories” of Instagram, a trendy social media platform, has become a game-changer for influencer marketing. The present study extends reactance theory in the context of Instagram’s millennial users. Previous researchers have tested the effectiveness of the stories feature of this particular social media platform. Therefore, in line with the earlier studies, we propose a sequential mediation model that investigates the effect of storytelling content (made by Instagram Influencers) on audience engagement using two sequential mediation mechanisms of relatability and trust. Data were obtained using a cross-sectional study design from 273 millennial users of Instagram. Our results justify the direct and indirect hypothesized relationship through Process Macros. We found that relatability and trust play a significant role in building a strong relationship between storytelling content and audience engagement. Ultimately, the research findings suggest that professionals should be more creative while making the content on Instagram to engage the millennial market. Moreover, this research has tried to fill the gap in the literature on Instagram “stories” as an advertising platform.

Our study investigates the role of subjective well-being and forgiveness climate between workplace incivility and job satisfaction. Drawing on conservation of resource theory, we proposed a model in which workplace incivility is associated with job satisfaction through subjective wellbeing, and forgiveness climate moderates this association. Data was collected through a survey method from 672 nurses and doctors in the health care sector at two different times. Respondents completed workplace incivility and subjective well-being scale at Time 1, and a forgiveness climate and job satisfaction scale at time 2. Findings through PROCESS Macros (Model 5) show that workplace incivility has a negative influence on job satisfaction and subjective well-being. Subjective well-being plays a mediating role in the negative effect of workplace incivility on job satisfaction. Moreover, forgiveness climate moderates the relationship between workplace incivility and job satisfaction. The implications for practice and research are discussed.

Thriving at work is a psychological state in which employee experience both the sense of vitality and learning. Drawing on Self-Determination Theory, Job Demands and Resources model, and Socially Embedded Model of thriving, our study examines the direct influence of two behavioral antecedents (i.e. prosocial motivation and civility) on work engagement. Moreover, we also investigated the mediating mechanism of thriving at work in the relationship between workplace behavioral antecedents and work engagement. Data were collected in two-wave time lagged cross-sectional time horizon with a gap of two weeks from diverse sample. Using PROCESS macro by Hayes on actual sample of 239 employees from various job functions, strong empirical support is found for all the direct and indirect hypothesized relationships. The finding of the study contributes to the better understanding of the most emerging construct, namely, thriving at work. Theoretical and practical implications along with recommendations for further empirical research on thriving at work are also provided.

Based on the social exchange theory, the aim of this study is to investigate the direct and indirect influence of ethical leadership on employee innovative work behavior, examining the intervening role of individual variables such as thriving at work and attitudes towards performing well in this relationship. The data was collected using self-reporting survey questionnaires by using a multi-source and cross-sectional study design with service sector employees from two different samples: the U.K. and Pakistan. The findings supported the hypothesized model, where direct and dual mediation were tested. The results extend our understanding as to how positive attitude and psychological states together create positive feelings in employees and enhance their capacity for creative thinking and implementations of new ideas.

This study empirically investigates the less discussed catalytic effect of personality in the relationship of leadership style and employee thriving at work. The growth and sustainability of the organization is linked with the association of leadership style and employee thriving at the worplace. The objectives of this study are to explore the impact of authoritative and laissez-faire leadership styles and the moderating role of the personality trait of conscientiousness on thriving in the workplace. A sample of 312 participants was taken from a leading school system with its branches in Lahore and Islamabad, Pakistan. The participants either worked as managers, teachers in headquarters, or school campuses, respectively. The regression results of the study show that authoritative leadership and conscientiousness have a significantly positive impact on thriving at work. Furthermore, conscientiousness moderates the relationship between laissez-faire style of leadership and thriving at work relationship.. The findings of this study have theoretical implications for authoritative and laissez-faire leadership, employee conscientiousness, and managerial applications for the practitioners.