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Contextual Factors and Organizational Commitment: Examining the Mediating Role of Thriving at Work

Author

Listed:
  • Ghulam Abid

    (School of Business Administration, National College of Business Administration & Economics, Lahore 54000, Pakistan)

  • Francoise Contreras

    (Escuela de Administración, Universidad Del Rosario, Bogotá 111711, Colombia)

  • Saira Ahmed

    (Institute of Business & Management, University of Engineering & Technology, Lahore 54000, Pakistan)

  • Tehmina Qazi

    (Institute of Business & Management, University of Engineering & Technology, Lahore 54000, Pakistan)

Abstract

Thriving at work refers to a psychological experience of learning (cognitive dimension) and vitality (affective dimension) to the workplace. Based on the Social Exchange Theory and the Socially Embedded Model of thriving, the purpose of this research is to observe whether contextual variables such as fairness perception, trust, and managerial coaching are related to affective organizational commitment and to examine if thriving at work plays a mediating role in these proposed relationships. Data was collected in two waves over a one-month time period from 936 employees of diverse public and private sectors. Strong empirical evidence was found for all direct and indirect hypothesized relationships through Smart PLS 3.0 (SmartPLS GmbH, Bönningstedt, Germany, 2015). The implications of the findings are also discussed.

Suggested Citation

  • Ghulam Abid & Francoise Contreras & Saira Ahmed & Tehmina Qazi, 2019. "Contextual Factors and Organizational Commitment: Examining the Mediating Role of Thriving at Work," Sustainability, MDPI, vol. 11(17), pages 1-18, August.
    • Handle: RePEc:gam:jsusta:v:11:y:2019:i:17:p:4686-:d:261718
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    References listed on IDEAS

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    1. Ghulam Abid & Iqra Sajjad & Natasha Saman Elahi & Saira Farooqi & Asma Nisar, 2018. "The influence of prosocial motivation and civility on work engagement:The mediating role of thriving at work," Cogent Business & Management, Taylor & Francis Journals, vol. 5(1), pages 1493712-149, January.
    2. Sajjad Nazir & Wang Qun & Li Hui & Amina Shafi, 2018. "Influence of Social Exchange Relationships on Affective Commitment and Innovative Behavior: Role of Perceived Organizational Support," Sustainability, MDPI, vol. 10(12), pages 1-20, November.
    3. Pfeffer, Jeffrey, 2010. "Building Sustainable Organizations: The Human Factor," Research Papers 2017r, Stanford University, Graduate School of Business.
    4. Hyung Rok Woo, 2017. "Exploratory Study Examining the Joint Impacts of Mentoring and Managerial Coaching on Organizational Commitment," Sustainability, MDPI, vol. 9(2), pages 1-15, January.
    5. Gretchen Spreitzer & Kathleen Sutcliffe & Jane Dutton & Scott Sonenshein & Adam M. Grant, 2005. "A Socially Embedded Model of Thriving at Work," Organization Science, INFORMS, vol. 16(5), pages 537-549, October.
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    Cited by:

    1. Ghulam Abid & Saira Ahmed & Tehmina Fiaz Qazi & Komal Sarwar, 2020. "How managerial coaching enables thriving at work. A sequential mediation," Journal of Entrepreneurship, Management and Innovation, Fundacja Upowszechniająca Wiedzę i Naukę "Cognitione", vol. 16(2), pages 132-160.
    2. Nada Alwahhabi & Suad Dukhaykh & Wadi B. Alonazi, 2023. "Thriving at Work as a Mediator of the Relationship between Transformational Leadership and Innovative Work Behavior," Sustainability, MDPI, vol. 15(15), pages 1-12, July.
    3. Suchuan Zhang & Wenzhao Zhang, 2021. "A Serial Mediation Model of Perceived Organizational Support on Turnover Intention: The Role of Job Crafting and Thriving at Work," International Journal of Human Resource Studies, Macrothink Institute, vol. 11(1), pages 146163-1461, December.
    4. Hasan Farid & Yang Zhang & Ming Tian & Jamshed Raza & Shiyao Lu, 2023. "Unveiling the job characteristics-creativity rapport through the bridge of thriving: a self-determination perspective from the Chinese hospitality sector," Palgrave Communications, Palgrave Macmillan, vol. 10(1), pages 1-10, December.

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