چکیده:
The aim of this study was designing a model of some antecedents and consequences of thriving at work for the employees of National Iranian Drilling Company(NIDC). In terms of objective, the research method was applied, in terms of data collection has been consumed a survey and in terms of data analysis was a descriptive study. Among employees of NIDC, 211 employees participated in the study. Data were analyzed through structural equation modeling (SEM) and using SPSS-21 and AMOS-21 software. Fit indices showed that the proposed model was fitted to the data. The other findings with confidence interval of %95 indicated that variables including: trust/respect climate with coefficient of .168, discretionary decision making with coefficient of .397, and performance feedback with coefficient of .193 were positively correlated with self-determination. In addition, discretionary decisions making with coefficient of .333, and performance feedback with coefficient of .215 had a positive correlation with thriving at work. More analyses revealed that thriving at work was correlated with both job performance, with coefficient of .302 and organizational citizenship behaviors, with coefficient of .239. Mediation analyses indicated that trust/respect climate, discretionary decision making, and performance feedback had an indirect effect on job performance and organizational citizenship behaviors through self-determination and thriving at work.
خلاصه ماشینی:
Analyses related to mediating relationships showed that the variables of trust/respect climate, autonomy, and performance feedback influence job performance and organizational citizenship behaviors through self-determination and thriving at work.
Based on the review of the research literature, there are many factors that can directly and indirectly affect occupational thriving at work through self-determination, which include an atmosphere of trust and respect in the workplace, decision making discretion 2, and performance feedback 3.
; 2016, Ahmed), the impact that thriving at work has on personal, occupational, and organizational outcomes, including mental health, burnout, and organizational commitment (Spritzer & Porath, 2013), and the large research gap seen in the field of thriving at work in our country, can theoretically design a model like the present proposed model to provide a suitable image of the relationships between important variables affecting job performance and organizational citizenship behavior.
In the designed model, some important antecedents of thriving at work are examined, which include: key elements of the social context, such as decision making discretion, climate of trust and respect, and performance feedback; self-determination (with three components: autonomy, competence, and relatedness) as a mediator; and consequences, which include: job performance and organizational citizenship behavior.
To measure self-determination, the Basic Psychological Need Satisfaction and Frustration Scale developed by Chen, Vansteenkiste, Beyers, Boone, Deci, Kaap-Deeder, Duriez, Lens, Matos, Mouratidis, Ryan, Sheldon, Soenens, Petegem, & Verstuyf 1 (2015) was used.
The findings of this research showed that performance feedback through self-determination has a positive effect on thriving at work.
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