Investigating the Impact of Thriving at Work on Employees’ Job Performance and Psychological Wellbeing (Case: Refah Bank)

Document Type : Research Article


1 MSc. of Human Resource Management, Faculty of Management University of Tehran, Tehran, Iran

2 Professor, Faculty of Management, University of Tehran, Tehran, Iran


According to recent researches in the field of positive organizational scholarship, one of the effective components on employees’ job performance and psychological wellbeing is the concept “thriving at work” which implies a feeling of vitality and learning by a person simultaneously while doing job tasks. The results of Pearson correlation test in this research show that thriving at work has a positive and significant relation with job performance (r= 0.254, p= 0.01) and psychological wellbeing (r= 0.551, p= 0.010. Also the results of regression analysis show that thriving at work is a significant predictor of job performance (p< 0.001, β= 0.254) and psychological wellbeing (p< 0.001, β= 0.551) which mean that the more thriving employees feels, the more job performance and psychological wellbeing they have.


Main Subjects

  1. الوانی، سید مهدی (1392). مدیریت عمومی. چاپ چهل و هشتم، تهران: نشر نی.
  2. مؤمنی، منصور و فعال قیومی، علی (1391). تحلیل داده‌های آماری با استفاده از SPSS. چاپ ششم، تهران: ناشر مؤلف.
    1. Borman, W.C. (2004). The concept of organizational citizenship. Current Directions in Psychological Science. 13 (6), 238–241.
    2. Bourbeau, J., Brisson, C. & Allaire, S. (1996). Prevalence of the sick building syndrome symptoms in office workers before and after being exposed to a building with an improved ventilation system. Occupational and Environmental Medicine, 53, 204–210.
    3. Carmeli, A. & Spreitzer, G.M. (2009). Trust, connectivity, and thriving: implications for innovative behaviors at work. Journal of Creative Behavior, 43(3), 169-191.
    4. Christianson, M., Spreitzer, G., Sutcliffe, K. & Grant, A. (2005). An empirical examination of thriving at work.Hawaii: National Acad. Management Meeting.
    5. Conrad, P. (1988). Health and fitness at work: A participants’ perspective. Social Science Medicine, 26, 545–550.
    6. Caudron, S. (1997). Surveys illustrate the business case for work/life programs. Workforce (Workforce Tools Supplement), 1–2.
    7. Danna, K. & Griffin, R.W. (1999). Health and well-being in the workplace: a review and synthesis of the literature. Journal of Management, 25(3), 357-384.
    8. Ettner, S.L. & Grzywacz, J. (2001). Workers’ perceptions of how jobs affect health: A social ecological perspective. Journal of Occupational Health Psychology, 6, 101–113.
    9. Fredrickson, B. (2001). The role of positive emotions in positive psychology: The broaden and build theory of positive emotions. The American Psychologist, 56, 218–226.
    10. Gibson, C. B. & Vermeulen, F. (2003). A healthy divide: Subgroups as a stimulus for team learning. Administrative Science Quarterly, 48, 202–239.
    11. Goodwin, R.E., Groth, M. & Frenkel, S.J. (2011). Relationships between emotional labor, job performance, and turnover. Journal of Vocational Behavior, 79, 538–548.
    12. Harter, J. K., Schmidt, F.L. & Keyes, C.L.M. (2003). Well-being in the workplace and its relationship to business outcomes: A review of the Gallup studies. Flourishing: positive psychology and the life well-lived (pp. 205–24). Washington DC: American Psychological Association.
    13. Kahya, E. (2009). The effects of job performance on effectiveness. International Journal of Industrial Ergonomics, 39, 96–104.
    14. Keyes, C.L.M. (2002). The mental health continuum: From languishing to flourishing in life. Journal of Health and Social Behavior, 43, 207–22.
    15. Konow, J. & Earley, J. (2008). The hedonistic paradox: is homo economics happier? Journal of Public Economics, 92, 1–33.
    16. Law, M., Steinwender, S. & Leclair. (1998). Occupation, health and well-being. C Canadian Journal of Occupational Therapy, 65(2), 81-91.
    17. Nelson, D. & Cooper, C.L. (Eds.) (2007). Positive organizational behavior. Sage.
    18. Pfeffer, J. (2010). Building sustainable organizations: The human factor. Academy of Management Perspectives, 24, 34–45.
    19. Porath, C.L. & Bateman, T. (2006). Self‐regulation: From goal orientation to job performance. The Journal of Applied Psychology, 91, 185–192.
    20. Porath, C., Spreitzer, G., Gibson, C. & Grannet., F.G. (2011). Thriving at work: toward its measurement, construct validation, and theoretical refinement. Journal of Organizational Behavior, 33(2): 250-275.
    21. Price, R.H. & Hooijberg, R. (1992). Organizational exit pressures and role stress: Impact on mental health. Journal of Organizational Behavior, 13, 641–651.
    22. Rafnsdottir, G.L., Gunnarsdottir, H.K. & Tomasson, K. (2004). Work organization, well-being and health in geriatric care. Work: A Journal of Prevention, Assessment and Rehabilitation, 22(1), 49-55.
    23. Roberts, L.M., Heaphy, J.E. & Quinn, R.E. (2005). Composing the reflected best self: Building pathways for becoming extraordinary in work organizations. Academy Management Review, 30(4), 712–736.
    24. Robertson, I.T., Birch, A.J., Cooper, C.L. (2011). Job and work attitudes, engagement and employee performance: Where does psychological well-being fit in?. Leadership & Organization Development Journal, 33(3), 224-232.
    25. Salahudin, S.N., Mohamed Saad, Z., Ken Tzu Ting, S., Alwi, M. N. R. (2012). Job Characteristics And Employee Wellbeing: A Case Of Malasian SME’s. 2 (1), 36-47.
    26. Sonenshein, S., Dutton, J., Grant, A., Spreitzer, G. & Sutcliffe, K. (2005). Narratives of growth at work: Learning from employees’ stories. Working paper, Ross School of Business, University of Michigan, and Ann Arbor, MI.
    27. Spreitzer, G., Porath., C.L. & Gibson, C.B. (2012). Toward human sustainability: how to enable more thriving at work. Organizational Dynamics. 41, 155-162.
    28. Spreitzer, G., Sutcliffe, K., Dutton, J., Sonenshein, S. & Grant, A.M. (2005). A socially embedded model of thriving at work. Organization Science, 16, 537–549.
    29. Thompson, R.J., Payne, S.C., Horner, M.T. & Morey, L.C. (2012). Why borderline personality features adversely affect job performance: The role of task strategies. Personality and Individual Differences, 52, 32–36.
    30. Tutu, A. & Constantin, T. (2012). Understanding job performance through persistence and job competency. Procedia – Social And Behavioral Sciences, 33, 612-616.
    31. Yousef, A.D. (1999). Organizational commitment: a mediator of the relationships of leadership behavior with job satisfaction and performance in a non-western country. Journal of Managerial Psychology, 15, 6-28.
    32. Zellmer‐Bruhn, M. & Gibson, C.B. (2006). Team strategic context: Implications for process and performance. Academy of Management Journal, 49, 501–518.