Asia Pacific Journal of Human Resources

ABSTRACT Thriving at work has gained considerable research attention over the past decades. This study aimed to systematically unpack the knowledge of the past, present, and future of thriving at work by using bibliometric analysis. Following the PRISMA protocol, this study assesses 281 peer‐reviewed papers published between 2005 and 2024. Results are as follows: (1) We identify the prominent authors, significant publications, top countries, leading affiliations, and journals in thriving at work. (2) Six clusters (i.e., work–family enrichment, career commitment, servant leadership, challenge stressors, job satisfaction, and psychological capital) are identified based on the keywords that map the emergent core themes via content analysis. (3) Based on the job demands–resources model, we map a detailed framework of thriving at work about its antecedents, moderators, and outcomes. (4) We propose prospective directions for future research using the TCCM (Theory, Context, Characteristics, Method) framework.

Yuan Liang

Tung‐Ju Wu

Ziqiong Zhang

Yushu Wang

A Systematic Review of Thriving at Work: A Bibliometric Analysis and Organizational Research Agenda

工作繁荣的系统综述：文献计量分析与组织研究议程

Previous research on the association between organizational emotional capability and organizational innovation still stays in the conceptual framework stage with inadequate empirical studies. According to affective events theory, this study proposed and examined a multiple mediated moderation model of how emotional capability affects innovation performance. Based on matched multi‐source surveys of R&amp;D department managers and employees and employees in 435 Chinese high‐tech innovating firms, we found that organizational commitment and organizational learning acted as mediators on the relationship between organizational emotional capability and innovation performance, external environmental dynamics moderated the relationship between emotional capability and commitment, external environmental competitiveness moderated the relationship between organizational commitment and learning, and environmental dynamics and competitiveness have a positive joint moderating effect on the relationship between emotional capability and organizational commitment. The findings of this study make essential contributions to the research of organizational capability and innovation in dynamic and competitive environments.

Rui Sun

Shu Wen Li

Wei Liu

Linking organizational emotional capability to innovation performance in high‐tech innovating firms

将组织情感能力与高科技创新企业的创新绩效联系起来

To achieve sustainable development, research has indicated that organizations and individuals should be aware of the significance of sustainable human resource management (HRM) practices. However, relatively little research has investigated individual outcomes. This study links sustainable HRM practices with an important individual outcome: career growth. Using social cognitive career theory, this study investigated psychological capital and career growth as beneficial outcomes of sustainable HRM practices, proposing person–organization (P‐O) fit as a key boundary condition. Based on time‐lagged survey data collected from a Chinese company, the study found that sustainable HRM practices could significantly promote psychological capital and career growth. Moreover, P‐O fit magnified the beneficial impact of sustainable HRM practices on psychological capital while further moderating the mediating effect of psychological capital. When P‐O fit was high, the effects of sustainable HRM practices on psychological capital and career growth were stronger. In addition, we discussed theoretical contributions and practical implications.

Bao Cheng

Xiaotong Yu

Yun Dong

Chong Zhong

Promoting employee career growth: the benefits of sustainable human resource management

促进员工职业成长：可持续人力资源管理的益处

Following social cognitive theory, the current study investigated the impact of artificial intelligence (AI) on employees' productivity in the healthcare sector. AI significantly facilitates the management of hospitals to vigilantly assess employees’ productivity and accurately analyze employees' characteristics, such as attitude, emotion and behavior. With the underlying mechanism of employee mental health and well‐being, and knowledge sharing, the study has considered beneficial and harmful perspectives of AI in the workplace. The study also hypothesizes the important moderating role of technological leadership. The data was collected from 184 doctors in Pakistan's major hospitals. Partial least squares (PLS) results support a direct relationship between AI and employee productivity. The findings also supported the underlying mechanism of knowledge sharing and mental health and well‐being in the relationship between AI and employee productivity. However, the technological leadership moderating effect was found to be insignificant. It opens an important avenue for this further research and future directions.

Fatima Shaikh

Gul Afshan

Rana Salman Anwar

Zuhair Abbas

Khalil Ahmed Chana

Asia Pac J Human Res

Analyzing the impact of artificial intelligence on employee productivity: the mediating effect of knowledge sharing and well‐being

分析人工智能对员工生产力的影响：知识共享和福祉的中介效应

Drawing on the theory of planned behavior, the current study examined the effects of employees’ job embeddedness and the perceived strength of the human resource management ( HRM ) system on their proactive work behaviors, as well as the moderation effect of empowering leadership on these relationships. We tested our hypotheses using data collected from 206 Chinese employees in a three‐wave survey. The results demonstrated the positive effects of both job embeddedness and the perceived strength of the HRM system on employees’ proactive work behaviors. We also found that the relationship between the perceived strength of the HRM system and proactive work behaviors was stronger when the levels of empowering leadership were high rather than low. However, the moderation effect of empowering leadership on the relationship between job embeddedness and proactive work behaviors was not significant. Our study contributes to the understanding of the antecedents of Chinese employees’ proactive work behaviors from the perspective of motivation and behavioral control.

Jianfeng Jia

Jiaqi Yan

Asghar Afshar Jahanshahi

Weipeng Lin

Amitab Bhattacharjee

Asia Pac J Hum Resour

What makes employees more proactive? Roles of job embeddedness, the perceived strength of the <scp>HRM</scp> system and empowering leadership

什么使员工更具主动性？工作嵌入、感知的人力资源管理系统强度和赋能领导的作用

ABSTRACT Previous studies have indicated that high‐performance work systems (HPWSs) influence employees' work outcomes within organization. However, very few studies have investigated the effects of HPWSs from the perspective of followership and job specialization. Drawing from social exchange theory, this study explores the mediating role of followership and the moderating role of job specialization in the relation between HPWSs and employee outcomes. The data from 391 restaurant employee–manager pairs in four stores in China indicate that active engagement followership mediates the effects of HPWSs on employee turnover intention and organizational citizenship behaviors (OCB), and job specialization moderates the direct effects of HPWSs on employee job performance and OCB. Specifically, employees in roles with a higher degree of specialization are more likely to be influenced by HPWSs. The findings provide new insights into human resource practices within organization, emphasizing the roles of followership and job specialization.

Yunhui Xie

Yuqing Zhang

YiChi Zhang

Stoney Alder

Honghui Deng

How and When High‐Performance Work Systems Affect Employee Outcomes in the Hospitality Industry: The Role of Followership and Job Specialization

高绩效工作系统如何及何时影响酒店业员工成果：追随力与工作专业化的作用

ABSTRACT Existing psychological contract (PC) research has paid inadequate attention to specific cohorts like new‐generation employees and their perceptions of employers' psychological contract fulfillment (PCF). Individuals' expectations and perceptions of employer obligations may differ contingent on age and life experience in different societal contexts. We explore the construct of perceived employer PCF among new‐generation employees in China through one pilot study and two formal studies. The pilot study shows that new‐generation employees' PCF generally differs from that of previous generations. In Study 1, we use qualitative and quantitative methods to develop a perceived employer PCF scale and find five dimensions: Employee care, positive culture and climate, empowering employees, salary and benefit satisfaction, growth and development. In Study 2, establishment of validity confirms the factor structure of Study 1, indicating the proposed measurement is valid. Our findings have significant implications for research and practice for new‐generation employees in China.

Qinxuan Gu

Han Gao

Perceived Employer Psychological Contract Fulfillment of New‐Generation Employees in China: Scale Development and Validity

中国新生代员工感知雇主心理契约履行：量表开发与效度

ABSTRACT Work engagement is crucial for organisational success, yet many organisations struggle with low engagement rates. Previous research hints at a potential link between reverse mentoring and work engagement, prompting a deeper investigation into this relationship. Drawing from the Job Demands‐Resources (JD‐R) framework and Social Exchange Theory (SET), this study examines the impact of reverse mentoring on work engagement, with knowledge sharing as a mediating factor and self‐efficacy and perceived organisational support as moderators. Through a survey of 340 middle managers across 10 multinational corporations in Sri Lanka, the study reveals significant effects between reverse mentoring and work engagement, with knowledge sharing playing a crucial mediating role. Additionally, the study demonstrates the moderating influences of self‐efficacy and perceived organisational support on work engagement and knowledge sharing, thus contributing novel insights to the existing literature in the shade of JD‐R and SET perspectives.

Marage Done Rasika Harshani

Ananda Karuna Liyana Jayawardana

Atapattu Wijekoon Menike Mayuri Atapattu

Fostering Work Engagement: The Effects of Reverse Mentoring and Knowledge Sharing

培养工作投入：反向导师制与知识共享的影响

ABSTRACT This study investigates how gig work challenges influence job withdrawal, mediated by stressors and perceived job insecurity, while considering the moderating effects of playful work design and a caring organizational ethical climate. Drawing on Cognitive–Emotional Systems Theory and the job demands–resources model, data were gathered from 516 Chinese gig workers. Results show that gig work challenges positively impact job withdrawal by triggering stressors and job insecurity. Notably, playful work design moderates this relationship, mitigating the impact of gig work challenges as hedonic job crafting levels increase. However, the caring ethical climate does not significantly influence the relationship between stressors and perceived job insecurity in the gig work context. The findings suggest that promoting playful work design can be an effective strategy to alleviate the negative effects of gig work challenges, thereby enhancing job satisfaction and retention in the gig economy. This study also provides a new perspective on understanding the mechanisms behind gig workers' workplace withdrawal behaviors, deepening the application of the Cognitive–Emotional Systems Theory and the Job Demands–Resources Model in the gig economy.

Xin‐Jie Huang

Zhao‐Yu Sun

Jia‐Min Li

Jia‐Hua Li

Will Fun and Care Prevent Gig Workers' Withdrawal? A Moderated Mediation Model

乐趣与关怀能防止零工工人离职吗？一个有调节的中介模型

ABSTRACT Platform leadership, a new concept in leadership, along with intrapreneurship, has garnered considerable attention in China. Despite scholarly efforts to establish a theoretical link between leadership and employee intrapreneurship, gaps persist in understanding when and why platform leadership influences intrapreneurship. This study seeks to fill in these gaps by proposing a new model exploring the theoretical relationship between these concepts. Based on social exchange theory, this research examines how platform leadership enhances intrapreneurship by boosting employees' perceived insider status. Moreover, this study investigates how innovation‐oriented human resource management (HRM) moderates this effect. Analysis of two‐stage data from 471 employees in 57 Chinese platform organizations supports the proposed hypotheses, revealing that platform leadership positively influences intrapreneurship, predominantly by enhancing perceived insider status. The effect of platform leadership on perceived insider status and intrapreneurship is also strengthened in the context of superior innovation‐oriented HRM. This study enriches the theoretical understanding of platform leadership and intrapreneurship through social exchange theory and highlights innovation‐oriented HRM as a critical boundary condition. Insights gained from this study offer valuable guidance for advancing leadership and HRM practices within platform organizations.

Shenbei Zhou

Guiqing Zhang

Longjun Liu

Yibin Li

When and Why Does Platform Leadership Drive Employee Intrapreneurship? Moderating Role of Innovation‐Oriented Human Resource Management

平台领导力何时及为何驱动员工内部创业？创新导向的人力资源管理的调节作用

短名	Asia Pac J Human Res
Journal Impact	3.91
国际分区	MANAGEMENT(Q2)
期刊索引	SCI Q2中科院 3 区

ISSN	1038-4111, 1744-7941
h-index	42
国内分区	管理学(3区)管理学劳动关系学(4区)管理学管理学(4区)

涉及主题	业务经济政治学管理法学计算机科学工程类社会学心理学物理公共关系哲学知识管理
出版信息	出版商: Wiley-Blackwell，出版周期: ，期刊类型: journal，开源期刊: 否
基本数据	创刊年份: 2007，原创研究文献占比: 90.91%，自引率:7.70%， Gold OA占比: 12.39%

Asia Pacific Journal of Human Resources

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