Slåtten Terje, Mutonyi Barbara Rebecca, Lien Gudbrand
Inland School of Business and Social Science, University of Inland Norway, Campus Lillehammer, 2604, Lillehammer, Norway.
Kristiania University College, School of Economics, Innovation and Technology, 1153, Oslo, Norway.
BMC Health Serv Res. 2025 Jan 27;25(1):154. doi: 10.1186/s12913-025-12293-9.
The concept of thriving at work (TAW) has received increased interest within health services research in recent years. TAW embraces employees' experience of being energized and feeling alive when employed in an organization. However, previous research has been limited mainly to the investigation of factors that promote TAW. Consequently, there is a lack of research linking TAW to potential outcomes. Based on this knowledge gap, this study aimed to examine links between TAW and two potential outcomes: employees' individual innovative behavior (IIB) and employee ambidexterity (EA). Thus, the study contributes to a relatively neglected area, homecare, within the domain of health services research.
In this cross-sectional study, N = 258 Norwegian homecare professionals in nine municipalities were selected through convenience sampling. The conceptual model's results were analyzed using partial least-squares structural equation modeling with SmartPLS 3 software. The study tested both direct and indirect relationships. Indirect relationships were achieved through bootstrap.
The main results from the empirical study can be summarized as follows: (i) TAW was found to be positively linked to both EA (b = 0.46) and IIB (b = 0.22); (ii) TAW and EA explained about 30% (R2 = 0.29) the variance in IIB; (iii) The relationship between TAW and IIB was found to be mediated by the EA; (iv) TAW was positively linked to each of the two dimensions that constitute EA. However, when comparing the individual strength of linkages, TAW was found to be most strongly linked to the exploitation dimension of EA (b = 0.50) and less strongly linked to the exploration dimension of EA (b = 0.35).
Employees' level of TAW in homecare services is linked to desirable outcomes, as represented by EA and IIB in this study. Managers should be aware of the development and changes in their employees' TAW levels. Consequently, continuously monitoring and cultivating the TAW of individual employees to determine whether they experience a sense of being energized and feeling alive as members of the organization is an important practical implication. TAW is a key to essential outcomes. Managers should, therefore, strive to let all of their employees thrive.
近年来，工作中蓬勃发展（TAW）的概念在卫生服务研究中受到越来越多的关注。TAW涵盖了员工在组织中工作时充满活力和感觉充满生机的体验。然而，以往的研究主要局限于对促进TAW的因素的调查。因此，缺乏将TAW与潜在结果联系起来的研究。基于这一知识空白，本研究旨在探讨TAW与两个潜在结果之间的联系：员工的个体创新行为（IIB）和员工的二元性（EA）。因此，该研究为卫生服务研究领域中一个相对被忽视的领域——家庭护理做出了贡献。
在这项横断面研究中，通过便利抽样从九个市镇选取了N = 258名挪威家庭护理专业人员。使用SmartPLS 3软件通过偏最小二乘结构方程模型分析概念模型的结果。该研究测试了直接和间接关系。间接关系通过自抽样实现。
实证研究的主要结果可总结如下：（i）发现TAW与EA（b = 0.46）和IIB（b = 0.22）均呈正相关；（ii）TAW和EA解释了IIB中约30%（R2 = 0.29）的方差；（iii）发现TAW与IIB之间的关系由EA介导；（iv）TAW与构成EA的两个维度中的每一个均呈正相关。然而，在比较联系的个体强度时，发现TAW与EA的利用维度联系最紧密（b = 0.50），与EA的探索维度联系较弱（b = 0.35）。
家庭护理服务中员工的TAW水平与本研究中以EA和IIB表示的理想结果相关。管理者应意识到员工TAW水平的发展和变化。因此，持续监测和培养个体员工的TAW，以确定他们作为组织成员是否体验到充满活力和感觉充满生机的感觉，是一个重要的实际意义。TAW是实现重要结果的关键。因此，管理者应努力让所有员工都蓬勃发展。
