Original Research

Workplace flourishing: Measurement, antecedents and outcomes

Kleinjan Redelinghuys, Sebastiaan Rothmann, Elrie Botha
SA Journal of Industrial Psychology | Vol 45 | a1549 | DOI: https://doi.org/10.4102/sajip.v45i0.1549 | © 2019 Kleinjan Redelinghuys, Sebastiaan Rothmann, Elrie Botha | This work is licensed under CC Attribution 4.0
Submitted: 06 May 2018 | Published: 09 January 2019

About the author(s)

Kleinjan Redelinghuys, Optentia Research Focus Area, North-West University, South Africa
Sebastiaan Rothmann, Optentia Research Focus Area, North-West University, South Africa
Elrie Botha, School of Industrial Psychology and Human Resource Management, Optentia Research Focus Area, North-West University, South Africa


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Abstract

Orientation: The continuous growth of employee attrition, especially within the highly skilled talent pool, is becoming increasingly problematic. Therefore, one should continually explore the different factors that impact employee retention and performance. This casts the attention to the person–environment fit and workplace flourishing (WF).

Research purpose: This study explored relationships among person–environment fit, WF, intention to leave (ITL), in-role performance and organisational citizenship behaviour.

Motivation for the study: Disease-driven research heavily outweighs health promotion research. Therefore, more research is needed regarding positive employee behaviours such as strengths, optimal functioning and flourishing.

Research approach/design and method: A cross-sectional survey design was used with 258 secondary school teachers from two Gauteng districts. The Perceived Fit, Flourishing-at-Work, Turnover Intention, In-Role Behaviour and Organisational Citizenship Behaviour scales were administered. Structural equation modelling and mediational analyses were performed.

Main findings: Results confirmed WF’s three-factor structure. Person–environment fit positively associated with WF. Workplace flourishing negatively related to ITL, while positively relating to in-role performance and organisational citizenship behaviour. Person–environment fit indirectly affected in-role performance and organisational citizenship behaviour via WF.

Practical/managerial implications: Organisations should continually modify their strategic frameworks to maintain a healthy balance between individual and environmental characteristics. This will lay the foundation for a favourable work environment. When such an environment is institutionalised, talent retention and performance should follow.

Contribution/value-add: The study results should provide new insight into the relationship between the person–environment fit and WF, as well as the effect it may have on ITL and performance.


Keywords

workplace flourishing; person-environment fit; intention to leave; in-role performance; organisational citizenship behaviour

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