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Abstract
The purposes of this study were to develop and validate an instrument to measure the thriving at work concept for vitality and learning dimensions in Thailand. Twelve items were selected to assess the thriving at work instrument developed from published research, concepts and theory. The instrument was applied as a cross-sectional study and data were collected as establishing factors to confirm and ascertain construct validity. Reliability was tested by measuring internal consistency. The instrument showed excellent reliability at 0.950. Two factors, vitality and learning, were identified from confirmatory factor analysis. The thriving at work questionnaire is a new instrument in Thailand that comprehensively explores relevant dimensions to increase employees’ understanding of vitality and learning.
Highlights
The two main research questions are (a) “What are the constructs of Thriving at work (TAW)?” and (b) “How is the instrument consisting of such constructs confirmed for their effectiveness in measuring TAW?” This instrument will be useful for researchers, educators, students and the general public who are interested in further studies concerning TAW
TAW is distinctive from these other concepts since it focuses on positive experiences of human growth which manifest as vitality and learning [26]
Empirical data from this study suggested that the two dimensions of vitality and learning conformed to TAW concepts, theories and previous research
Summary
Thriving at work (TAW) is an issue that receives more attention concerning people’s positive psychology—Jiang et al [1]. Rather, thriving at work is formed through personal preference and the relationship between an individual and a particular context This contrasts with classical concepts of psychology, emphasising preceding hardship [5]; Spreitzer, Sutcliffe, Dutton, Sonenshein and Grant [2] argued that TAW can occur with or without hardship The researcher interviewed experts in human resource development about causes why such a concept was not popular in Thai society and how thriving at work was perceived. This concept may be similar to the concept of career development or promotion, and close to the concepts of employees’ job satisfaction and motivation. The concept of TAW provides a useful and valuable scale of construct validity to determine positive psychology, self-efficacy, intelligence capital and organisational behaviour
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