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This research advances the workplace thriving literature by offering a multilevel view regarding the impact of positive affective resources on employee and team thriving. We conducted our study with 285 employees from 62 teams to examine a multilevel model involving the relationship between high‐activated positive affect (HAPA) and thriving at individual and team levels. Results demonstrated that team HAPA triggered team cohesion, which in turn enhanced team thriving, and that individual HAPA promoted individual thriving. While task interdependence did not moderate the effects of team HAPA on team cohesion or, in turn, on team thriving, cross‐level moderation showed that task interdependence strengthened the relationship between individual HAPA and individual thriving. These findings extend the knowledge regarding the relationship between positive affect and thriving by confirming the role of affect activation, identifying a team‐level mechanism, and clarifying a boundary condition. [ABSTRACT FROM AUTHOR]

This article introduces the research community to the power of machine learning over traditional approaches when analyzing longitudinal data. Although traditional approaches work well with small to medium datasets, machine learning models are more appropriate as the available data becomes larger and more complex. Additionally, machine learning methods are ideal for analyzing longitudinal data because they do not make any assumptions about the distribution of the dependent and independent variables or the homogeneity of the underlying population. They can also analyze cases with partial information. In this article, we use the Household, Income, and Labour Dynamics in Australia (HILDA) survey to illustrate the benefits of machine learning. Using a machine learning algorithm, we analyze the relationship between job‐related variables and neuroticism across 13 years of the HILDA survey. We suggest that the results produced by machine learning can be used to generate generalizable rules from the data to augment our theoretical understanding of the domain. With a technical guide, this article offers critical information and best‐practice recommendations that can assist social science researchers in conducting machine learning analysis with longitudinal data. [ABSTRACT FROM AUTHOR]

Individuals often need to be proactive in order to successfully navigate their career development journeys. To what extent one is vocationally proactive has critical implications for his or her attitudes, behaviors, and other outcomes in career and work‐related settings. However, research in career proactivity has been accumulating from divergent perspectives, resulting in a substantially fragmented literature that has not been comprehensively, objectively synthesized to guide the field to move forward. To advance the domain of career proactivity, this paper synthesizes theoretical and empirical literatures using two major bibliometric analyses. We first analyze the intellectual basis of the career proactivity literature by performing document citation analysis. We then review the developmental trends of main conceptual themes in career proactivity literature using a temporal co‐word analysis. Informed by these bibliometric findings, we propose a roadmap for future research highlighting the need to clear up concepts, account for context, develop new meso‐level theories, and bridge the domains of organizational behavior and vocational development. [ABSTRACT FROM AUTHOR]

In the article, the authors discuss the diverse conceptual and theoretical perspectives in advancing career proactivity research. Other topics include the research themes in vocational and organizational psychology, the conceptualization of career proactivity, the behavioral nature of career proactivity, and the conduct of bibliographic analyses in research.

Drawing on the socially embedded model of thriving and conservation of resources theory, we explore the negative effect of workplace ostracism on employee thriving. We model organization‐based self‐esteem (OBSE) as a moderator and extend our examination to the downstream implications of thriving for employee creativity. Using a scenario‐based experiment (Study 1) with 387 working adults, we find that workplace ostracism is more likely to prevent workers with higher levels of OBSE from thriving at work. This finding is verified in Study 2, in which we use multiwave, multisource data collected from 207 employees and their supervisors to test the proposed model. The results further show that for employees with higher levels of OBSE, thriving at work is more likely to mediate the relationship between workplace ostracism and employee creativity. These findings provide important practical implications for fostering employee thriving and promoting creativity in the workplace by managing workplace ostracism. [ABSTRACT FROM AUTHOR]

The article focuses on COVID-19 pandemic has sparked a tremendous number of publications in diverse disciplines a search in the Web of Science in October 2020 with the key word COVID-19 has resulted. Topics include the majority of these studies were conducted in different fields of medicine, the relative numbers the share of psychological papers was only about 2 percent, and the clinical psychology representing more than half of publications in this category.