Thriving at work from a COR perspective

This master thesis has explored how different resources foster thriving at work among young graduates in an international IT firm based in Scandinavia. Through a quantitative self-reported survey, we have found that social support (operationalized as Perceived Organizational Support and Perceived Supervisor Support), Autonomy, Feedback quality, and Quality of relationship with supervisor (operationalized as Leader-Member Exchange (LMX)) fosters thriving at work. Furthermore, we found that POS mediated the relationship between PSS and thriving, indicating that perceived support from supervisors also leads to perceived support from the organization. Additionally, our study explored whether very high levels of autonomy will lead to a negative relation between autonomy and thriving, which surprisingly was not supported. Altogether, this master thesis suggests that organizational leaders should deliberately create onboarding programs that foster thriving at work through the resources studied