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1.University Institute of Management Sciences, PMAS Arid Agriculture University Rawalpindi, Punjab, Pakistan
2.Department of Statistics, PMAS Arid Agriculture University Rawalpindi, Punjab, Pakistan
网络出版日期：2025-08-22，
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(2025). Nexus of Thriving at Work, Organic Structure, Agility, Core Self-Evaluations and Employee Voice for Performance of Banking Sector. 华夏人力资源管理学报, 1-21.
Abbas Farrukh,Zaheer Muhammad Asif,Faisal Farida,et al.Nexus of Thriving at Work, Organic Structure, Agility, Core Self-Evaluations and Employee Voice for Performance of Banking Sector[J].Journal of Chinese Human Resources Management,
(2025). Nexus of Thriving at Work, Organic Structure, Agility, Core Self-Evaluations and Employee Voice for Performance of Banking Sector. 华夏人力资源管理学报, 1-21. DOI：
Abbas Farrukh,Zaheer Muhammad Asif,Faisal Farida,et al.Nexus of Thriving at Work, Organic Structure, Agility, Core Self-Evaluations and Employee Voice for Performance of Banking Sector[J].Journal of Chinese Human Resources Management, DOI：10.47297/wspchrmWSP2040-800501..
This research aims to provide an integrated model for banks
especially in developing countries to cope with the exhausting working environment. Moreover
this study extends the social exchange theory. It analyzes the role of thriving at work and organic structure unified with employee agility and core self-evaluations in enhancing the performance of banks. Furthermore
evaluates the moderation influence of employee voice in the relationship of agility and core self-evaluations with the performance of banks. The research was quantitative in nature and deductive approach was adopted to test the proposed model. The final sample of 441 white collars employees were gathered from banks operating in three metropolitan cities of Pakistan i.e. Lahore
Rawalpindi and Islamabad through convenience sampling while distributing the questionnaires among employees. Structural equation modeling was employed through SmartPLS to test the proposed hypotheses. Results revealed that thriving at work and organic structure has a positive significant impact on agility
core self-evaluations
and organizational performance. Similarly
agility and core self-evaluations also exhibited a positive significant influence on organizational performance. Moreover
agility and core self-evaluations partially mediated the association of thriving at work and organic structure with organizational performance. Employee voice negatively moderates the relationship between agility and organizational performance whereas positively moderates the associations of core self-evaluations and organizational performance. The present study offers a unique understanding by illuminating how thriving at work and organic structures are useful for the workforce unified with agility and core self-evaluations working in banks of developing countries for the improvement of the bank's performance. The study model incorporates novel constructs that influence human performance working for banks and offers new insights to management in enhancing performance.
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