Purpose

Support from managers that enables employee growth promotes adaptation to changing and complex job challenges. Guided by social exchange theory, this study aims to establish growth-oriented management (GOM) as a key management capability to support employee growth. It also identifies employee resilience as a mechanism for growth in employees and examines its role in mediating the relationships between GOM and key employee outcomes: well-being and work engagement.

Design/methodology/approach

This study draws on survey data (n = 751) from white-collar employees in Australia. Structural equation modeling (SEM) was used to estimate the fit of the hypothesized model to the data. Confirmatory factor analysis was also performed to examine convergent and discriminant validity of the study variables.

Findings

Findings show GOM influenced well-being and work engagement, both directly and indirectly through employee resilience. This reveals more broadly that the unique combination of behaviors that comprise GOM plays a pivotal role in supporting growth-oriented outcomes in employees.

Originality/value

This is the first empirical study on the impact of GOM on well-being and engagement, as well as on the mediating mechanism of employee resilience in these relationships. GOM is an innovative contribution to scholarship on employee and organizational development, reflecting the changing nature of management, and responding to the increasingly diverse development needs of employees.

中文翻译：

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成长导向的管理和员工成果：员工复原力作为成长机制

目的

管理者的支持有助于员工成长，促进他们适应不断变化和复杂的工作挑战。本研究以社会交换理论为指导，旨在建立成长导向管理（GOM）作为支持员工成长的关键管理能力。它还将员工复原力确定为员工成长的一种机制，并研究了其在调解 GOM 与关键员工成果（福祉和工作投入）之间的关系中的作用。

设计/方法论/途径

本研究借鉴了 澳大利亚白领员工的调查数据（ n = 751）。结构方程模型（SEM）用于估计假设模型与数据的拟合度。还进行了验证性因素分析，以检查研究变量的收敛和判别有效性。

发现

调查结果显示，GOM 通过员工的适应能力直接或间接地影响幸福感和工作投入度。这更广泛地揭示了构成 GOM 的独特行为组合在支持员工以成长为导向的成果方面发挥着关键作用。

原创性/价值

这是第一个关于 GOM 对幸福感和敬业度的影响以及员工复原力在这些关系中的中介机制的实证研究。GOM 是对员工和组织发展学术的创新贡献，反映了管理不断变化的本质，并响应了员工日益多样化的发展需求。