Drawing upon social exchange and social identity theories, this study proposes a model to explain how resources produced from salient social exchanges at work influence employee thriving. To advance the literature and provide a more nuanced understanding of the relationship between social exchange resources and thriving at work, we examined resources produced from exchanges with two salient groups: supervisors and coworkers. We propose that leader–member exchange (LMX) and coworker helping and support relate to employee thriving at work through organizational identification and coworker relational identification, respectively. We also suggest that LMX and coworker helping and support moderate the influence of thriving on three facets of employee performance: task performance, organizational citizenship behavior, and workplace deviance. Our work extends existing theory on relational resources and thriving at work by showing the mechanisms through which LMX and coworker helping and support relate to thriving, and how they enhance or inhibit the relationships between thriving and work-related outcomes.

这项研究基于社会交流和社会认同理论，提出了一个模型来解释工作中显着的社会交流所产生的资源如何影响员工的蓬勃发展。为了推动文献发展并提供对社会交换资源与工作兴旺发展之间关系的更细微的理解，我们研究了与两个重要群体（主管和同事）的交流产生的资源。我们建议，领导者－成员交流（LMX）和同事的帮助与支持分别与通过组织识别和同事关系识别而在工作中蓬勃发展的员工有关。我们还建议LMX和同事帮助和支持适度发展对员工绩效的三个方面的影响：任务绩效，组织公民行为和工作场所偏差。