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MULTIDISCIPLINARY INTERNATONAL NETWORK ON THRIVING

In the Multidisciplinary International Network on Thriving (MINT) network we investigate individual and organisational factors that promote or hinder employee thriving, including workplace characteristics, effective leadership and work-life balance. Research on thriving in the workplace offers new ways of understanding important workplace concerns such as preventing stress, enhancing productivity and learning, career development and inclusion.

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What is thriving at work?

There is increasing awareness among government and industry partners of the costs of mental ill-health and the importance of thriving at work. The World Health Organisation recognises the workplace as a key avenue for well-being. Thriving individuals feel a positive sense of progress, learning and vitality, rather than stagnating or feeling depleted. For individuals, thriving at work has mental, psychological, physical and emotional benefits. For employers, this positively affects job attitudes and retention rates, which translate into economic gains.

MINT researchers are investigating individual and organisational factors that promote employee thriving, including workplace characteristics, effective leadership, and work-life balance. Research on thriving offers new ways of understanding important workplace concerns such as preventing stress and burnout while enhancing productivity, career development, and inclusion.

Who are we, and what do we currently research?

MINT is a network of researchers at the forefront of investigating thriving at work. The network combines a Monash Business School team of academics with international scholars based at highly respected institutions in the United States (University of Illinois Chicago), Europe (Copenhagen Business School) and Asia (National University of Singapore).

Our research program currently includes projects designed to address questions such as:

  1. How does servant leadership influence employee and leader thriving at work?
  2. Can workplace diversity and inclusion be managed to enable employees to thrive? If so, how and with what consequences?
  3. What are the potential downsides of thriving for employees’ work and family lives?

Our projects utilise a variety of research methods and deliver excellent academic outcomes with high practical relevance.

The MINT team has a strong record of collaboration with a range of partners and stakeholders in co-designing, conducting and reporting on high quality research that addresses important practical problems, and that is rigorous, ethical and impactful.

How could you engage with us?

There are current opportunities for select organisations to partner with us on MINT research projects, including:

  • Workforce participation in a survey on individual and organisational factors important for thriving, with particular attention to leadership, and diversity and inclusion;
  • Your workplace as a case study to investigate the barriers and enablers for thriving at work through interviews and focus groups;
  • Co-designing projects to develop, support and evaluate evidence-based organisational interventions aimed at enhancing employee thriving.

Contact

To discuss a potential research collaboration project or find out more about our research outcomes, please contact:

Dr Zen Goh
MINT network leader
Monash Business School

T: +61 3 9903 2607
E: buseco-thrivingresearch@monash.edu

Professor Helen De Cieri, Professor Gavin Jack, Associate Professor Kohyar Kiazad, Senior Lecturer Nathan Eva and Dr Zen Goh from the MINT Network.

Our researchers

Helen De Cieri is a Professor in the Department of Management at Monash Business School. Her current research interests include diversity and inclusion, workplace health and safety, employee well-being and mental health, and workplace incivility. She has extensive experience in collaborative, co-designed research projects with partner organisations.

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Gavin Jack is a Professor and the Deputy Head and Director of Research in the Department of Management at Monash Business School. His principal research areas include workplace diversity, with particular emphasis on gender and age, and postcolonial approaches to international business and cross-cultural management. He has extensive experience in co-designing research studies with hospital and healthcare partners.

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Kohyar Kiazad is an Associate Professor in the Department of Management and co-leader of the Leadership Research Group in Monash Business School’s Centre for Global Business. Broadly, his research focuses on employment relationships through the lens of job embeddedness, psychological contracts, and abusive supervision. He has also worked with leading organisations to improve their leadership capabilities and retention of high-performing staff.

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Nathan Eva is a Senior Lecturer in the Department of Management at Monash Business School. His research explores how leaders can have a significant impact on their organisation by focusing on the well-being of their employees.

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Zen Goh is a lecturer in the Department of Management at Monash Business School. Her research broadly seeks to understand and foster employee well-being, and how work and non-work factors interact to contribute to creating a great life. Her current research focuses what and how individuals and organizations can do to promote employee thriving.

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Our international partners

Remus Ilies is the Provost’s Chair Professor at the Department of Management and Organisation at the National University of Singapore. His research specialises in job demands, stress, work-family balance and well-being. Simon Lloyd Restubog is a Full Professor in the School of Labor and Employment Relations at the University of Illinois, Urbana-Champaign, United States, and Co-Lab Director of the Work Effectiveness and Leadership Lab. He earned his PhD in Industrial / Organizational Psychology from The University of Queensland. Prior to his appointment at UIUC, he has held positions at the Australian National University, University of New South Wales, and University of Queensland.
Sara-Louise Muhr is a Professor of HRM and Organization at the Department of Organization as well as Director of the Business in Society Platform Diversity and Difference at the Copenhagen Business School. Her research is specialised on critical perspectives on managerial identity and HRM, organizational culture, organization theory, identity, leadership gender and diversity management. Robert C. Liden is a Professor of Management at the University of Illinois at Chicago. His research focuses on leadership, interpersonal processes, trust, groups and cross-cultural influences.