Antecedents of HAW
| Antecedents of HAW | No of articles | References | |
|---|---|---|---|
| 1. Motivation and leadership antecedents | 14 | ||
| Company benefits | 1 | Naudé et al. (2016) | |
| Perceived availability of motivating job characteristics | 1 | Oerlemans and Bakker (2018) | |
| Self-esteem | 1 | Benevene et al. (2019) | |
| Intrinsic and extrinsic motivation | 1 | Tei-tominaga and Nakanishi (2021) | |
| Authentic leadership | 1 | Jensen and Luthans (2006) | |
| Inspirational leadership | 2 | Salas-Vallina and Fernandez (2017), Salas-Vallina et al. (2020c) | |
| Transformational leadership | 1 | Salas-Vallina et al. (2017b) | |
| Altruistic leadership | 1 | Salas-Vallina and Alegre (2018) | |
| Leadership-in-government roles | 1 | Mathias et al. (2019) | |
| Dual-Growth (Job-growth) mindset | 1 | Berg et al. (2022) | |
| Professional identity | 1 | Chen et al. (2022) | |
| Professional motivation | 1 | Chen et al. (2022) | |
| Job achievements | 1 | Chen et al. (2022) | |
| 2. Psychological antecedents | 10 | ||
| Psychological capital | 6 | Choi and Lee (2014), Williams et al. (2016), Williams et al. (2017), Wen and Liu-Lastres (2021), Kun and Gadanecz (2022), Basinska and Rozkwitalska (2022) | |
| Thriving | 2 | Qaiser et al. (2020), Basinska and Rozkwitalska (2022) | |
| Authentizotic psychological climate | 1 | Rego and Cunha (2008) | |
| Psychological contract breach | 1 | Qaiser et al. (2020) | |
| 3. Positive organizational behavior antecedents | 8 | ||
| Hope, Optimism, Resilience | 1 | Youssef and Luthans (2007) | |
| Spirit of camaraderie | 1 | Rego and et al. (2010) | |
| Organizational virtuousness | 3 | Rego et al. (2010), Williams et al. (2016, 2017) | |
| Subjective happiness | 1 | Benevene et al. (2019) | |
| Well-being oriented human resource management | 1 | Salas-Vallina et al. (2021) | |
| Gratitude | 1 | Garg et al. (2022) | |
| 4. Job-related antecedents | 8 | ||
| Flexible working | 1 | Atkinson and Hall (2011) | |
| Job Characteristics | 1 | Sloan (2012) | |
| Job demands | 1 | Tadić et al. (2013) | |
| Job meaning | 1 | Bassi et al. (2013) | |
| Job activities | 1 | Kim (2019) | |
| Job type, Driving, Having passengers | 1 | Bastos and Barsade (2020) | |
| Job satisfaction | 1 | Bangun et al. (2021) | |
| Job competence | 1 | Chen et al. (2022) | |
| 5. Social and ethical antecedents | 3 | ||
| Ethics institutionalization | 1 | Lee et al. (2018) | |
| Corporate social responsibility | 1 | Bibi et al. (2022) | |
| Colleague support | 1 | Qaiser et al. (2020) | |
| 6. Other antecedents | 15 | ||
| Career development and future outlook, Intra-individual attributes, Work environment | 1 | Henderson (2000) | |
| Individualistic/collectivistic orientations of employees | 1 | Rego and Cunha (2009) | |
| Gender Differences | 1 | Sloan (2012) | |
| Situational uncertainty | 1 | Bassi et al. (2013) | |
| High commitment human resource management | 1 | Kim (2019) | |
| Sleep deprivation | 1 | Edmondson and Matthews (2020) | |
| High-involvement work system | 1 | Salas-Vallina et al. (2020b) | |
| Socio-demographic and occupational prestige variables | 1 | Bednárová-Gibová and Majherová (2021) | |
| Organizational ergonomics | 1 | Bednárová-Gibová (2021) | |
| Attitude towards technology | 1 | Bangun et al. (2021) | |
| Organizational culture | 1 | Espasandín-Bustelo et al. (2021) | |
| Brand orientation | 1 | Ravina-Ripoll et al. (2021) | |
| Lean management and six sigma | 1 | De Koeijer et al. (2022) | |
| Fear of COVID-19 | 1 | Toros et al. (2022) | |
| Professional prospects, Perceived fairness | 1 | Chen et al. (2022) |
| Antecedents of HAW | No of articles | References | |
|---|---|---|---|
| 1. Motivation and leadership antecedents | |||
| Company benefits | 1 | ||
| Perceived availability of motivating job characteristics | 1 | ||
| Self-esteem | 1 | ||
| Intrinsic and extrinsic motivation | 1 | ||
| Authentic leadership | 1 | ||
| Inspirational leadership | 2 | ||
| Transformational leadership | 1 | ||
| Altruistic leadership | 1 | ||
| Leadership-in-government roles | 1 | ||
| Dual-Growth (Job-growth) mindset | 1 | ||
| Professional identity | 1 | ||
| Professional motivation | 1 | ||
| Job achievements | 1 | ||
| Psychological capital | 6 | ||
| Thriving | 2 | ||
| Authentizotic psychological climate | 1 | ||
| Psychological contract breach | 1 | ||
| Hope, Optimism, Resilience | 1 | ||
| Spirit of camaraderie | 1 | ||
| Organizational virtuousness | 3 | ||
| Subjective happiness | 1 | ||
| Well-being oriented human resource management | 1 | ||
| Gratitude | 1 | ||
| Flexible working | 1 | ||
| Job Characteristics | 1 | ||
| Job demands | 1 | ||
| Job meaning | 1 | ||
| Job activities | 1 | ||
| Job type, Driving, Having passengers | 1 | ||
| Job satisfaction | 1 | ||
| Job competence | 1 | ||
| Ethics institutionalization | 1 | ||
| Corporate social responsibility | 1 | ||
| Colleague support | 1 | ||
| Career development and future outlook, Intra-individual attributes, Work environment | 1 | ||
| Individualistic/collectivistic orientations of employees | 1 | ||
| Gender Differences | 1 | ||
| Situational uncertainty | 1 | ||
| High commitment human resource management | 1 | ||
| Sleep deprivation | 1 | ||
| High-involvement work system | 1 | ||
| Socio-demographic and occupational prestige variables | 1 | ||
| Organizational ergonomics | 1 | ||
| Attitude towards technology | 1 | ||
| Organizational culture | 1 | ||
| Brand orientation | 1 | ||
| Lean management and six sigma | 1 | ||
| Fear of COVID-19 | 1 | ||
| Professional prospects, Perceived fairness | 1 |
Source(s): Authors’ own elaboration
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