Abstract
Background
This paper seeks to examine work teams as an organisational source for TAW, and therefore to analyse the interaction of TAW in teams with various stakeholders.
Methodology
A systematic literature search is conducted before analysing the findings through the lens of the multilevel perspectives of the Socially Embedded Model of Thriving and the Job Demand-Resource Model.
Results
Thriving at Work (TAW) has positive outcomes for individuals and organisations. Given the relevant interactions between individuals and their work teams for TAW, work teams should be considered an important context for TAW.
Purpose
This paper provides an integrative multilevel framework, highlighting antecedents, mediators, moderators and benefits of TAW in teams at three levels: individual, team, and organisational.
Contribution
The multilevel framework illustrates how TAW in teams can be promoted at different levels within an organisation, considering its effects, and contributes to the integration of TAW with the team stress research.