Workplace well-being: psychological pathways from goal orientation to flourishing and burnout

Purpose The study examines how goal orientations (learning goal orientation [LGO], performance-prove goal orientation [PGO], performance-avoid goal orientation [PAGO]) influence workplace flourishing and burnout via self-efficacy and optimism, controlling for positive affect (PA) and negative affect (NA). Design/methodology/approach Cross-sectional survey data from 332 employees were analyzed using structural equation modeling (SEM) in Mplus 8.8. Sequential mediation was tested with 5,000 bootstrap samples, PA and NA as covariates, and model fit was evaluated via CFI, RMSEA and related indices. Findings Results supported full mediation: LGO indirectly increased flourishing and decreased burnout through self-efficacy and optimism. PGO showed weaker positive indirect effects on flourishing and negative effects on burnout. PAGO negatively influenced flourishing and increased burnout. Practical implications Organizations should promote LGO via mastery-focused training to enhance self-efficacy, optimism and well-being. PGO showed weaker positive indirect effects on flourishing and negative indirect effects on burnout. PAGO negatively influenced flourishing and increased burnout. Originality/value This study advances goal orientation theory by incorporating PA/NA controls and demonstrating full sequential mediation via psychological resources, providing a novel positive psychological framework for workplace well-being.