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Purpose The authors tested (1) the mediating role of thriving in the association between leader-member exchange (LMX) and work–nonwork balance (WNWB) and (2) the moderating effect of gender in the relationship between LMX and thriving. Design/methodology/approach Cross-sectional data were collected from six separate participant groups across an eight-month period ( n = 522). Data analysis included confirmatory factor analysis to assess the construct validity of the proposed three-factor model. Hierarchical regression and the PROCESS macro were used to test three hypotheses. Findings The authors found thriving mediated an indirect effect of LMX on WNWB. In addition, we found that the relationship between LMX and thriving was moderated by gender, such that the relationship was found for females. Overall, the authors identified a moderated-mediation effect indicating an indirect effect of LMX on WNWB via thriving for females. Research limitations/implications Cross-sectional design suggests their results are theory driven. The authors suggest future studies replicate the study employing experimental designs. Practical implications The authors suggest organisations develop programs to enhance leadership and thriving capabilities as tools to manage WNWB. Originality/value The authors add to the thriving literature by revealing gender differences in the effectiveness of relational resources (i.e. LMX) in fostering employee thriving. Furthermore, the authors extend the efficacy of thriving beyond the workplace to include WNWB. The authors demonstrate the skills and knowledge acquired at work can be used to lessen the impact of WNWB.
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