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Elucidating on the concrete outline of conservation of resource theory, this study aims to explore the links between work-family conflict and workplace thriving. In particular, this study has integrated depersonalization as a mediator and tested the moderated mediation effects of intrinsic motivation in work-family conflict and depersonalization relationships.

Data were collected using a sample of 357 doctors working across various public hospitals in India over two waves (T1 and T2) and was tested using AMOS and Process Macros.

Exploration reveals that work-family conflict is negatively associated with workplace thriving. The mediating role of depersonalization in between work-family conflict and workplace thriving was established. Moreover, the moderating role of intrinsic motivation in work-family conflict and workplace thriving via depersonalization was also established.

The present study makes a theoretical addition to the literature by investigating nuances through which work-family conflict relationships and thriving at the workplace can be affected. To date, such a relationship has not been established. The study also extends the role of depersonalization as an underlying mechanism between work-family conflict and workplace thriving, making an imperative contribution. This study also tested the moderating role of intrinsic motivation. Overall, these relationships are novel and have been seldom reported.