Investigating the impact of a combined approach of perceived organisational support for strengths use and deficit correction on employee outcomes

Els, Crizelle; Mostert, Karina; Woerkom, Marianne van

doi:10.4102/sajhrm.v16i0.882

Cited by 15 publications

(14 citation statements)

References 73 publications

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“…Job demands-resources (JD-R) theory suggests that individuals can benefit more from the accumulation of resources (Bakker and Demerouti, 2017). As strengths use and deficit correction can be viewed as two types of personal resources (Els et al , 2018; Mahomed and Rothmann, 2019), it is reasonable to believe that when the level of deficit correction is high, employees working on strengths will experience greater positive affect and subsequently execute more innovative behaviors. Unfortunately, no prior research tested this relationship.…”

Section: Introductionmentioning

confidence: 99%

Employee strengths use and innovative behavior: a moderated mediation model

Ding

Lin

2020

CMS

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Purpose This study aims to investigate the mediating role of positive affect and the moderating role of deficit correction in the relationship between employee strengths use and innovative behavior. Design/methodology/approach This study adopted a three-wave research design to gather data. A convenience sample of 189 employees working in diverse organizations in China was applied to examine the hypotheses. Findings The results indicated that employee strengths use was positively related to innovative behavior, and positive affect mediated the relationship between employee strengths use and innovative behavior. In addition, deficit correction enhanced the direct relationship of employee strengths use with positive affect and the indirect relationship of employee strengths use with innovative behavior through positive affect. Originality/value The current study contributes to the existing literature on employee strengths use-innovative behavior relationships by revealing positive affect as a mediator and deficit correction as a moderator between employee strengths use and innovative behavior.

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Section: Introductionmentioning

confidence: 99%

Employee strengths use and innovative behavior: a moderated mediation model

Ding

Lin

2020

CMS

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“…However, increased performance can also result from DBA (Abdullah, Ahsan, & Alam, 2009). Therefore, focusing on both strengths use and deficit correction may be beneficial for an organisation (Els, Mostert, & Van Woerkom, 2018).…”

Section: Introductionmentioning

confidence: 99%

Strengths use, deficit correction, thriving and performance of academics at universities of technology

Mahomed

Rothmann

2019

SA j. ind. psychol.

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Orientation: Research regarding strengths use, deficit correction and thriving of academics in higher education institutions is necessary, given the possible effects thereof on their task and contextual performance.Research purpose: This study aimed to investigate the relationships among strengths use and deficit correction, thriving at work and performance of academics. Furthermore, it sought to investigate whether performance-related pay moderates the effects of thriving on performance.Motivation for the study: No studies were found regarding the relationships among a balanced strengths- and deficit-based approach, thriving at work, and performance in the context of South African higher education.Research approach/design and method: A cross-sectional survey design was used, with a convenience sample of 276 academic employees from three universities of technology in South Africa. The participants completed the Strengths Use and Deficit Correction Scale, the Thriving at Work Scale, a scale that measured perceptions of performance-related pay and measures of task and contextual performance.Main findings: The results showed that perceived organisational support for strengths use, as well as individual strengths use and deficit correction, predicted thriving at work. Thriving predicted task and contextual performance. A significant interaction was found between thriving and perceptions of performance-related pay. The most robust relation between thriving and performance existed when performance-related pay was perceived to be good.Practical/managerial implications: Higher education institutions must invest resources to enable academics to thrive at work via the balanced strength- and deficit-based approach. This approach should be seen as a core development tool for academics to increase employees’ thriving at work.Contribution/value-add: This study contributes to scientific knowledge regarding strengths use and deficit correction, thriving and performance of academics in higher education institutions. It also resulted in new knowledge regarding the interaction effects of performance-related pay and thriving on task performance of academics.

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“…For instance, Mohammed et al (2019) found that POSDC, task performance, and contextual performance were positively associated. Moreover, according to Els and colleagues (Els et al, 2018), the more people engage in activities to correct their deficits, the more they tend to feel a sense of self-efficacy. However, in both studies, even if the results are significant, reported effect sizes are relatively low.…”

Section: Deficit Correction Strengths-based Approach and Performancementioning

confidence: 99%

“…However, these studies might minimize the effect that deficit correction may have on employees' holistic development. For instance, several articles have demonstrated deficit correction effectiveness on task-related performance and employee engagement (Els et al, 2018;van Woerkom et al, 2016). Therefore, the above invites the scientific community to develop one (or more) conceptual framework that integrates both the strengths-based approach and deficits correction to compare their possible positive or negative consequences on employees' optimal functioning (Bakker & van Woerkom, 2018;Miglianico et al, 2019).…”

mentioning

confidence: 99%

Focusing on Strengths or Weaknesses? Using Self-Determination Theory to Explain Why a Strengths-based Approach Has More Impact on Optimal Functioning Than Deficit Correction

Dubord¹,

Forest²

2022

Int J Appl Posit Psychol

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This study sheds light on the strengths-based approach and the deficit correction approach regarding training and development at work. The former is operationalized by perceived organizational support for strength use (POSSU) and strengths use behaviors (SUB), and the latter through perceived organizational support for deficit correction (POSDC) and deficit correction behaviors (DCB). Using self-determination theory (SDT), we argue that both approaches might enhance employees' optimal functioning (i.e., task performance, contextual performance, and psychological well-being), by increasing autonomous motivation through need satisfaction and decreasing controlled motivation through need frustration. More precisely, this study tends to identify which approach has the most impact on performance and well-being within the workplace. Two independent samples were collected to test the proposed model: the first one explored the implication of POSSU and POSDC as antecedents of basic psychological needs, while the second examines SUB and DCB. In the first sample (N = 341), structural equation modeling (SEM) shows that POSSU increases autonomous motivation through need satisfaction and reduces controlled motivation by diminishing need frustration. While POSDC favors controlled motivation through need frustration. In the second sample (N = 454), SEM demonstrates that SUB increases autonomous motivation through need satisfaction and reduces controlled motivation by diminishing need frustration. While DCB favors controlled motivation through need frustration. Theoretical and practical implications are discussed.

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Investigating the impact of a combined approach of perceived organisational support for strengths use and deficit correction on employee outcomes

Cited by 15 publications

References 73 publications

Employee strengths use and innovative behavior: a moderated mediation model

Employee strengths use and innovative behavior: a moderated mediation model

Strengths use, deficit correction, thriving and performance of academics at universities of technology

Focusing on Strengths or Weaknesses? Using Self-Determination Theory to Explain Why a Strengths-based Approach Has More Impact on Optimal Functioning Than Deficit Correction

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