Job autonomy and employee strengths use: The roles of work engagement and job insecurity

Abstract

Employee strengths use has been found to be beneficial to employee and the employer organization. Yet, we have little knowledge on the antecedents to employee strengths use. participants (N = 241). Results indicate that psychopathy, narcissism and marital dissatisfaction are related to stronger tendencies towards infidelity, and that these effects are partially (in the case of psychopathy and marital dissatisfaction) or totally (in the case of narcissism) mediated by the tendency to morally justify unfaithful acts. No unique direct or indirect effect of Machiavellianism emerged as significant, while men were found to be more inclined towards unfaithful conduct. These findings highlight the importance of the skewed and self-lenient moral judgments fostered by the Dark Triad traits and marital dissatisfaction, which legitimize one?s infidelity and thus renders it more likely.

How to Elicit Organizational Citizenship Behavior? The Role of Strengths-Based Leadership

“…Specifically, when role overload is high, employees’ social resource (i.e., strengths-based leadership) will be depleted, which in turn, leads employees to have less social resource enhance organizational identification and consequently leads to lower levels of OCB. Although previous research has found that job insecurity (Wang & Ding, 2023) and job autonomy (Ding & Yu, 2022) can moderate the effect of strengths-based leadership, this study identified a new boundary condition of the effectiveness of strengths-based leadership. Thus, this study advances our understanding of the effectiveness of strengths-based leadership.…”

“…Alongside the emergence of strengths-based approaches, strengths-based leadership has gradually triggered researchers’ interest (Wang & Ding, 2023). Strengths-based leadership refers to a series of behaviors that leader executes to promote followers’ strengths identification, development, and use (Ding & Yu, 2020).…”