The dark side of strengths-based approach in the workplace: Perceived strengths-based human resource system spurs unethical pro-organizational behavior

Ding, He; Li, Jun

doi:10.1007/s12144-022-03249-x

Cited by 6 publications

(2 citation statements)

References 45 publications

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“…This finding can be elucidated by social identity theory suggesting that contextual factors in work settings or job resources can affect employees’ identification with their work organizations, which in turn, shapes employees’ attitudes and behaviors (Bednar et al, 2020). More specifically, leaders who promote followers to identify, develop, and utilize their strengths at work can boost followers’ identification with their organizations primarily because followers leveraging strengths at work are more likely to experience authentic self which is conductive to improved organizational identification (Ding & Liu, 2023). Such increased organizational identification will in turn motivate followers to exhibit higher levels of OCB.…”

Section: Discussionmentioning

confidence: 99%

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

Wang,

Ding

2024

Journal of Career Development

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This paper sought to study the association of strengths-based leadership with follower organizational citizenship behavior (OCB) and to consider the mediating role of organizational identification and the moderating role of role overload in the relationship. We collected data at three time points from a sample of 272 employees working in diverse organizations in China. Structural equation modeling analysis was utilized to examine our hypotheses. Results showed that strengths-based leadership has a positive relationship with follower OCB even after controlling for humble leadership, and organizational identification mediates this relationship. Moreover, results also indicated that role overload negatively moderates the direct relationship of strengths-based leadership with organizational identification and the indirect relationship of strengths-based leadership with OCB via organizational identification. The present article is the first to investigate the strengths-based leadership and OCB relationship, which contributes to deepening our understanding of how, why, and when strengths-based leadership is associated with OCB.

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Section: Discussionmentioning

confidence: 99%

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

Wang,

Ding

2024

Journal of Career Development

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“…For example, leaders help followers identify their strengths at work, match followers' strengths to the tasks that need to be accomplished (Ding and Yu, 2022) and make me work with other colleagues with complementary strengths. In addition, for the sake of boost employees' career satisfaction, the employer organizations can also select employees with a high level of strengths mindset (Ding and Liu, 2022b) as leaders. Second, the mediating effect of follower strengths use on the strengths-based leadership and follower career satisfaction means that stimulating employees to play to their strengths at work is important for boosting career satisfaction.…”

Section: Discussionmentioning

confidence: 99%

How and when do strengths work? The effect of strengths-based leadership on follower career satisfaction

Ding,

Liu,

2023

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PurposeDrawing on conversation of resources theory, the present paper aimed to investigate the effect of strengths-based leadership on follower career satisfaction and the mediating role of follower strengths use as well as the moderating role of emotional exhaustion in the relationship.Design/methodology/approachResearch data were gathered at 3 time points with a sample of 210 participants working in various organizations in China. Structural equation model (SEM) was applied to examine the authors' hypotheses.FindingsThe results indicated that strengths-based leadership has a positive impact on follower career satisfaction and follower strengths use fully mediates the effect of strengths-based leadership on follower career satisfaction. More importantly, emotional exhaustion enhanced the direct relationship between strengths use and career satisfaction and the indirect association of strengths-based leadership with follower career satisfaction through follower strengths use.Research limitations/implicationsThe main limitation of the present paper was the single source of research data.Originality/valueThe present paper advances strengths-based leadership theory and research and provides a new insight into cultivating employee career satisfaction.

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Paying close attention to strengths mindset: the relationship of employee strengths mindset with job performance

Ding

2022

Curr Psychol

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The dark side of strengths-based approach in the workplace: Perceived strengths-based human resource system spurs unethical pro-organizational behavior

Cited by 6 publications

References 45 publications

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

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

How and when do strengths work? The effect of strengths-based leadership on follower career satisfaction

Paying close attention to strengths mindset: the relationship of employee strengths mindset with job performance

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