Strengths-based leadership and employee work engagement: A multi-source study

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior Pub Date : 2023-04-01 DOI:10.1016/j.jvb.2023.103859

Jixin Wang , Marianne van Woerkom , Kimberley Breevaart , Arnold B. Bakker , Shiyong Xu

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引用次数: 8

Abstract

Strengths-based leadership helps employees identify, utilize, and develop their strengths. Does such leadership facilitate employee work engagement and performance? In this study, we integrate Job Demands-Resources (JD-R) and Leader-Member Exchange (LMX) theories to hypothesize that strengths-based leadership is positively related to employee task performance through employee work engagement, and that this effect is moderated by LMX quality. We collected survey data at two time points – with one month interval – from 556 Chinese workers and their managers (N = 104 teams). The results of path modelling showed that strengths-based leadership was positively related to supervisor-ratings of employee task performance via employee work engagement. As predicted, the positive relation between strengths-based leadership and employee work engagement was stronger when LMX was of high-quality. However, the predicted moderated-mediation effect was not supported. We discuss the implications of these findings for research on strengths-based leadership, as well as the practical implications.

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基于优势的领导与员工工作投入:一项多来源研究

优势型领导帮助员工识别、利用和发展自己的优势。这样的领导能促进员工的工作投入和绩效吗?在本研究中，我们整合了工作需求-资源(JD-R)和领导-成员交换(LMX)理论，假设优势型领导通过员工工作投入与员工任务绩效呈正相关，并且这种影响受到LMX质量的调节。我们在两个时间点(间隔一个月)收集了556名中国员工及其管理人员(N = 104个团队)的调查数据。路径模型结果显示，优势型领导与主管通过员工工作投入对员工任务绩效的评价呈正相关。正如预测的那样，当LMX高质量时，优势型领导与员工工作投入的正相关关系更强。然而，预测的调节中介效应不被支持。我们讨论了这些发现对优势型领导研究的意义，以及实际意义。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Journal of Vocational Behavior PSYCHOLOGY, APPLIED-

CiteScore

13.10

自引率

5.40%

发文量

期刊介绍： The Journal of Vocational Behavior publishes original empirical and theoretical articles offering unique insights into the realms of career choice, career development, and work adjustment across the lifespan. These contributions are not only valuable for academic exploration but also find applications in counseling and career development programs across diverse sectors such as colleges, universities, business, industry, government, and the military. The primary focus of the journal centers on individual decision-making regarding work and careers, prioritizing investigations into personal career choices rather than organizational or employer-level variables. Example topics encompass a broad range, from initial career choices (e.g., choice of major, initial work or organization selection, organizational attraction) to the development of a career, work transitions, work-family management, and attitudes within the workplace (such as work commitment, multiple role management, and turnover).