From personal resources to proactive work strategies and performance: testing the antecedents and outcomes of strengths use in a three-wave study

IF 3.4 3区管理学 Q2 MANAGEMENT

Career Development International Pub Date : 2022-12-02 DOI:10.1108/cdi-06-2022-0146

Z. Pap, Luca Tisu, D. Vîrgă

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引用次数: 2

Abstract

PurposeBased on the Job Demands-Resources (JD-R) theory, this study aims to identify person-contingent antecedents and consequences of proactive strength-oriented behaviors at work. Thus, the authors propose and test a model in which psychological capital (PsyCap), as a personal resource, represents a precursor of strengths use, which in turn is a facilitator of employees' self-rated performance.Design/methodology/approachThe authors tested the hypothesized mediation process through a cross-lagged study with three waves, using data collected from a sample of Romanian employees. The authors analyzed the data through structural equation modeling.FindingsThe results provided support for our model. The data showed significant, positive cross-lagged relationships between PsyCap, strengths use and performance across waves. Also, the authors identified a significant and positive indirect effect between PsyCap at T1 and performance at T3 through increased strengths use at T2.Originality/valueThis research brings new evidence for strengths use's placement as a proactive individual strategy within the JD-R theory. Practical implications are related to career self-management and work from home.

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从个人资源到积极主动的工作策略和表现：在三波研究中测试优势使用的前因和结果

目的基于工作需求-资源(JD-R)理论，研究工作中主动力量导向行为的个人偶然前因和后果。因此，作者提出并测试了一个模型，在这个模型中，心理资本(PsyCap)作为一种个人资源，代表了优势使用的前兆，而优势使用反过来又促进了员工的自我评价绩效。设计/方法/方法作者通过三波交叉滞后研究测试了假设的中介过程，使用从罗马尼亚员工样本中收集的数据。通过结构方程建模对数据进行分析。结果为我们的模型提供了支持。数据显示，PsyCap、优势使用和表现之间存在显著的正交叉滞后关系。此外，作者还发现，通过增加T2时的优势使用，T1时的PsyCap与T3时的表现之间存在显著的积极间接影响。原创性/价值本研究为JD-R理论中的优势使用定位作为一种主动的个人策略提供了新的证据。实际意义与职业自我管理和在家工作有关。

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

Career Development International Multiple-

CiteScore

5.40

自引率

10.00%

发文量

期刊介绍： Careers and Development are inter-related fields of study with connections to many academic disciplines, organizational practices and policy developments in the emerging knowledge economies and learning societies of the modern world. Career Development International provides a platform for research in these areas that deals with questions of theories and theory development, as well as with organizational career strategy, policy and practice. Issues of theory and of practice may be dealt with at individual, organizational and society levels. The international character of submissions may have two aspects. Submissions may be international in their scope, dealing with a topic that is of concern to researchers throughout the world rather than of sole interest to a national audience. Alternatively, submissions may be international in content, relating, for example, to comparative analyses of careers and development across national boundaries, or dealing with inherently ''international'' issues such as expatriation. Coverage: -Individual careers - psychological and developmental perspectives -Career interventions (systems and tools, mentoring, etc) -Government policy and practices -HR planning and recruitment -International themes and issues (MNCs, expatriation, etc) -Organizational strategies and systems -Performance management -Work and occupational contexts