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

IF 3.3 3区管理学 Q1 INDUSTRIAL RELATIONS & LABOR

Personnel Review Pub Date : 2023-08-22 DOI:10.1108/pr-07-2022-0485

He Ding, Jun Liu, Enhai Yu

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引用次数: 0

Abstract

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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优势是如何以及何时起作用的?优势型领导对下属职业满意度的影响

目的运用资源对话理论，探讨优势型领导对下属职业满意度的影响，以及下属优势使用的中介作用和情绪耗竭的调节作用。设计/方法/方法研究数据是在3个时间点收集的，样本为210名在中国不同组织工作的参与者。采用结构方程模型(SEM)对作者的假设进行检验。结果表明:优势型领导对下属职业满意度有正向影响，而下属优势运用在优势型领导对下属职业满意度的影响中起到了充分中介作用。更重要的是，情绪耗竭增强了优势运用与职业满意度之间的直接关系，并通过追随者优势运用增强了优势型领导与追随者职业满意度之间的间接关联。研究局限/启示本论文的主要局限是研究数据来源单一。原创性/价值本论文推进了基于优势的领导理论与研究，为培养员工职业满意度提供了新的视角。

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来源期刊

Personnel Review Multiple-

CiteScore

7.10

自引率

7.70%

发文量

133

期刊介绍： Personnel Review (PR) publishes rigorous, well written articles from a range of theoretical and methodological traditions. We value articles that have high originality and that engage with contemporary challenges to human resource management theory, policy and practice development. Research that highlights innovation and emerging issues in the field, and the medium- to long-term impact of HRM policy and practice, is especially welcome.