A Cross-Level Examination of the Relationship of Strengths-Based Human Resource System With Employee Performance
Bibliographic Data
| ID | 21581589 |
|---|---|
| Authors | He Ding (0000-0002-0993-4235, North China Electric Power University), Enhai Yu (0000-0002-7504-1160, North China Electric Power University, corresponding author) |
| Year | 2022 |
| Volume | 49 |
| Issue | 6 |
| Pages | 1337-1350 |
| Publication date | 2022-12-01 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Journal of Career Development (JOURNAL) |
| Journal identifiers | ISSN: 0894-8453 • E-ISSN: 1556-0856 |
| Publisher | SAGE Publications (PUBLISHER • US) |
| DOI | 10.1177/08948453211037396 |
| OpenAlex | W3191409193 |
| Language | EN |
| Citations received | 5 |
| References cited | 52 |
Given the great significance of employees’ strengths to employees’ optimal functioning, strengths-based human resource (HR) system has gradually reaped HR researchers’ attention. However, to date, there remains a lack of evidence supporting the effectiveness of strengths-based HR system. Therefore, this article aimed to bridge the gap in the literature by empirically testing the cross-level relationships between strengths-based HR system, employee strengths use, and supervisor-rated employee performance (i.e., task performance and innovative behavior). Data from 205 employees working in 56 organizations in China were collected at three points in time from different sources. The results of multilevel path analysis showed that strengths-based HR system has a positive relationship with employee strengths use, and employee strengths use is positively related to supervisor-rated employee task performance and innovative behavior. More importantly, strengths-based HR system had a positive relationship with employee task performance and innovative behavior via employee strengths use
Business · Employee engagement · Human resource management · Human resources · Knowledge management · Management · Performance Management · Strengths and weaknesses · Supervisor · Applied Psychology · Computer Science · Job Satisfaction and Organizational Behavior · Medicine · Psychological Well-being and Life Satisfaction · Psychology · Social Psychology · Workplace Spirituality and Leadership · Marketing
Apply Your Strengths to Enjoy Flow at Work
Linking perceived supervisor support for strengths use to employee strengths use
Exploring the relationship of perceived strengths-based human system with knowledge sharing
Perceived Strengths-Based Human Resource System and Thriving at Work
Strengths use in the workplace
Positive organizational behavior
Innovative Behavior in the Workplace
Potential Problems in the Statistical Control of Variables in Organizational Research
Job demands, perceptions of effort‐reward fairness and innovative work behaviour
Determinants of Innovative Behavior
Work engagement, performance, and active learning
Using personal and psychological strengths leads to increases in well-being over time
Research and theory on high‐performance work systems
Accumulative job demands and support for strength use
Lack of method variance in self-reported affect and perceptions at work
Signaling Theory
Common method biases in behavioral research
Job demands–resources theory
A Cross-Lagged Panel Study Examining the Reciprocal Relationships Between Positive Emotions, Meaning, Strengths use and Study Engagement in Primary School Students
Why dual leaders will drive innovation
The multiple face(t)s of state conscientiousness
Back-Translation for Cross-Cultural Research
| Unique citing works | 5 |
|---|---|
| Citations per year | 1.67 |
| Citation span | 2023 - 2024 (2) |
| Citation velocity | recent |
| Highly cited | No |
| Citation types | Neutral: 5 |