Strengths-Based Leadership and Employee Psychological Well-Being: A Moderated Mediation Model

2021 ◽  
pp. 089484532110188
Author(s):  
He Ding ◽  
Enhai Yu
Keyword(s):  
Well Being ◽  
Linkage Data ◽  
Job Autonomy ◽  
Psychological Well Being ◽  
Self Evaluation ◽  
Strengths Use ◽  
Moderated Mediation Model ◽  
Mediational Role ◽  
Relationship Of

Drawing upon ability-motivation-opportunity model, the present study attempts to inspect the association of strengths-based leadership with employee psychological well-being and the mediational role of employee strengths use and the moderating role of job autonomy in the linkage. Data were gathered using a three-wave survey from a sample of 308 employees working in a wide variety of organizations in China. Results of multiple regression analyses with bootstrapping procedure revealed that strengths-based leadership positively relates to employee psychological well-being even after controlling for employee core self-evaluation. In addition, employee strengths use was found to partially mediate the relationship of strengths-based leadership with employee psychological well-being, and this study demonstrated job autonomy to positively moderate the direct relationship of strengths-based leadership with strengths use of employee and the indirect association of strengths-based leadership with employee psychological well-being through employee strengths use. The present study advances strengths-based leadership and psychological well-being theories and research.

Employee strengths use and innovative behavior: a moderated mediation model

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
He Ding ◽  
Xinqi Lin ◽  
Weilin Su
Keyword(s):  
Positive Affect ◽  
Innovative Behavior ◽  
Convenience Sample ◽  
Content Type ◽  
Strengths Use ◽  
Moderated Mediation Model ◽  
Indirect Relationship ◽  
Relationship Of ◽  
The Relationship

Purpose This study aims to investigate the mediating role of positive affect and the moderating role of deficit correction in the relationship between employee strengths use and innovative behavior. Design/methodology/approach This study adopted a three-wave research design to gather data. A convenience sample of 189 employees working in diverse organizations in China was applied to examine the hypotheses. Findings The results indicated that employee strengths use was positively related to innovative behavior, and positive affect mediated the relationship between employee strengths use and innovative behavior. In addition, deficit correction enhanced the direct relationship of employee strengths use with positive affect and the indirect relationship of employee strengths use with innovative behavior through positive affect. Originality/value The current study contributes to the existing literature on employee strengths use-innovative behavior relationships by revealing positive affect as a mediator and deficit correction as a moderator between employee strengths use and innovative behavior.

scholarly journals Challenging, Hindering Job Demands and Psychological Well-Being: The Mediating Role of Stress-Related Presenteeism

2021 ◽  
Vol 2 (1) ◽  
pp. 135-143
Author(s):  
Dr. Nosheen Sarwat ◽  
Dr. Raza Ali ◽  
Dr. Tariq Iqbal Khan
Keyword(s):  
Job Demands ◽  
Well Being ◽  
Resource Theory ◽  
Resource Model ◽  
Psychological Well Being ◽  
Mediating Role ◽  
Bank Employees ◽  
Relationship Of ◽  
The Relationship

When individuals are under stress, they cannot fully expend all their energies at work because they are distracted due to stress. This concept is termed stress-related presenteeism. The primary purpose of this research was to analyze the relationship of challenging job demands (i.e., workload) and hindering job demands (i.e., cognitive job demands) with stress-related presenteeism, and the subsequent relationship of stress-related presenteeism with psychological well-being, by using the job-demands resource model and conservation of resource theory. Data (n=211) were collected in two-time waves from bank employees of three major cities of Pakistan. The collected data were analyzed by using bootstrapping mediation analysis. Findings revealed that workload was negatively associated with stress-related presenteeism, whereas cognitive job demands were positively related to stress-related presenteeism. Stress-related presenteeism also mediated the relationships of challenging job demands and hindering job demands with psychological well-being. Implications for managers and recommendations are discussed towards the end of this study...

Employee Strengths Use and Thriving at Work

2020 ◽  
Vol 19 (4) ◽  
pp. 197-205
Author(s):  
He Ding ◽  
Xixi Chu
Keyword(s):  
Self Efficacy ◽  
Mediation Model ◽  
Model Data ◽  
Strengths Use ◽  
Moderated Mediation Model ◽  
Indirect Relationship ◽  
Relationship Of ◽  
The Relationship ◽  
Humble Leadership ◽  
Thriving At Work

Abstract. This study aimed to investigate the relationship of employee strengths use with thriving at work by proposing a moderated mediation model. Data were collected at two time points, spaced by a 2-week interval. A total of 260 medical staff completed strengths use, perceived humble leadership, self-efficacy, and thriving scales. The results of path analysis showed that strengths use is positively related to thriving, and self-efficacy mediates the relationship of strengths use with thriving. In addition, this study also found perceived humble leadership to positively moderate the direct relationship of strengths use with self-efficacy and the indirect relationship of strengths use with thriving via self-efficacy. This study contributes to a better understanding of how and when strengths use affects thriving.

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