A structural model of job resources, organisational and individual strengths use and work engagement

Cherí Botha · Karina Mostert

55 citations0/0 files storedSA Journal of Industrial Psychology

No readable copy stored yet — this record is metadata only.

No open-access location is known for this record yet.

Literature note Cite in a project Citation map

Job Satisfaction and Organizational Behavior Employee Performance and Management Workaholism, burnout, and well-being

Abstract

Orientation: Organisations will not be able to maintain a competitive advantage by merely focusing on the development of their employees’ weaknesses. Employees should also be provided with sufficient job resources and opportunities to develop and use their strengths, as this could lead to work engagement.Research purpose: To test a structural model of job resources, perceived organisational support for strengths use, proactive behaviour towards strengths use and work engagement amongst South African employees.Motivation for the study: To gain more knowledge and a better understanding of the outcomes of following an organisational and individual strength-based approach focused on the use of strengths within the South African context.Research approach, design and method: A quantitative approach with cross-sectional research design was used. An availability sample (N = 401) of employees from various occupational groups in South Africa was used. Structural equation modelling was used to test the model.Main findings: The results indicated that perceived organisational support for strengths use and employees’ proactive behaviour towards strengths use were strongly and positively associated with work engagement in the structural model.Practical/managerial implications: Knowledge of using strengths from an organisational and individual perspective could assist organisations in gaining a better understanding of the relationship with work engagement.Contribution/value-add: This study adds to the limited research on using strengths from both an organisational and individual perspective and possible outcomes within the South African context.

Paper brief

Loading…

Cite this work

Citation unavailable for this work.

BibTeX RIS CSL-JSON

No public copy is stored for this record, so only the metadata is cited.

Citations in this library

Citation map →

Stored only when both papers are in the corpus — 55 citations exist upstream.

References

1999Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives 1992Alternative Ways of Assessing Model Fit 2001The role of positive emotions in positive psychology: The broaden-and-build theory of positive emotions.2007The Job Demands‐Resources model: state of the art 2000Positive psychology: An introduction.2002The Measurement of Engagement and Burnout: A Two Sample Confirmatory Factor Analytic Approach 2000Positive psychology: An introduction.2004Job demands, job resources, and their relationship with burnout and engagement: a multi‐sample study

Cited by

2018Character Strengths, Strengths Use, Future Self-Continuity and Subjective Well-Being Among Chinese University Students 2021Using strengths and thriving at work: The role of colleague strengths recognition and organizational context 2014Organisational and individual strengths use as predictors of engagement and productivity 2015The Relationship Between Employment Equity Perceptions and Psychological Ownership in a South African Mining House: The Role of Ethnicity

Explore the map →

Papers that cite the same references — the relational fallback while embeddings are still backfilling.

Imported from OpenAlex (CC0) — nothing here is generated.