How and when does perceived supervisor support for strengths use influence employee strengths use? The roles of positive affect and self-efficacy
Author:
Affiliation:
1. School of Economics and Management, North China Electric Power University, Beijing, China
Publisher
Informa UK Limited
Subject
General Psychology
Link
https://www.tandfonline.com/doi/pdf/10.1080/14330237.2020.1821307
Reference48 articles.
1. Delivering effective performance feedback: The strengths-based approach
2. Perceived organizational support and police performance: The moderating influence of socioemotional needs.
3. Job demands–resources theory: Taking stock and looking forward.
4. Strengths use in organizations: A positive approach of occupational health.
5. Cultivating competence, self-efficacy, and intrinsic interest through proximal self-motivation.
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1. The trickle-down effect of strengths use support: examining the linkage between “support from superiors” and “support for subordinates”;Personnel Review;2024-05-17
2. Strengths use support and knowledge sharing: mediating roles of work engagement and knowledge self-efficacy;The Learning Organization;2024-01-02
3. Strengths use in the workplace: A meta-analysis;Journal of Psychology in Africa;2023-10-16
4. Strengths-based human resource system and organisational citizenship behaviour: Mediation by organisational support and moderation by tenure;Journal of Psychology in Africa;2023-07-04
5. Linking perceived supervisor support for strengths use to employee strengths use: the perspective of theory of planned behavior;Current Psychology;2023-06-29
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