Engaging in behaviors that take advantage of one's personal strengths at work can promote employee flourishing in the workplace and mental health. Personal strengths use has thus gained increasing attention within occupational psychology and positive organizational scholarship. In this article, we first integrate work on personal strengths use with the latest developments in the job demands-resources theory (and its extensions) to develop a conceptual model explaining how and why personal strengths use on the job increases work engagement. Specifically, we propose that feelings of inspiration and meaningfulness explain the relationship between personal strengths use and work engagement. Second, we identify two mechanisms through which employees can amplify the benefits associated with personal strengths use at work; that is, we propose that the increased engagement associated with strengths use makes employees more likely to capitalize on the positive aspects of their work by engaging in work-family interpersonal capitalization and positive work reflection. Further, our model predicts that employees' psychological capital moderates the effects of personal strengths use. We tested our theoretical predictions in a sample of 160 full-time employees who provided ratings that comprise a three-level data set (person, week, and day) comprising 943 matched weekly ratings and 2,787 daily ratings. Our hypotheses were largely supported by these data. Implications for theory, practice, and future research are discussed. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

中文翻译：

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为什么在工作中发挥个人优势可以提高员工敬业度？谁能充分利用个人优势以及如何充分利用个人优势？


在工作中发挥个人优势的行为可以促进员工在工作场所的蓬勃发展和心理健康。因此，个人优势的利用在职业心理学和积极的组织学术中受到越来越多的关注。在本文中，我们首先将个人优势运用与工作需求资源理论（及其扩展）的最新发展相结合，以开发一个概念模型，解释如何以及为何在工作中运用个人优势来提高工作投入度。具体来说，我们建议灵感和意义的感觉解释了个人优势的利用和工作投入之间的关系。其次，我们确定了两种机制，员工可以通过这两种机制来放大与在工作中发挥个人优势相关的收益；也就是说，我们建议，与优势利用相关的参与度的增加使员工更有可能通过参与工作家庭人际关系和积极的工作反思来利用其工作的积极方面。此外，我们的模型预测员工的心理资本会调节个人优势利用的影响。我们在 160 名全职员工的样本中测试了我们的理论预测，这些员工提供了由三级数据集（人、周和天）组成的评级，其中包含 943 个匹配的每周评级和 2,787 个每日评级。我们的假设在很大程度上得到了这些数据的支持。讨论了对理论、实践和未来研究的影响。 （PsycInfo 数据库记录 (c) 2024 APA，保留所有权利）。