The present study tested and extended the motivational process of the Job Demands-Resources (JD-R) theory to explicate the role of signature strengths use as a personal resource and organizational support for strengths use as a job resource for a host of organizational outcomes. Our greater interest was to examine serial and parallel mediation of employee-level variables (i.e., work engagement, job performance, and turnover intentions) between both types of resources (personal and job) and organizational outcomes (i.e., organizational performance and turnover). We collected data from 202 top managers from 56 branches of a large bank in Pakistan. The participants filled in data for most of the study variables, whereas the concerned bank officials provided objective ratings of organizational performance and turnover. The results indicated the indirect effect of signature strengths use and organizational support for strength use on perceived and objective organizational performance mediated by work engagement, job performance, and turnover intentions. Signature strengths use also showed a direct effect on perceived and objective organizational performance. The findings illustrate the potential benefits of using one's signature strengths for employee and organizational success and reiterate the importance of enhancing organizational support for strengths use for management groups who in turn can contribute substantially to organizational performance.

中文翻译：

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探戈需要两个步骤：将特征优势的使用和组织对优势使用的支持与组织成果联系起来

本研究测试并扩展了工作需求资源（JD-R）理论的激励过程，以阐明将优势用作个人资源的作用以及将优势用作工作资源以实现一系列组织成果的组织支持的作用。我们更感兴趣的是研究两种类型的资源（个人和工作）和组织结果（即组织绩效和流动率）之间员工层面变量（即工作投入、工作绩效和流动意图）的串行和并行中介。我们收集了巴基斯坦一家大型银行 56 个分行的 202 名高层管理人员的数据。参与者填写了大部分研究变量的数据，而相关银行官员则提供了组织绩效和营业额的客观评级。结果表明，标志性优势的使用和组织对优势使用的支持对由工作投入、工作绩效和离职意向介导的感知和客观组织绩效产生间接影响。标志优势的使用也显示出对感知和客观组织绩效的直接影响。研究结果说明了利用个人的标志性优势为员工和组织的成功带来的潜在好处，并重申了加强组织对管理团队使用优势的支持的重要性，而管理团队反过来又可以为组织绩效做出重大贡献。