STRENGTHS USE AT WORK: THE RELATIONSHIPS BETWEEN THE USE OF EMPLOYEE’S CHARACTER STRENGTHS, PSYCHOLOGICAL CAPITAL, AND WORK ENGAGEMENT

Abstract

An independent research thesis submitted in partial fulfillment of the requirements for\nthe degree of Bachelor of Commerce (Honours), Department of Management,\nFaculty of Business and Economics,\nMonash University.\n\n \n \n \n \n \n \n \n \n The recent rise in applications of positive psychology in the workplace has highlighted\ncharacter strengths as a promising potential in promoting positive work outcomes such as\nperformance and well-being. As workplace-specific applications of character strengths and\nits mechanisms remain nascent, this study aims to contribute by exploring if and how\nworkplace use of character strengths promote a key workplace outcome – engagement. To\ndo so, I draw on Conservation of Resources Theory and Job Demands – Resources Theory\nto hypothesise how using character strengths at work generates resources, specifically\npsychological capital, that facilitates work engagement. I further explore the reciprocal\nrelationship between strengths use and work engagement to understand the cyclical effect of\nstrengths use and its outcomes. Using a three-wave cross-lagged panel design with 187\nworking adults recruited via an online platform, the relationships between character\nstrengths, psychological capital and work engagement are modelled and tested using\nstructural equation modelling. The results showed that there were a positive association\nbetween strengths use and psychological capital as well as a reciprocal relationship between\nstrengths use and work engagement. Yet, the mediating role of psychological capital in the\nstrengths use – work engagement relation was not supported. Overall, the findings support\nthe use of a strength-based approach in the workplace to promote positive work outcomes.