| The purpose of this study was to examine the effects of strengths-based feedback on engagement and its components of absorption, dedication and vigor. The study utilized the Utrecht Work Engagement Scale (UWES). It was proposed that upon receiving strengths related feedback based on the Clifton StrengthsFinder RTM (CSF) assessment, participants would have higher engagement if the feedback was personalized based on their specific strengths than if the feedback was general. Additionally, utilizing social cognitive theory, strengths self-efficacy (SSE) was proposed to mediate the relationship between feedback and engagement. The participants were 68 employees recruited from a variety of organizations. They were randomly assigned to one of three groups: the Control Group, Generalized Feedback Group or Personalized Feedback Group. Both treatment groups took the CSF, however participants in the Generalized Feedback Group received general feedback on strengths and how they can help at work.;The Personalized Feedback Group received personalized feedback about their strengths via an online Gallup website. Subsequently, both Treatment Groups took the SSE and UWES measures, and completed demographic items. The Control Group did not take the CSF; however, they took the SSE and UWES measures, and completed the demographic items. An omnibus MANOVA test revealed that there were no significant differences among the three groups in terms of their engagement and self-efficacy; thus, the study's hypotheses were not supported. There was, however, a significant positive correlation between strengths self-efficacy and engagement across all participants. In addition, the study used a newly developed SSE measure and contributed to its validation. Results of an exploratory factor analysis performed on the 34-item SSE scale's items concurred with a previously reported more parsimonious two-factor 16-item scale. Overall, the study contributed to the literature on engagement and positive psychology by demonstrating the positive link between strengths self-efficacy and engagement. However, it also revealed that receiving strengths feedback alone is not sufficient to impact strengths self-efficacy and engagement. Future researchers are encouraged to conduct further explorations into the mechanisms driving the strengths and engagement relationship. |
