Can Building On Strengths Make Employees More Proactive?

With the deepening of economic globalization and the advent of vuca era,the market environment faced by enterprises is becoming more and more complex.If employees only complete the responsibility requirements on the job description,it is not enough for enterprises to survive and develop in the increasingly fierce competitive environment.More and more enterprises expect employees to actively assume more responsibilities and take the initiative to deal with the risks and opportunities that may be encountered in the development of the organization.In traditional management practice,managers often focus on how to help employees "make up for their shortcomings",and try to promote employees to make up for their shortcomings through a variety of performance management means,but employees’ performance and proactive behavior are still unsatisfactory.Some scholars have found that "developing strengths" is more likely to produce more positive results than "making up for weaknesses".Based on this background,this study attempts to explore the relationship and mechanism between Strengths-based psychological climate(Strengths identification and development,Strengths appreciation and Strengths using)and employees’ proactive behavior.Based on the literature review,this study infers the mediating role of role breadth self-efficacy and perceived obligation on the path of "I can" and "I should" from the social cognitive theory and social exchange theory,constructs a double mediating model and puts forward nine research hypotheses.The research data were collected through the questionnaire.Spss26.0 Amos24.0 were used in the follow-up statistical analysis of the data to test the theoretical hypothesis,and draw the following conclusions:(1)Strengths-based psychological climate can positively predict proactive behavior;(2)Role breadth self-efficacy partly mediate the influence of Strengths-based psychological climate on employees’ proactive behavior;(3)Perceived obligation part mediates the influence of Strengths-based psychological climate on employees’ proactive behavior;(4)Role breadth self-efficacy and perceived obligation play a dual intermediary role between Strengths-based psychological climate and employees’ proactive behavior.The research conclusion of this thesis expands the research on the Strengths-based psychological climate,finds the action mechanism of the Strengths-based psychological climate on the proactive behavior,and provides a new idea for the organization how to effectively stimulate employees’ proactive behavior to help the organization develop better.