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1 – 1 of 1Xiaolin Ge, Qing Zhang, Rui Xiong, Haibo Yu, Siyuan Liu, Shanghao Song and Xiaokun Liu
Drawing upon strengths-based inclusive work theory, this study explores how strengths-based leadership promotes employee career sustainability, particularly in the absence of…
Abstract
Purpose
Drawing upon strengths-based inclusive work theory, this study explores how strengths-based leadership promotes employee career sustainability, particularly in the absence of protean career orientation (PCO), with career adaptability as a mediator.
Design/methodology/approach
A three-wave survey of 329 Chinese employees tested the moderated mediation model. Hypotheses were assessed using SPSS 26.0 and Mplus 8.3.
Findings
Strengths-based leadership positively influences career adaptability, leading to greater career sustainability. The effect is stronger when PCO is low, highlighting the compensatory role of strengths-based leadership.
Originality/value
The present paper extends the existing literature on strengths-based leadership and unveils that strength-based leadership can compensate for a lack of PCO. Also, it augments strengths-based inclusive work theory and provides meaningful insights to cultivate employee career sustainability.
Research limitations/implications
The cross-sectional design and self-reported data limit causal conclusions. Future research should use longitudinal methods and diverse cultural contexts to improve generalizability.
Details