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首页> 外文期刊>The Journal of Management Development >Human strengths: a systematic conceptual review, conceptualizing employee strengths at work and a framework for management development
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Human strengths: a systematic conceptual review, conceptualizing employee strengths at work and a framework for management development

机译：人力优势：系统的概念评论，概念化工作中的员工优势和管理发展框架

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Purpose - Utilizing employee strengths contributes to humanizing organizations. However, the current concept of strengths has evolved from the domain of social work, advanced by personality and positive psychologists and adopted in management. The trait-like conceptualization of strengths conceptualized by psychologists is of lesser relevance to organizations as it discounts the significance of contextual factors for manifesting employee strengths. This study traces the evolution of strengths conceptualization, identifies gaps in its relevance to organizations, employs the concept relation method for developing a conceptualization of employee strengths at work and proposes a framework for management development that predicts improved employee engagement and performance. Design/methodology/approach - The study utilizes the Cochrane method for carrying out a systematic conceptual review and shortlists 19 articles from an initial selection of 430 articles. Drawing insights from the 19 reviewed studies, the study deploys the concept relation method to conceptualize the concept of employees' strengths at work (ESAW) that has a higher relevance for management and organizational behavior. Thereafter, utilizing ESAW, the study proposes a conceptual framework that has huge implications for improving employee engagement and performance by carrying out effective management development. The conceptual framework additionally serves as a springboard for future empirical research. Findings - The conceptualization of human strengths in extant literature favors a trait-based conceptualization advanced by personality psychologists. Concepts borrowed from other domains have lesser relevance than those indigenously developed in the field of management Incorporating the recent empirical evidence highlighting the importance of factoring in key contextual attributes for the strengths to manifest at work, this study develops a new higher-order construct of ESAW that factors in personal as well as situational variables. Thereafter, the study suggests a conceptual framework for effectively carrying out management development by utilizing the new construct of ESAW. Practical implications - Deployment of ESAW will contribute to humanize organizations, improve employee engagement and performance. The construct of ESAW is relevant to practice as it has evolved from the domain of organization science, unlike the earlier trait-based conceptualization of strength that emerged in personality psychology. The conceptual framework proposed in the study can be utilized by practitioners for carrying out effective management development. Social implications - Any contribution to increasing employee engagement predicts increasing social capital If employees are happy at work, their productivity increases. Furthermore, higher engagement and productivity at work creates a spiral of positivity that transcends the working life of an employee. Hence, the study has huge social implications at times when the social fabric is stretched due to multiple demands on an employee. Originality/value - Constructs developed in other fields and adopted in management have less relevance than those evolved indigenously in the domain of management The systematic conceptual review of the concept of human strengths reveals a gap in its relevance to organizations. The study develops a new concept of ESAW that has higher relevance for organizational behavior and holds the promise of humanizing organizations. The next originality of the study lies in proposing a conceptual framework for carrying out effective management development that predicts higher employee engagement and performance. The methodological originality lies in utilizing the systematic conceptual review for developing a new concept.
机译：目的 - 利用员工优势有助于人性化组织。然而，目前的优势概念已经从社会工作领域演变，通过个性和积极的心理学家提出并通过了管理层。心理学家概念化的性质的特质概念化与组织的相关性具有较小的相关性，因为它折扣了语境因素对表现员工优势的重要性。本研究涉及强度概念化的演变，识别与组织相关的差距，采用概念关系方法，以便在工作中制定员工优势的概念化，并提出了一种预测员工参与和表现的管理发展框架。设计/方法/方法 - 该研究利用Cochrane方法进行系统概念审查和短册19篇文章的430篇文章。从19次审查研究中汲取洞察力，该研究部署了概念关系方法，概念化员工在工作中的概念（ESAW）的概念，对管理和组织行为具有更高的相关性。此后，利用ESAW，该研究提出了一种概念框架，通过执行有效的管理发展，提高员工参与和表现具有巨大影响。概念框架另外用作未来实证研究的跳板。调查结果 - 利用文学中的人力优势的概念化有利于人格心理学家提出的基于特征的概念化。从其他领域借来的概念比在纳入最近的经验证据领域的土着发展的概念，突出了对在工作中表现优势的主要背景属性中的重点环境属性的重要性，这项研究开发了一个新的eSAW高阶构建个人以及情境变量中的那种因素。此后，该研究表明，通过利用ESAW的新构建，有效地履行管理发展的概念框架。实际影响 - 部署ESAW将有助于人性化组织，提高员工参与和表现。与练习从组织科学领域演变出来的实践不同，ESAW的构建与出现在人格心理学中出现的早期特征的概念化。该研究中提出的概念框架可以通过从业者进行有效的管理发展。社会影响 - 如果员工在工作中愉快的情况下，任何对员工参与的贡献预测社会资本增加，他们的生产力增加。此外，工作中的更高的参与和生产力产生了一种超越员工的工作寿命的阳性螺旋。因此，该研究有时在社会面料由于员工对社会面料被延伸时具有巨大的社会影响。原创性/值 - 在其他领域开发并在管理中采用的构建体具有比在管理领域的域名发展的相关性，系统概念审查人类优势的概念审查揭示了与组织相关的差距。该研究开发了一种新的EAW概念，具有更高的组织行为相关性，并具有人性化组织的承诺。该研究的下一个原创性在于提出概念框架，用于开展有效的管理发展，以预测更高的员工参与和表现。方法论原创性在于利用制定新概念的系统概念审查。

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