How and when do strengths work? The effect of strengths-based leadership on follower career satisfaction

Abstract

Purpose

Drawing on conversation of resources theory, the present paper aimed to investigate the effect of strengths-based leadership on follower career satisfaction and the mediating role of follower strengths use as well as the moderating role of emotional exhaustion in the relationship.

Design/methodology/approach

Research data were gathered at 3 time points with a sample of 210 participants working in various organizations in China. Structural equation model (SEM) was applied to examine the authors' hypotheses.

Findings

The results indicated that strengths-based leadership has a positive impact on follower career satisfaction and follower strengths use fully mediates the effect of strengths-based leadership on follower career satisfaction. More importantly, emotional exhaustion enhanced the direct relationship between strengths use and career satisfaction and the indirect association of strengths-based leadership with follower career satisfaction through follower strengths use.

Research limitations/implications

The main limitation of the present paper was the single source of research data.

Originality/value

The present paper advances strengths-based leadership theory and research and provides a new insight into cultivating employee career satisfaction.

Citation

Ding, H., Liu, J. and Yu, E. (2024), "How and when do strengths work? The effect of strengths-based leadership on follower career satisfaction", Personnel Review, Vol. 53 No. 6, pp. 1392-1407. https://doi.org/10.1108/PR-07-2022-0485