TU Darmstadt / ULB / TUbiblio

Character Strengths in Pakistan: The Role of Signature Strengths Use for Employee Work Behaviors and Organizational Outcomes

Mubashar, Tahira (2021)
Character Strengths in Pakistan: The Role of Signature Strengths Use for Employee Work Behaviors and Organizational Outcomes.
Technische Universität Darmstadt
doi: 10.26083/tuprints-00017945
Dissertation, Erstveröffentlichung, Verlagsversion

Kurzbeschreibung (Abstract)

Character strengths are universally valued positive attributes, theorized to improve individuals’ functioning as well as of the organizations. Over the last two decades, the study of character strengths has attracted a large number of researchers across the globe. However, most of the existing research has been conducted in Western countries whereas research on character strengths is sparse in Pakistan and under-represented in international studies. Therefore, the prime aim of the present dissertation is twofold (a) to explore the relevance and prevalence of character strengths in Pakistan and (b) to get a further understanding of the role of character strengths and signature strengths use for workplace outcomes at the employee and organizational level. The present dissertation is organized into four studies. The first study examined the extent to which the 24 character strengths of the Values in Action (VIA) Classification were perceived as relevant in Pakistan. The Cultural Relevance of Character Strengths Survey (CRCSS) was developed to explore different aspects of the cultural relevance (e.g., existence, helpfulness, and importance) as well as gender and age-based practices of character strengths. Among 288 members of the Pakistani society, high rates of the agreement were found about nine aspects of the cultural relevance for all the 24 character strengths (perceived by ≥ 70 % of the participants). Spirituality, gratitude, and love were perceived as highly relevant character strengths. Moreover, at least 70% of the participants agreed that both gender and age groups (younger and elderly) practice all the 24 character strengths (except the practice of bravery by women). The second study aimed to assess the prevalence of character strengths in Pakistan and to make the results comparable with the global findings. A sample of 352 participants from the general population filled in the questionnaire measuring possession of character strengths. The results showed that the mean scores on possession of the 24 character strengths were above average for all the 24 character strengths (M ≥ 3.49). Honesty, fairness, kindness, teamwork, and leadership were the top five character strengths whereas modesty, humor, forgiveness, love of learning, and self-regulation were the bottom five character strengths. Further, ranks of the character strengths of the present Pakistani data showed considerable similarities with pre-existing Pakistani and US data (McGrath, 2015a). Women scored higher on character strengths of appreciation of beauty and excellence. Age positively correlated with gratitude and spirituality. The results supplemented the findings of the first study, corroborated the existing international literature regarding the prevalence of character strengths, and extended it by providing evidence from a relatively less studied population of Pakistan. Overall, the findings advocated that character strengths are not a culture-specific phenomenon and thus settled the ground for further study of the VIA Classification in specific settings (such as work) in Pakistan. The third study was the first-ever attempt in the work setting of Pakistan examining the role of character strengths and signature strengths use for productive (i.e., job performance and organizational citizenship behavior) and counterproductive work behaviors (i.e., deviant behavior and workplace procrastination). A sample of 227 employees from diverse occupational groups (e.g., sales, customer services, and academia) provided self- ratings for all the study variables along with supervisory ratings of job performance. In line with the expectation, findings indicated that character strengths and signature strengths use positively correlated with job performance and organizational citizenship behavior whereas negatively correlated with deviant behavior and workplace procrastination. Signature strengths use emerged as one of the prominent predictors of job performance and organizational citizenship behavior. Hope and modesty emerged as the most important predictors of supervisory ratings of job performance (e.g., emerged for seven and four dimensions respectively). Curiosity and love were the prominent predictors for organizational citizenship behavior. Forgiveness and fairness emerged as important negative predictors of deviant behavior and workplace procrastination respectively. The findings provided initial insight that character strengths and signature strengths use matter at work. However, there is a dire need for an overarching theoretical framework that explains how strengths-relevant behaviors are linked to various outcomes at work. The fourth study tested the motivational process of the Job Demands-Resources theory to explicate the role of signature strengths use as a personal resource and perceived organizational support for strengths use as job resource for different work outcomes. Further, it extended the role of resources to organizational outcomes (i.e., perceived and objective organizational performance, and actual turnover) through serial and parallel mediation of employee level variables (i.e., work engagement, job performance, and turnover intentions). The sample consisted of 202 top managers from 52 branches of a large bank in Pakistan. All the information was collected from participants except objective organizational performance and turnover. The findings divulged the mediational role of serial and parallel mediators between both kinds of resources and organizational outcomes. The effect of signature strengths use on turnover was fully mediated by work engagement, job performance, and turnover intentions whereas partially mediated on perceived and objective organizational performance by the same mediating variables. Moreover, the effect of organizational support for strength use on perceived and objective organizational performance was fully mediated by work engagement, job performance, and turnover intention. Overall, initial evidence about the relevance and prevalence of character strengths from Pakistani culture offers important implications for their widespread utility at the individual as well as societal level. The findings based on studies representing ‘character strengths at work’ also hold several practical implications for employees and employers. At the employee end, identification and use of signature strengths is the first step to reap the benefits. Employees can experience high work engagement leading to their improved performance by building on their strengths. Career counselors and coaches can customize and apply interventions to track changes in character strengths development through different career stages and transitions. At the organization level, specific intervention programs can also be designed to enable employees to identify and use their signature strengths (Dubreuil et al., 2016; Harzer & Ruch, 2016). In addition, the promotion of a strengths-based culture can help to engage employees to contribute more to their organizations (Dubreuil & Forest, 2017; Linley et al., 2011). Particularly, organizations can adopt strengths-based HRM practices to achieve high performance. Further, the strengths and limitations of the studies are discussed along with ideas for future research and practice.

Typ des Eintrags: Dissertation
Erschienen: 2021
Autor(en): Mubashar, Tahira
Art des Eintrags: Erstveröffentlichung
Titel: Character Strengths in Pakistan: The Role of Signature Strengths Use for Employee Work Behaviors and Organizational Outcomes
Sprache: Englisch
Referenten: Harzer, Prof. Dr. Claudia ; Vogt, Prof. Dr. Joachim
Publikationsjahr: 2021
Ort: Darmstadt
Kollation: ix, 190 Seiten
Datum der mündlichen Prüfung: 11 März 2021
DOI: 10.26083/tuprints-00017945
URL / URN: https://tuprints.ulb.tu-darmstadt.de/17945
Kurzbeschreibung (Abstract):

Character strengths are universally valued positive attributes, theorized to improve individuals’ functioning as well as of the organizations. Over the last two decades, the study of character strengths has attracted a large number of researchers across the globe. However, most of the existing research has been conducted in Western countries whereas research on character strengths is sparse in Pakistan and under-represented in international studies. Therefore, the prime aim of the present dissertation is twofold (a) to explore the relevance and prevalence of character strengths in Pakistan and (b) to get a further understanding of the role of character strengths and signature strengths use for workplace outcomes at the employee and organizational level. The present dissertation is organized into four studies. The first study examined the extent to which the 24 character strengths of the Values in Action (VIA) Classification were perceived as relevant in Pakistan. The Cultural Relevance of Character Strengths Survey (CRCSS) was developed to explore different aspects of the cultural relevance (e.g., existence, helpfulness, and importance) as well as gender and age-based practices of character strengths. Among 288 members of the Pakistani society, high rates of the agreement were found about nine aspects of the cultural relevance for all the 24 character strengths (perceived by ≥ 70 % of the participants). Spirituality, gratitude, and love were perceived as highly relevant character strengths. Moreover, at least 70% of the participants agreed that both gender and age groups (younger and elderly) practice all the 24 character strengths (except the practice of bravery by women). The second study aimed to assess the prevalence of character strengths in Pakistan and to make the results comparable with the global findings. A sample of 352 participants from the general population filled in the questionnaire measuring possession of character strengths. The results showed that the mean scores on possession of the 24 character strengths were above average for all the 24 character strengths (M ≥ 3.49). Honesty, fairness, kindness, teamwork, and leadership were the top five character strengths whereas modesty, humor, forgiveness, love of learning, and self-regulation were the bottom five character strengths. Further, ranks of the character strengths of the present Pakistani data showed considerable similarities with pre-existing Pakistani and US data (McGrath, 2015a). Women scored higher on character strengths of appreciation of beauty and excellence. Age positively correlated with gratitude and spirituality. The results supplemented the findings of the first study, corroborated the existing international literature regarding the prevalence of character strengths, and extended it by providing evidence from a relatively less studied population of Pakistan. Overall, the findings advocated that character strengths are not a culture-specific phenomenon and thus settled the ground for further study of the VIA Classification in specific settings (such as work) in Pakistan. The third study was the first-ever attempt in the work setting of Pakistan examining the role of character strengths and signature strengths use for productive (i.e., job performance and organizational citizenship behavior) and counterproductive work behaviors (i.e., deviant behavior and workplace procrastination). A sample of 227 employees from diverse occupational groups (e.g., sales, customer services, and academia) provided self- ratings for all the study variables along with supervisory ratings of job performance. In line with the expectation, findings indicated that character strengths and signature strengths use positively correlated with job performance and organizational citizenship behavior whereas negatively correlated with deviant behavior and workplace procrastination. Signature strengths use emerged as one of the prominent predictors of job performance and organizational citizenship behavior. Hope and modesty emerged as the most important predictors of supervisory ratings of job performance (e.g., emerged for seven and four dimensions respectively). Curiosity and love were the prominent predictors for organizational citizenship behavior. Forgiveness and fairness emerged as important negative predictors of deviant behavior and workplace procrastination respectively. The findings provided initial insight that character strengths and signature strengths use matter at work. However, there is a dire need for an overarching theoretical framework that explains how strengths-relevant behaviors are linked to various outcomes at work. The fourth study tested the motivational process of the Job Demands-Resources theory to explicate the role of signature strengths use as a personal resource and perceived organizational support for strengths use as job resource for different work outcomes. Further, it extended the role of resources to organizational outcomes (i.e., perceived and objective organizational performance, and actual turnover) through serial and parallel mediation of employee level variables (i.e., work engagement, job performance, and turnover intentions). The sample consisted of 202 top managers from 52 branches of a large bank in Pakistan. All the information was collected from participants except objective organizational performance and turnover. The findings divulged the mediational role of serial and parallel mediators between both kinds of resources and organizational outcomes. The effect of signature strengths use on turnover was fully mediated by work engagement, job performance, and turnover intentions whereas partially mediated on perceived and objective organizational performance by the same mediating variables. Moreover, the effect of organizational support for strength use on perceived and objective organizational performance was fully mediated by work engagement, job performance, and turnover intention. Overall, initial evidence about the relevance and prevalence of character strengths from Pakistani culture offers important implications for their widespread utility at the individual as well as societal level. The findings based on studies representing ‘character strengths at work’ also hold several practical implications for employees and employers. At the employee end, identification and use of signature strengths is the first step to reap the benefits. Employees can experience high work engagement leading to their improved performance by building on their strengths. Career counselors and coaches can customize and apply interventions to track changes in character strengths development through different career stages and transitions. At the organization level, specific intervention programs can also be designed to enable employees to identify and use their signature strengths (Dubreuil et al., 2016; Harzer & Ruch, 2016). In addition, the promotion of a strengths-based culture can help to engage employees to contribute more to their organizations (Dubreuil & Forest, 2017; Linley et al., 2011). Particularly, organizations can adopt strengths-based HRM practices to achieve high performance. Further, the strengths and limitations of the studies are discussed along with ideas for future research and practice.
Alternatives oder übersetztes Abstract:
Alternatives AbstractSprache

Charakterstärken sind weltweit geschätzte, positive Persönlichkeitseigenschaften, von denen angenommen wird, dass sie sowohl Individuen als auch Organisationen positiv beeinflussen. In den letzten beiden Jahrzehnten hat die Erforschung von Charakterstärken weltweit eine Vielzahl von Forschenden angezogen. Der Großteil der existierenden Forschung wurde aber in westlichen Ländern durchgeführt, wohingegen die Erforschung von Charakterstärken in Pakistan kaum existiert und in internationalen Studien nur schwach vertreten ist. Daher hat die vorliegende Dissertation zwei Hauptziele: (a) die Relevanz und Prävalenz von Charakterstärken in Pakistan zu untersuchen und (b) ein weiterführendes Verständnis über die Rolle von Charakterstärken und Signaturstärkenanwendung am Arbeitsplatz für berufsbezogene Outcomes auf Mitarbeiter- und Unternehmensebene. Die vorliegende Dissertation besteht aus vier Studien. Die erste Studie untersuchte das Ausmaß, in dem die 24 Charakterstärken der Values in Action (VIA) Klassifikation in Pakistan als relevant wahrgenommen wurden. Der Cultural Relevance of Character Strengths Survey (CRCSS) wurde entwickelt, um verschiedene Aspekte der kulturellen Relevanz (z.B. Existenz, Nützlichkeit und Wichtigkeit) sowie geschlechter- und altersbezogene Praktiken bezüglich der Charakterstärken zu untersuchen. Die 288 Mitglieder der Pakistanischen Gesellschaft zeigten eine hohe Übereinstimmung bei der Einschätzung der neun Aspekte der kulturellen Relevanz für alle 24 Charakterstärken (wahrgenommen ≥ 70 % der Versuchsteilnehmenden). Spiritualität, Dankbarkeit und Liebe wurden als besonders relevante Charakterstärken wahrgenommen. Darüber hinaus stimmten mindestens 70% der Versuchsteilnehmenden zu, dass sowohl beide Geschlechter als auch Altersgruppen (jüngere vs. ältere) die Charakterstärken anwenden (außer Tapferkeit bei Frauen). Die zweite Studie hatte zum Ziel die Prävalenz von Charakterstärken in Pakistan zu untersuchen und die Ergebnisse vergleichbar zu machen mit weltweiten Befunden. Eine Stichprobe von 352 Versuchsteilnehmenden aus der allgemeinen Bevölkerung füllte einen Fragebogen zur Erfassung der Ausprägung der Charakterstärken. Die Ergebnisse zeigten, dass die Mittelwerte aller Charakterstärken über dem Skalenmittel lagen (M ≥ 3.49). Ehrlichkeit, Fairness, Freundlichkeit, Teamwork und Führungsvermögen hatten die höchsten Mittelwerte; Bescheidenheit, Humor, Vergebungsbereitschaft, Liebe zum Lernen und Selbstregulation waren die fünf am geringsten ausgeprägten Charakterstärken. Zudem waren die Ränge der Charakterstärken im vorliegenden Datensatz aus Pakistan vergleichbar mit denen von bereits vorliegenden Daten aus Pakistan und den USA (McGrath, 2015a). Frauen wiesen höhere Werte in der Charakterstärken Sinn für das Schöne und Exzellenz auf. Alter korrelierte positiv mit Dankbarkeit und Spiritualität. Die Ergebnisse ergänzen die Befunde der ersten Studie, bekräftigen die vorliegenden internationalen Befunde zur Prävalenz von Charakterstärken und erweiterten diese durch die Präsentation von Befunden zu einer relativ wenig untersuchten Population in Pakistan. Insgesamt zeigen die Befunde, dass Charakterstärken nicht kulturspezifisch sind und bieten damit eine Grundlage zur weiteren Erforschung der VIA Klassifikation in spezifischen Settings (z.B. Arbeit) in Pakistan. Die dritte Studie war die erste Studie überhaupt, die die Rolle von Charakterstärken und der Anwendung von Signaturstärken am Arbeitsplatz für produktives (berufliche Leistung und Organizational Citizenship Behavior) und kontraproduktives Arbeitsverhalten (deviantes Verhalten, Prokrastination am Arbeitsplatz) in Pakistan untersuchte. Eine Stichprobe von 227 Mitarbeitenden aus diversen Berufsgruppen (z.B. Verkauf, Kundendienstleistungen, Akademia) lieferte Informationen zu allen Studienvariablen und Vorgesetzteneinschätzungen zu ihrer beruflichen Leistung. In Übereinstimmung mit den Annahmen zeigten die Befunde, dass Charakterstärken und die Anwendung von Signaturstärken positiv mit beruflicher Leistung und Organizational Citizenship Behavior korrelierte sowie negativ mit deviantem Verhalten und Prokrastination am Arbeitsplatz. Die Anwendung von Signaturstärken war ein wichtiger Prädiktor für berufliche Leistung und Organizational Citizenship Behavior. Hoffnung und Bescheidenheit waren die wichtigsten Prädiktoren der Vorgesetzteneinschätzungen für beruflichen Leistung (Hoffnung für sieben und Bescheidenheit für vier Dimensionen beruflicher Leistung). Neugier und Liebe waren wichtige Prädiktoren für Organizational Citizenship Behavior. Vergebungsbereitschaft war ein wichtiger negativer Prädiktor für deviantes Verhalten und Fairness für Prokrastination am Arbeitsplatz. Die Befunde bieten erste Einblicke zur Relevanz von Charakterstärken und der Anwendung von Signaturstärken am Arbeitsplatz. Es besteht aber ein dringender Bedarf an einem übergeordneten theoretischen Rahmen, der erklärt, wie stärkenrelevante Verhaltensweisen mit verschiedenen arbeitsbezogenen Outcomes zusammenhängen. Die vierte Studie testete den motivationalen Prozess der Job Demands-Resources Theorie, um die Rolle der Anwendung von Signaturstärken als persönliche Ressource und die wahrgenommene organisationale Unterstützung für die Anwendung von Signaturstärken als Jobressource für verschiedene arbeitsbezogene Outcomes zu untersuchen. Zudem erweitert die Studie die Rolle von Ressourcen auf organisationale Outcomes (wahrgenommene und objektive organisationale Leistung, Kündigungsrate) mittels serieller und paralleler Mediation von Mitarbeiterbezogenen Variablen (Work Engagement, berufliche Leistung, Kündigungsabsicht). Die Stichprobe bestand aus 202 Top Managern von 56 Filialen einer großen Bank in Pakistan. Alle Information stammten von den Top Managern mit Ausnahme der objektiven organisationale Leistung und der Kündigungsrate. Die Ergebnisse zeigten die Rolle der seriellen und parallelen Mediatoren zwischen beiden Ressourcenarten und den organisationalen Outcomes. Der Effekt der Anwendung der Signaturstärken auf die Kündigungsrate wurde vollständig mediiert und der Effekt auf die wahrgenommene und objektive organisationale Leistung wurde partiell mediiert durch Work Engagement, berufliche Leistung und Kündigungsabsicht. Darüber hinaus wurde der Effekte der wahrgenommenen organisationalen Unterstützung für die Anwendung von Signaturstärken auf die wahrgenommene und objektive organisationale Leistung vollständig mediiert durch Work Engagement, berufliche Leistung und Kündigungsabsicht. Zusammengefasst bieten die ersten Befunde zur Relevanz und Prävalent von Charakterstärken in der Pakistanischen Kultur wichtige Implikationen für die weitreichende Nützlichkeit der Charakterstärken auf individueller und gesellschaftlicher Ebene. Die Befunde zur Rolle von Charakterstärken am Arbeitsplatz haben einige praktischen Implikationen für Mitarbeitende und Arbeitgeber. Auf Seiten der Mitarbeitenden ist die Identifikation und Anwendung der Signaturstärken der erste Schritt, um den Nutzen der Charakterstärken ernten zu können. Mitarbeitende können ein hohes Ausmaß an Work Engagement erleben, welche wiederum zu höherer Leistung führt. Berufsberater und Coaches können Interventionen individuell konzipieren und verwenden, um die Veränderungen in den Charakterstärken (und deren Entwicklung) über verschiedene Karrierestufen und -übergänge hinweg nachzuverfolgen. Auf organisationaler Ebene können spezifische Interventionsprogramm designt werden, um Mitarbeitende bei der Identifikation und Anwendung ihrer Signaturstärken zu unterstützen (Dubreuil et al., 2016; Harzer & Ruch, 2016). Zudem kann die Förderung einer stärkenbasierten Kultur dabei helfen, Mitarbeitende dazu zu motivieren, mehr für ihr Unternehmen beizutragen (Dubreuil & Forest, 2017; Linley et al., 2011). Insbesondere können Organisationen stärkenbasierte HRM-Praktiken anwenden, um so hohe Leistungen zu fördern. Es werden des Weiteren die Stärken und Limitationen der Studien diskutiert sowie Ideen für zukünftige Forschung und Praxis präsentiert.

Deutsch
Status: Verlagsversion
URN: urn:nbn:de:tuda-tuprints-179454
Sachgruppe der Dewey Dezimalklassifikatin (DDC): 100 Philosophie und Psychologie > 150 Psychologie
Fachbereich(e)/-gebiet(e): 03 Fachbereich Humanwissenschaften
03 Fachbereich Humanwissenschaften > Institut für Psychologie
03 Fachbereich Humanwissenschaften > Institut für Psychologie > Arbeits- und Ingenieurpsychologie
Hinterlegungsdatum: 26 Mai 2021 13:53
Letzte Änderung: 31 Mai 2021 11:37
PPN:
Referenten: Harzer, Prof. Dr. Claudia ; Vogt, Prof. Dr. Joachim
Datum der mündlichen Prüfung / Verteidigung / mdl. Prüfung: 11 März 2021
Export:
Suche nach Titel in: TUfind oder in Google
Frage zum Eintrag Frage zum Eintrag

Optionen (nur für Redakteure)
Redaktionelle Details anzeigen Redaktionelle Details anzeigen
OAI 2.0-Basis-URL: https://tubiblio.ulb.tu-darmstadt.de/cgi/oai2 TUbiblio verwendet EPrints 3.
Drucken | Impressum | Datenschutzerklärung