Abstract
This meta-analysis aimed to clarify the relationship between perceived organisational support and core self-evaluations and strengths use and task performance outcomes utilising a cross-temporal versus time-lagged research design. Drawing on the random effects model, this study combined 44 effect sizes from 23 independent studies (including 8 313 samples). The results indicated that strengths use is positively related to core self-evaluations (CSE) (ρ = 0.40) and perceived organisational support for strengths use (POSSU) (ρ = 0.47), task performance (ρ = 0.45), organisational citizenship behaviour (OCB) (ρ = 0.37), positive affect (ρ = 0.51), work engagement (ρ = 0.53), and self-efficacy (ρ = 0) organisational design (cross-temporal versus time-lagged) does not significantly moderate the relationships of interest. The findings imply that utilising the strengths of employees is essential for effective human resource management and employees’ career development.
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