When the job is a calling: The role of applying one's signature strengths at work

By C. Harzer, Willibald F. Ruch. 2012

225 citations recorded by the source corpus.

Subfields: Demography, Health, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/a5e0949af90df07ae3e4eb6de38db16245bb25a0

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In Demography

In Health

In Organizational Behavior and Human Resource Management

Citations in the corpus

Strength-Based Positive Interventions: Further Evidence for Their Potential in Enhancing Well-Being and Alleviating Depression (2013, background): “, positive experiences at work or seeing ones work as a calling; Harzer and Ruch 2012; see also Gander et al. in press). While revising this manuscript, another study was published that aimed at replicating effects for the three good things and using your signature strengths interventions. Mongrain ”
Through the lens of strength: A framework for educating the heart (2015, background): “Use of signature strengths at work has been linked with subjective wellbeing and job satisfaction (Harzer & Ruch, 2012; Littman-Ovadia & Steger, 2010).”
Strengths use and work engagement: a weekly diary study (2016, background): “Although still little is known about the effects of strengths use in an organizational context, two recent cross-sectional survey studies provided evidence for a positive relation between strengths use and work engagement (Harzer & Ruch, 2012, 2013).”
From strengths use to work performance: The role of harmonious passion, subjective vitality, and concentration (2014, unknown): “…& Le Blanc, 2013; Weber, Ruch, LittmanOvadia, Lavy, & Gai, 2013), hope (Gander et al., 2012; Hodges & Clifton, 2004), meaning (Grant, 2012; Harzer & Ruch, 2012; Littman-Ovadia & Steger, 2010), and job satisfaction (Bouckenooghe, Raja, & Butt, 2013; Harter, Schmidt, & Hayes, 2002; Harzer &…”
My Better Self (2017, methodology): “These correlations were stronger for the more dominant personal strengths (Harzer & Ruch, 2012).”
The Role of Character Strengths for Task Performance, Job Dedication, Interpersonal Facilitation, and Organizational Support (2014, background): “The individually determined degree of the congruence between the job tasks and the individual signature strengths is defined as the number of the individual’s signature strengths that are beneficial at work (cf. Harzer & Ruch, 2012, 2013, for a very similar approach).”
A self-determination perspective of strengths use at work: Examining its determinant and performance implications (2016, background): “Leader autonomy support and strengths use Strengths use researchers have acknowledged the role of situational circumstances in constraining or facilitating strengths use (Harzer & Ruch, 2012, 2013).”