Drawing on conservation of resources theory, this study aims to explore the mediating role of employees\' strengths use and the moderating role of employees\' ambitions in the relationship between empowering leadership and employees\' taking charge behaviors. A total of 333 Chinese employees from various organizations across China (including industries such as manufacturing, IT, and education) completed our survey at two time points, with a two-week lag. We used structural equation modeling and moderated mediation path analysis to test our hypotheses. The research revealed that strengths use partially mediated the relationship between empowering leadership and employees\' taking charge behaviors, and ambition positively moderated the relationship between empowering leadership and strengths use, as well as the indirect relationship between empowering leadership and employees\' taking charge behaviors through strengths use. It extends the application field of strengths use, providing a new theoretical perspective on behavioral mechanisms for understanding the empowering leadership-employees\' taking charge behaviors relationship, and offers valuable strategies for organizations and leaders to promote employees\' taking charge behaviors more effectively.

In the present study, we explored the relationship between proactive personality and career adaptability to construct a cross-level moderated mediation model based on the conservation of resources (COR) theory. By conducting a time-lagged study involving three data collection points from 587 employees across 104 teams in China, we examined how and when proactive personality predicts employees\' career adaptability using strengths use as a mediator and managerial coaching as boundary conditions. The results revealed that proactive personality predicted strengths use, which, in turn, influenced career adaptability, with managerial coaching moderating the indirect relationship between proactive personality and career adaptability. Consequently, our findings suggest that, in contexts where managerial coaching lacks guidance, facilitation, and inspiration, a proactive personality encourages employees to leverage their strengths, subsequently enhancing their career adaptability. Finally, we discuss the theoretical and practical implications of our findings, address limitations, and propose directions for future research.

BACKGROUND: The presence of calling has been associated with beneficial outcomes for nurses, yet our understanding of these effects remains limited. Additionally, the mechanisms linking the presence of calling to these outcomes have not been well established in the nursing literature.
OBJECTIVE: This study aimed to investigate the relationship between the presence of calling and nurses\' career success, mediated by the parallel effects of strengths use and deficit correction.
METHODS: A cross-sectional design was used.
METHODS: Data were collected from December 2022 to April 2023, involving 237 nurses working in six hospitals in Port Said, Egypt. The study utilized the Demographic Information Form, the Presence of Calling Scale, the Strengths Use Scale, the Deficit Correction Scale, and the Career Success Scale. Study hypotheses were evaluated using structural equation modeling.
RESULTS: Presence of calling positively related to nurses\' career success. Furthermore, nurses\' strengths use and deficit correction played a mediating role in the relationship between the presence of calling and career success.
CONCLUSIONS: Nurses who view their work as a calling are more inclined to utilize their strengths and address their deficits, resulting in a heightened sense of career success.
UNASSIGNED: Emphasising that nursing is a calling should commence during the undergraduate education of nurses, and this concept should be continually cultivated by hospital administrators throughout their professional careers. This approach empowers nurses to leverage their strengths, address their deficits, and ultimately enhance their sense of success in their nursing careers.

Previous research demonstrated a positive relationship between strength-based parenting (SBP) and subjective well-being (SWB). However, the underlying mechanisms still need further research. Based on the social cognitive theory and developmental assets framework, we investigated the influence of SBP on college students\' SWB through the mediating role of personal growth initiative (PGI) and strengths use. A total of 621 Chinese college students were recruited. Participants completed self-report scales about the SBP, PGI, strengths use and SWB. The results showed that SBP had a positive impact on college students\' SWB. On the one hand, PGI and strengths use mediated the above relationship respectively. On the other hand, SBP influenced SWB through the chain mediating effect of PGI and strengths use. The findings indicate that exploring the relationship between SBP and SWB has positive implications for family education and youth development.

It is often suggested that supporting autistic people to identify and use their strengths will lead to positive outcomes. However, little research has explored if this is true. To date, no research has explored whether autistic people already have knowledge of and use their strengths, nor whether increased strengths knowledge and use is linked to good outcomes, such as a better quality of life, well-being and improved mental health. Comparing large samples of autistic and non-autistic people, this study tested these unanswered questions. We found that autistic and non-autistic people reported similar strengths, but autistic people reported less knowledge and use of their strengths compared to non-autistic people. Importantly however, autistic people who reported using their strengths often had better quality of life, well-being and mental health than autistic people who reported using their strengths less frequently. We, therefore, propose that supporting autistic people to use their strengths more often may be a valuable way to boost well-being in this population.

Recent studies have explored the dark side of helping behavior from an actor-centric perspective. Consistent with this stream of research, this study linked helping behavior to career satisfaction. In this study, we adopted perceived task demands and job strain as two sequential mediators to elaborate the underlying depletion path through which helping behavior undermines career satisfaction. We collected data using a two-wave questionnaire completed by 203 full-time workers in China. By applying path analysis using R software, the results revealed the following: (1) helping behavior undermines career satisfaction by enhancing perceived task demands and job strain; (2) the use of strengths buffers the relationship between perceived task demands and job strain; and (3) the indirect depleting impact of helping behavior on career satisfaction only emerges when the use of strengths is low. This highlights important implications for practitioners to leverage helping behavior in their management practices.

This study aimed to investigate the relationship of employee growth mindset with innovative behavior and the mediating role of use of strength as well as the moderating role of strengths-based leadership in this relationship. Data with a sample of 244 employees working in diverse Chinese organizations were collected at two points in time. Results of bootstrapping analyses demonstrated that growth mindset is positively related to innovative behavior, employee strengths use partially mediates the positive relationship of growth mindset with innovative behavior, and strengths-based leadership strengthens the direct relationship between employee growth mindset and innovative behavior and the indirect relationship of employee growth mindset with innovative behavior via strengths use. This study advances growth mindset and innovative behavior theories and research.

Work engagement is a core indicator that reflects the quality of teachers\' occupational lives and the development of students, but few studies have explored the connection between strengths use and work engagement of teachers and the mechanisms underlying this relationship. This paper aimed to investigate how the relation of strengths use with work engagement is affected by a teacher\'s satisfaction of basic psychological needs. For this purpose, 648 teachers in China completed questionnaires. The results revealed that strengths use exhibited a positive correlation with work engagement and needs satisfaction. Furthermore, autonomy, competence, and relatedness satisfaction mediated the effect of strengths use on work engagement for teachers. The results suggest that autonomy, competence, and relatedness satisfaction serve as factors that mediate the effect of strengths use on work engagement. The significance and limitations of the study are discussed.

OBJECTIVE: Based on conservation of resources theory, the study aimed to investigate how nurses\' strengths use affects their turnover intention and its potential mechanisms and boundary conditions.
METHODS: The study adopted a time-lagged research design.
METHODS: The study was conducted from October 2019 to January 2020, with a sample of 234 registered nurses in a tertiary hospital in Beijing, China. The study used bootstrapping to test the hypotheses.
RESULTS: Strengths use had a significant negative effect on turnover intention, and job crafting completely mediated the relationship between strengths use and turnover intention. Furthermore, self-efficacy positively moderated the direct relationship between strengths use and job crafting and the indirect relationship between strengths use and turnover intention via job crafting.
CONCLUSIONS: The study is the first to examine the relationships among nurses\' strengths use and turnover intention, demonstrating that the activation and accumulation of work resources through job crafting can effectively reduce nurses\' turnover intention. Additionally, by emphasizing the moderating effect of self-efficacy, the study contributes to finding a way for hospitals to enhance the effectiveness of nurses\' strengths use in terms of increased job crafting and reduced turnover intention.
CONCLUSIONS: Nurse managers should help nurses identify their strengths to improve their strengths use, provide nurses with more freedom to craft their jobs and take actions to build nurses\' self-efficacy and positive expectations about their jobs.

Most studies on migrant domestic workers (MDW) focus on their problems and vulnerabilities, whereas not much is known about their positive attributes and character strengths. Hence, this study intends to deviate from the usual deficit-based view of MDW, which portrays them as victims, to a strengths-based perspective, which highlights their character strengths. In this study, we examined MDW\'s character strengths (i.e. positive human attributes that contribute to the thriving of oneself and others) and work-related factors associated with it. The participants of the study were 631 Filipino female MDW in Hong Kong. We examined how work-related factors (employer support and working conditions) predicted different character strength domains (courage, humanity, justice, moderation, transcendence and wisdom) through strengths use. Results of structural equation modelling revealed that employer support consistently predicted all six domains of character strengths through increased strengths use. These findings highlight the important role of employer support on MDW\'s character strengths. More importantly, it can raise critical awareness on MDW\'s strengths and well-being, and provide a platform for future strengths-based programmes and policies.