This study examined experiences of abuse and work engagement behaviours of general employees in the Nigerian public service sector. Cross-lagged survey data were collected from 219 workers (female = 57.3%; age range = 24 – 59 years, mean age = 46.96 years, SD = 5.01 years). The employees completed the Abusive Supervision Scale (ASS), the Strengths Use Questionnaire (SUQ), the Promotion Focus Scale (PFS), and the Short version of the Utrecht Work Engagement Scale (UWES-9). Results of the hierarchical multiple regression analysis showed that employees with high perception of abusive supervision reported lower work engagement behaviours. Additionally, the results indicated that employees with high perception of strengths use and strong promotion focus reported higher work engagement behaviours. The results also showed strengths use and promotion focus to moderate the negative relationship between abusive supervision and work engagement behaviours in that workers with a high sense of strengths use and strong promotion focus reported high work engagement behaviours regardless of their high perception of abusive supervision. Therefore, we conclude that strengths use and promotion focus facilitates work engagement regardless of employees’ adverse work experiences.

这项研究调查了尼日利亚公共服务部门普通雇员的虐待和工作参与行为的经历。交叉滞后调查数据来自219名工人（女性= 57.3％；年龄范围= 24 – 59岁，平均年龄= 46.96岁，SD = 5.01岁）。员工完成了虐待性监督量表（ASS），优势使用问卷（SUQ），晋升重点量表（PFS）和乌特勒支工作参与量表的简写（UWES-9）。分层多元回归分析的结果表明，对滥用监督的感知较高的员工报告的工作投入行为较低。此外，结果表明，对优势使用有高度认识并高度重视晋升的员工报告了较高的工作投入行为。结果还显示，利用力量和促进晋升可缓解滥用监督与工作参与行为之间的负面关系，因为具有高度优势感和高度促进专注力的工人报告了较高的工作参与行为，无论他们对滥用监督的看法如何。因此，我们得出结论，无论员工的不良工作经历如何，利用优势和提升重点都可以促进工作投入。