This study uses a quasi-experimental research design to investigate whether a personal resources intervention combined with strengths use can increase work engagement. Following job demands-resources theory, we argue that when employees strengthen their beliefs regarding how much control they have over their environment (i.e., increase their personal resources) and use their character strengths, they will be more engaged at work. The intervention focused specifically on impacting assertiveness, self-efficacy, and resilience. We hypothesized that the intervention would increase work engagement through an increase in personal resources. Participants were all enrolled for a personal resources training and were assigned to training intervention groups (n = 54) or waiting-list control groups (n = 48). Results of multivariate analyses of variance supported our hypotheses that the intervention increased personal resources, strengths use, and work engagement. In addition, process analyses using a bootstrapping procedure showed that in the intervention group (not in the control group), the intervention had a positive impact on changes in work engagement through changes in self-efficacy and resilience. We discuss the implications of these findings for job demands-resources theory, as well as the practical implications. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

中文翻译：

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个人资源和优势的使用是否会增加工作投入？培训干预的效果。

本研究使用准实验研究设计来调查个人资源干预与优势使用相结合是否可以提高工作投入。遵循工作需求-资源理论，我们认为，当员工加强他们对环境的控制力（即增加他们的个人资源）并利用他们的性格优势时，他们会更加投入工作。干预特别侧重于影响自信、自我效能和弹性。我们假设干预会通过增加个人资源来增加工作投入。参与者都参加了个人资源培训，并被分配到培训干预组（n = 54）或等候名单控制组（n = 48）。多变量方差分析的结果支持了我们的假设，即干预增加了个人资源、优势使用和工作投入。此外，使用引导程序的过程分析表明，在干预组（而非对照组）中，干预通过自我效能和弹性的变化对工作投入的变化产生了积极影响。我们讨论了这些发现对工作需求-资源理论的影响，以及实际影响。（PsycInfo 数据库记录 (c) 2021 APA，保留所有权利）。该干预措施通过改变自我效能和适应能力，对工作参与的变化产生了积极影响。我们讨论了这些发现对工作需求-资源理论的影响，以及实际影响。（PsycInfo 数据库记录 (c) 2021 APA，保留所有权利）。该干预措施通过改变自我效能和适应能力，对工作参与的变化产生了积极影响。我们讨论了这些发现对工作需求-资源理论的影响，以及实际影响。（PsycInfo 数据库记录 (c) 2021 APA，保留所有权利）。