Enhancing person-job fit: Who needs a strengths-based leader to fit their job?
研究基于优势的领导如何通过鼓励员工发挥独特优势来提升人岗匹配（需求-供给匹配与要求-能力匹配），并发现高主动人格和高工作自主性可在一定程度上弥补缺乏此类领导的影响。
Even though person-job fit (PJ fit) is a crucial predictor of employees' overall engagement and performance in their jobs, few studies have identified the mechanisms that enhance PJ fit during the employment relationship. Further, the models that do predict how PJ fit evolves over time are predominantly based on the idea that fit improves through individual adjustment processes by workers. This paper provides a new lens on PJ fit that is based on strengths theory, proposing that strengths-based leaders play a critical role in enhancing both dimensions of PJ fit, i.e. needs-supplies (NS) and demands-abilities (DA) fit, by encouraging employees to use their unique strengths. Furthermore, based on theorizing on substitutes for leadership, proactive career management, and situational strength theory we test the idea that high levels of proactive personality and job autonomy may partly compensate for a lack of strengths-based leadership. We collected three waves of data with two-month time lags from a representative sample of 308 Dutch workers, resulting in 906 datapoints. Results of multi-level path modeling indicate that strengths-based leadership is indeed positively related to both DA fit and NS fit and mediated by strengths use at the within-person level. Further, our results indicate that the combination of high job autonomy and high proactive personality partly compensates for the absence of strengths-based leadership on the within-person level. We conclude that strengths-based leadership is particularly important to facilitate strengths use and PJ fit of employees who have a low propensity to be proactive and/or do not have a high degree of autonomy in their job. We discuss the implications of these findings for research and practice. • Strengths-based leadership is associated with DA- and NS fit, mediated by strengths use (within-person level). • The association between strengths-based leadership and DA fit is fully mediated by strengths use. • The relationship between strengths-based leadership and NS fit is only partially mediated by strengths use. • The combination of proactive personality and job autonomy compensates for the absence of strengths-based leadership.