The Role of the Strengths-Based Psychological Climate on Productive Job Behaviors with Mediating Role of Strengths Use and Calling at Work

This study was aimed to investigate the fitness of the model of strengths-based psychological climate role on productive job behaviors with the mediating role of strengths use and calling at work. The statistical population of this study consisted of the employees of one of the Ahvaz oil companies, among whom 120 were selected randomly through simple random sampling. Then, the participants were asked to complete the Strengths-based Psychological Climate, Strengths Use, Calling at Work, Job Performance, Organizational Citizenship Behavior, and Adaptive Performance Questionnaires. Structural Equation Modeling was used to test the research model. Also, to investigate the significance of the research model's indirect effects, the bootstrapping method was used. The results of the analysis showed that the proposed model had good fitness. Also, the model's direct effects showed the significant effect of strengths-based psychological climate on the strengths use and calling at work and no significant effect on job performance, organizational citizenship behavior, and adaptive performance. It was also shown that the effect of strengths use was significant on job performance, organizational citizenship behavior, and adaptive performance, and the effect of calling at work was significant on adaptive performance and organizational citizenship behavior, but not significant on job performance. Finally, the results showed that all of the model's indirect effects were significant. The strengths-based psychological climate had a significant effect on productive work behaviors with mediating the role of strengths use and calling at work. The results of this research suggest that a strengths-based psychological climate can have a significant impact on organizational outcomes.