Although harnessing strengths in a professional environment improves organizational functioning and efficiency, knowledge is limited regarding how different forms of supervisors’ strengths use impact subordinates’ work behavior and performance. This study aimed to investigate how and when supervisors’ strengths use for tasks (SSUT) and supervisors’ strengths use for relationships (SSUR) collectively influence subordinates’ job performance by considering subordinates’ work-related flow as the mediator and team trust as the boundary condition.
Polynomial regression and response surface analysis were conducted to test our hypotheses using data collected from multiple time points and sources (specifically, 252 employee–supervisor dyads from various industries in China).
Supervisors’ strengths use for tasks and relationships were conducive to subordinates’ work-related flow. The higher the congruence between SSUT and SSUR, the higher the likelihood that subordinates experience work-related flow at work. Furthermore, higher congruence levels between SSUT and SSUR indirectly affected subordinates’ in- and extra-role performance through work-related flow. Moreover, team trust enhanced this congruence’s effectiveness.
This study significantly contributed to the literature by elucidating how and when SSUT and SSUR influence subordinates’ job performance. This study’s findings enrich the current understanding of supervisors’ strengths use and underscore the importance of both types of strengths use in talent management.
