The dark side of strengths-based approach in the workplace: Perceived strengths-based human resource system spurs unethical pro-organizational behavior

Although strengths-based approaches in the workplace are able to bring out various positive outcomes, relatively little research has considered the dark sides of strengths-based approaches in the workplace. This study sought to examine whether perceived strengths-based human resource (HR) system as a specific form of strengths-based approaches is able to stimulate employees to execute unethical pro-organizational behavior (UPB) and considered the mediating role of organizational identification in the relationship. Data with a sample of 210 employees from various organizations in China were collected at three points in time. Structural equation modelling analysis was deployed to test our hypotheses. The authors found that perceived strengths-based HR system spurs UPB, and organizational identification acts as a mediator in the relationship between perceived strengths-based HR system and UPB. This study extends previous literature on strengths-based approaches in the workplace by considering its dark side and advances HR system and UPB theories and research.