The role of reward and punishment sensitivity in strengths use and deficit correction in the workplace

Within positive organizational psychology, there has been consensus on the role of strengths use in the workplace in predicting work-related outcomes. However, less is known about the importance of individual differences in the expression of strengths use behaviors and contrasting with them deficit correction behaviors in organizations. Based on the Strengths Use and Deficit COrrection (SUDCO) model and the reinforcement sensitivity theory (RST) of personality, this research extends the theoretical framework of strengths use, deficit correction, perceived organizational support (POS) for strengths use, and perceived organizational support (POS) for deficit correction by linking them with reward and punishment sensitivity. Reward sensitivity negatively predicted all aspects of the SUDCO model, whereas punishment sensitivity emerged as a positive predictor of strengths use and POS for strengths use. The interaction effects of reward and punishment sensitivity on the three SUDCO elements were found, as increased reward sensitivity predicted elevated strengths use, deficit correction, and POS for strengths use, but only when punishment sensitivity was also increased. The results demonstrated the differences in temperamental correlates between strengths use and deficyt correction, broadening the nomological network of both constructs and bringing some potential implications for organizational theory and practice.