7/26/2023 0 Comments Learning on the job journalsWhether it can stimulate subordinates’ job crafting behavior is seldom studied. Developmental feedback, a type of feedback designed to help employees learn and grow, is a positive leadership behavior. Supervisors should stimulate employees’ intrinsic motivation of job crafting, and provide feedback on employees’ work behavior and performances, and make employees’ goals consistent with organizational goals, so as to improve employee job performance and the perception of work meaning and value. Tims & Bakker (2010) also suggested that more attention should be paid to the influence of supervisors in the job crafting in the future. (2017) found that transformational leadership is an important antecedent of employee job crafting. Supervisor has an important influence on employee attitudes and behaviors, but there are relatively few studies on the relationship between supervisor behaviors and employee job crafting. How to motivate employees to engage in more job crafting? At present, research on the influencing factors of job crafting focuses on employee personal attributes and job characteristics, such as initiative personality, individuals’ work and motivational orientations, regulatory focus, self-efficacy, work pressure and autonomy, task independence. Therefore, it is of great theoretical and practical significance to understand the influencing factors of job crafting. A large number of empirical studies indicated that job crafting contributes to individuals and organizations, such as improving organizational commitment, job performance, job satisfaction, work engagement, reducing turnover intention. Job crafting is a bottom-up job design process in which employees make the physical and cognitive changes in the task or relational boundaries of their work to match job with their own preference, skill, and ability better. Wrzesniewski and Dutton (2001) introduced the concept of job crafting to capture “the actions employees take to shape, mold, and redefine their jobs”. In this context, a new research perspective has emerged in the field of organizational behavior-job crafting. Employees are not only satisfied with getting money through work to ensure the basic needs of life, but more importantly, they expect to combine personal abilities and interests with their jobs, and give full play to their skills and advantages to achieve self-value. More and more people begin to think about the meaning of work. With the improvement of culture, education and economic development, people’s attitudes toward job are changing. Employees rarely have the opportunity to participate in job design, which ignores the initiative of employees to change their work. Traditional work design is a top-down process in which the managers create jobs or change jobs, tasks, and roles for employees. Dynamic and complex work environment has become a trend, which also increases the initiative requirements for employees. With the globalization of economy and the in-depth development of information technology, the speed of innovation and transformation of enterprises is accelerating, and the competition among enterprises is intensifying. Finally, the implications and limitations of this empirical Relationship between developmental feedback and contraction job crafting Partially mediates the relationship between developmental feedback andĮxpansion job crafting (seeking resources, seeking challenges), and fully mediates the Resources, seeking challenges), and is significantly negatively correlated withĬontraction job crafting (reducing demands) the learning goal orientation The results show thatĭevelopmental feedback is positively related to expansion job crafting (seeking Through a questionnaire survey of 305 employees. Tested the mediating role of learning goal orientation in this relationship Job crafting (seeking resources, seeking challenges and reducing demands) and Paper explored the influence mechanism of developmental feedback on employee Based on the self-determination theory, this Job crafting, as a proactive behavior, is becoming a hot topic in theįield of organizational behavior.
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