心理学
工作分析
荟萃分析
工作态度
工作(物理)
工作满意度
社会心理学
工作设计
工作表现
应用心理学
工作阴影
人-环境匹配
核心自我评估
工作特征理论
机械工程
工程类
医学
内科学
作者
Cort W. Rudolph,Ian M. Katz,Kristi N. Lavigne,Hannes Zacher
标识
DOI:10.1016/j.jvb.2017.05.008
摘要
Job crafting is a form of proactive work behavior that involves employees actively changing the (perceived) characteristics of their jobs, including behaviors aimed at increasing challenging and decreasing hindering job demands, as well as those directed at increasing structural and social job resources (Tims & Bakker, 2010). Research on job crafting has rapidly increased over the past decade, but findings have thus far not been quantitatively synthesized. We first integrate job crafting as conceptualized by Tims and Bakker (2010) with a more general theoretical model of proactive work behavior. Then, we present a meta-analysis (K = 122 independent samples representing N = 35,670 workers) of relationships between job crafting behaviors and their various antecedents and work outcomes derived from our model. We consider both overall and dimension-level job crafting relationships. Notably, overall job crafting was found to be strongly associated with proactive personality (rc = 0.543), promotion regulatory focus (rc = 0.509), and work engagement (rc = 0.450). Differential results emerged when considering specific job crafting dimensions. For example, increasing challenging job demands was associated with other-rated work performance (rc = 0.422), whereas decreasing hindering job demands was related to turnover intentions (rc = 0.235). Beyond these zero-order relationships, a meta-analytic confirmatory factor analysis provides support for the operationalization of overall job crafting based upon the proposed dimensions, with the exception of decreasing hindering demands. Additionally, results of meta-analytic relative weights analyses speak to the unique relationships of all four job crafting dimensions with different work outcomes.
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