• 主题
高级搜索  >
历史搜索 清空历史
首页> 美国卫生研究院文献>International Journal of Environmental Research and Public Health >Interactions of Approach and Avoidance Job Crafting and Work Engagement: A Comparison between Employees Affected and Not Affected by Organizational Changes
【2h】

Interactions of Approach and Avoidance Job Crafting and Work Engagement: A Comparison between Employees Affected and Not Affected by Organizational Changes

机译：方法和避免职位制作和工作参与的互动：受影响的员工之间的比较不受组织变革影响

代理获取
本网站仅为用户提供外文OA文献查询和代理获取服务，本网站没有原文。下单后我们将采用程序或人工为您竭诚获取高质量的原文，但由于OA文献来源多样且变更频繁，仍可能出现获取不到、文献不完整或与标题不符等情况，如果获取不到我们将提供退款服务。请知悉。
页面导航
  • 摘要
  • 著录项
  • 相似文献
  • 相关主题

摘要

Job crafting describes proactive employee behaviors to improve the design of their work and working conditions, and to adapt their job to better suit their abilities and needs. During organizational changes, employees may use job crafting to adjust to the changes in their work and protect their well-being and motivation, i.e., work engagement. However, research shows that although the effects of job crafting strategies that expand the design of work (approach job crafting) have been positive on work engagement, the effects of job crafting strategies that diminish the scope of work (avoidance job crafting) have often been negative. This study investigated the effects of the interactions between different job crafting strategies on work engagement, an aspect that has not thus far been studied. Specifically, we hypothesized that avoidance job crafting is not harmful for work engagement when it is conducted in combination with approach job crafting, particularly during times of organizational change. A two-wave, 18-month follow-up study was conducted among public sector workers who either experienced (n = 479) or did not experience (n = 412) changes in their work. Latent moderated structural equation modeling revealed that avoidance job crafting did not reduce work engagement when combined with approach job crafting behaviors. Moreover, job crafting best benefited work engagement when it was combined with these opposing strategies. However, job crafting was beneficial for work engagement only among employees who were affected by organizational changes, that is, among employees whose job design had changed. Practically, organizations implementing changes could encourage proactive job redesign approaches among their employees—particularly both approach and avoidance types of job crafting strategies.
机译：职业制作描述了积极主动的员工行为，以改善其工作和工作条件的设计，并适应他们的工作，以更好地适应他们的能力和需求。在组织变革期间，员工可以使用工作制作来调整其工作的变化，并保护他们的幸福和动力，即工作参与。然而，研究表明，虽然从事工作制定策略的效果扩大工作设计（接近就业制作）对工作参与作了积极，但工作制作策略的影响越来越递减工作范围（避免工作制作）消极的。本研究调查了不同职位制作战略之间的相互作用对工作参与的影响，迄今未尚未研究。具体而言，我们假设避免作业制作在与接近就业制作结合时进行的工作参与，特别是在组织变革期间进行的。在经历（n = 479）的公共部门工人中进行了两波，18个月的后续研究，或者没有经验（n = 412）工作的变化。潜在的适度结构方程模型显示，避免工作制作在结合接近就业制作行为时没有减少工作啮合。此外，当与这些反对策略相结合时，职业制作最好受益于工作参与。但是，只有在受组织变革影响的员工中，职业制作有助于工作参与，即工作设计发生了变化的员工。实际上，实施变更的组织可以鼓励主动工作重新设计，他们的员工之间的方法 - 特别是两种方法和避免就业制作策略的类型。

著录项

相似文献

  • 外文文献
  • 中文文献
  • 专利
代理获取

客服邮箱：kefu@zhangqiaokeyan.com

京公网安备：11010802029741号 ICP备案号：京ICP备15016152号-6 六维联合信息科技 (北京) 有限公司©版权所有

  • 客服微信

  • 服务号