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首页> 外文期刊>Journal of vocational behavior >Job crafting: A meta-analysis of relationships with individual differences, job characteristics, and work outcomes
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Job crafting: A meta-analysis of relationships with individual differences, job characteristics, and work outcomes

机译：制定工作：对具有个体差异，工作特征和工作成果的关系进行荟萃分析

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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 (r(c) = 0.543), promotion regulatory focus (r(c) = 0.509), and work engagement (r(c) = 0.450). Differential results emerged when considering specific job crafting dimensions. For example, increasing challenging job demands was associated with other rated work performance (r(c) = 0.422), whereas decreasing hindering job demands was related to turnover intentions (r(c) = 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.
机译：制定工作技巧是一种积极主动的工作行为形式，涉及员工积极改变其工作（感知）特征，包括旨在增加挑战性和减少阻碍性工作需求的行为，以及旨在增加结构性和社会性工作资源的行为（Tims和Bakker，2010年）。在过去的十年中，关于工作技巧的研究迅速增加，但是迄今为止，尚未对发现进行定量综合。我们首先将Tims和Bakker（2010）概念化的工作制定与更积极的工作行为理论模型进行整合。然后，我们提出了从我们的模型得出的工作手工行为与他们的各种前因和工作结果之间的关系的荟萃分析（K = 122个独立样本，代表N = 35,670名工人）。我们同时考虑整体和维度层面的工作制定关系。值得注意的是，发现整体工作技巧与积极主动的人格（r（c）= 0.543），晋升监管重点（r（c）= 0.509）和工作敬业度（r（c）= 0.450）密切相关。当考虑特定的工作制作尺寸时，会出现不同的结果。例如，具有挑战性的工作需求增加与其他额定工作绩效相关（r（c）= 0.422），而减少阻碍工作的需求与离职意图有关（r（c）= 0.235）。除了这些零级关系之外，荟萃分析的确认因素分析为基于拟议尺寸的整体工作制定的操作提供了支持，但减少了阻碍需求。此外，荟萃分析相对权重分析的结果说明了所有四个具有不同工作成果的工作制定维度的独特关系。

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