The Effects Of Empowering Leadership On Employees' Job Crafting

Good work design is an important basis and guarantee for effective operation of the enterprise,and it may have a far-reaching impact on the individual and the organization.The traditional job design is a top-down process dominated by managers and experts of organization.They regulate employees' working content and working way by formulating a clear job description,and take less attention to staffs initiative and creativity.Nowadays,with the economic and technological globalization,enterprises are facing much more changes of the internal and external environment:on the one hand,because of the complex and flexible external environment,it become more difficult to design job description which can apply to the various situation.On the other hand,more and more workers began to appeal autonomy in job design.In this situation,job crafting as a bottom-up initiative action has get more and more attention.Although the existing research point out that the leadership will play a critical role in the process of job crafting,but there is few research to discuss the effect mechanism of work crafting based on the leadership perspective.At the same time,employees's job crafting as an individual initiative action,which will be influenced by the individual and organizational factors.And in this process,the employees' psychological empowerment will be different because of different individual personality.Therefore,this study aimed to discuss the mechanism which empowering leadership affect employees' job crafting process by citing empowerment theory and organizational support theory based on China situation.Meanwhile,this study made an integration of individual factors(psychological empowerment and core self-evaluation)and organization factors(perceived organizational support)to discuss the linkage mechanism between the relationship between empowering and employee's job crafting.In this study,we conducted a two-round large-scale questionnaire survey on 303 employees in China.In the first round,we measured demographic variables,empowering leadership,psychological empowerment,perceived organizational support and core self-evaluation,in the second round,we measured job crafting.Structural Equation Model Analysis and Multiple Moderated Regression Analysis were used to verify the hypothesis.The results showed that:(1)The empowering leadership,psychological empowerment and perceived organizational support have significant positive effects on job crafting.(2)Empowering leadership has significant positive effects on psychological empowerment and perceived organizational support.(3)Psychological empowerment mediates the relationship between empowering leadership and job crafting.(4)The relationship between empowering leadership and job crafting is mediated by perceived organizational support.(5)Core self-evaluation has significantly negative moderating effect on the relationship between empowering leadership and psychological empowerment.From a theoretical perspective:This study explored the effect mechanism of employee job crafting based on the leadership perspective.which is not only the response to the relevant research,but also expanding and riching the effect mechanism of the job crafting furtherly.At the same time,the study integrated the individual and organizational factors to explore the linkage mechanism between empowering leadership and job crafting,which contribute to a more clear and complete study of the relationship effect mechanism "black box".In addition,this study made an integration of social structure empowerment and individual psychological empowerment contribute to a better understanding of empowerment.In practice,this study will provide some advice for the practice of the enterprise human resource management.First of all,the enterprise should innovate job design process bravely and create more opportunities for employees to actively participate in job crafting.Secondly,enterprise's leaders should follow the people-oriented management philosophy and give employees more power and participation opportunities in decision-making in order to initiate their creativity.Thirdly,enterprises should focus on employees' interests and well-being in order to create a good atmosphere for employees.Finally,leaders should pay more attention to employees' psychological empowerment who has lower core self-evaluation.