The Research On The Relationship Between Employee-organization Value Fit And Job Crafting:the Mediating Role Of Perceived Organizational Support

Job design theory describes how jobs,tasks and roles are structured,formulated and modified;meanwhile,what the impacts of these are on the individual,group and organizational performance.Scholars call attention to the fact that the job design is not only influenced by managers but by employees as well.Job design is top-down process to define the content of the work by managers,while job crafting is a down-top process where employees themselves shape their content and methods jobs.Therefore,job crafting is considered as an important transformation in job design theory.It describes the active role that individuals play in altering the boundaries of their jobs and shaping actual work practice.Job crafting scholars have argued that,although the concept is very simple in general,the impact mechanism of job crafting is not that clear.In order to provide a new approach and perspective to study the behavior of employees' job crafting behavior,based on the viewpoint of job design theory,this study explored the relationship among employee-organization value fit,job crafting and perceived organizational support.Furthermore,this paper suggest a hypothesis that perceived organizational support impacts on employees' job crafting behavior and perceived organizational support can mediate this relationship.The survey sample of this paper is 296 employees.Through empirical analysis this paper got below findings:Employee-organization value fit is positively related to job crafting and its four dimensions;employee-organization value fit is positively related to perceived organizational support;perceived organizational support is positively related to job crafting and its four dimensions;perceived organizational support plays a full mediating role between employee-organization value fit and job crafting;and perceived organizational support plays a full mediating role between employee-organization value fit and increasing structural job resources,increasing social job resources and decreasing hindering job demands;meanwhile,perceived organizational support plays a partial mediating role between employee-organization value fit and increasing challenging job demands.From the perspective of the combination of employees and organizations,this paper explores the influence factors and influence path of job crafting,and enrich the research results of job design theory.As is known to all,the more excellent employeesare the more active and creative.Therefore,job crafting is a powerful tool for the company to attract and retain outstanding staff.Meanwhile,in order to enable oneself to make full use of their own skills and achieve growth opportunities,individual proactively adjust work resources to meet their own needs by enacting job crafting behavior and help organizations to respond to the rapid changes in the market.All in all,it is of great importance to explore the influence mechanism of the employee's job crafting behavior on the organization management practice.