The Effects Of Job Crafting On Thriving

Based on past research results and management practices,job design plays an important role in the organization of human resource management practices.Traditional job design focuses on the work itself and takes organization as the leading factor.The organization manager determines from top to bottom the tasks that the employees need to undertake,and sets up the rights,responsibilities,working relationships and working methods of the employees.Job design is an important way that the organization achieve goals and meet employee's personal needs.In the traditional top-down job design process,the organization staff can't have an impact on the whole process of the job design.The thing that they should do is carrying out their own work according to the work instructions.In the context of social and economic development,employees' knowledge level is increasing,self-awareness is constantly awakening,and the value judgment and attitude of the work are changing.So employees are not satisfied with the passive acceptance of the organization's arrangement,but they want to combine work with personal interests,give full play to their Strengths and advantages,express their values in work,and get sense of meaning and identity from work.In this context,Wrzesniewski and Dutton(2001)proposed the concept of job crafting.It regards employees as participants in work design.They can change the task boundary,the cognition of the work and the interaction with others according to their wishes,making the work more consistent with individual interests,and realizing their own value.Based on the previous research,researchers have made a thorough and extensive study of the possible impact of job crafting.Among them,researchers based on theoretical inference suggest that job crafting may have an impact on the thriving of organizational employees,but no empirical evidence has been made.Moreover,most of the research based on the job crafting content perspective is to.study the work crafting as a general variable,but the related research shows that there are obvious differences between the three crafting methods of task,relationship and cognition.In addition,job crafting,as a proactive work behavior produced by the organization employees,is influenced by the problems faced by the employees and the tasks and relationships undertaken by the employees,which may make the crafting content and effect of the employees different.Therefore,based on the national conditions of China and the theory of social embeddedness with thriving,this study explores the mechanism of work crafting and thriving.This study carried out a three round questionnaire survey of 223 in-service employees in China by random sampling.The first round of the survey was to investigate the demographic variables and work crafting of employees.The second round of employees' work control,social support and work significance were investigated.The third round of investigation staff was thriving.Then,the effective questionnaires were statistically analyzed,and the hypotheses were verified by regression analysis,structural equation modeling and regression analysis.The results showed that:(1)job crafting had a significant positive effect on work thriving(β=0.244,p<0.001).(2)work control played a positive intermediary role between task crafting and thriving,and the effect value was 0.059.(3)work meaning played a positive intermediary role between cognitive crafting and thriving,The effect value is 0.126.(4)the working years play a negative role in the relationship between task crafting and thriving(β=-0.329,p<0.05).This study has made the following contributions in both theoretical and practical aspects:first,to verify the positive impact of work crafting on thriving through empirical research,which can expand the existing research,In particular,the subjective positive experience.Secondly,it explores the mechanism between the types of job crafting and the thriving,which helps to further understand the differences between different work crafting,and combs the internal logical relationship between work crafting and consequence variables.Third,job crafting has a positive impact on the thriving of the employees.This suggests that the enterprise leaders should follow the human based management concept,pay more attention to the employees' authorization and give more opportunities to participate in decision-making.In the enterprise management,they can more recognized the employees themselves and help them to work more in the work.To give full play to the initiative and creativity and actively participate in the reshaping of the work.Fourth,job crafting has a positive impact on the thriving of the employees.This suggests that the enterprise leaders should follow the human based management concept,pay more attention to the employees'authorization and give more opportunities to participate in decision-making.In the enterprise management,they can more recognized the employees themselves and help them to work more in the work.To give full play to the initiative and creativity and actively participate in the reshaping of the work.Fifth,when providing help to the reshaping of employees' work,the differences between employees should be taken into consideration,and the staff should be guided to make the right work remolded,making the reshaping effect maximized and further effectively promoting the vitality of the staff.