The Effect Of Character Strengths-Based Job Crafting On Calling

In the era of pursuing innovation and meaning of work,it is insufficient for companies to use traditional work design patterns,which regard employees as passive recipients of work tasks,and managers rely on top-down task assignment and supervision to enhance employees' calling.Many scholars have gradually shifted their research focus from managers to individual employees and their initiative by positive values.Then the concept of job crafting was put forward accordingly.Job crafting refers to employees actively redesigning their work from the bottom-up to improve job satisfaction and the meaning of their work by a series of positive behaviors,including redefine the boundaries between work tasks and work relationships.Berg pointed out that job crafting can be carried out in three aspects: motivation,strengths and passion,and strengths((i.e.,talent and character strengths)is the key.However,research on job crafting based on strengths is still rare,especially in the context of Chinese culture,strengths may include more character strengths,rather than talents.Based on the above analysis,this paper selects character strengths as the perspective to study job crafting,and build a concept of job crafting based on character strengths(CSJC),and explore its impact on calling.This paper attempts to use qualitative research to compile the CSJC scale and clarify its structure and to explore the impact of CSJC on calling,and to examine the mediating role of positive emotions and the moderating role of coworker trust.Firstly,this paper compiles the CSJC scale by using a rigorous scale preparation program.The research conduct an in-depth interview with 17 employees(working years ? 2 years),to obtain original items related to CSJC.and then this paper compile the CSJC scale,which include three dimensions((i.e.,cognitive crafting,relational crafting and task crafting)with a total of 11 items,through the steps of items reduction and content validity test,project analysis,exploratory factor analysis and confirmatory factor analysis and so on.And the results show that the CSJC scale has good reliability and validity.Secondly,this paper designs the formal questionnaire for this study by combining interview research with reference domestic and foreign maturity scales,and using a small sample pretest(n=104).Then,this paper obtains the first-hand information needed for research by collating and analyzing 229 valid questionnaires collected by employees of different ages and different enterprises.Finally,this paper explores the relationship between CSJC,positive emotions,coworker trust and calling through reliability and validity analysis,correlation analysis and regression analysis.The results show that CSJC has a significant positive impact on positive emotions and calling,and positive emotions play a partial mediary role in the relationship between CSJC and positive emotions,and coworker trust has a positive impact on the relationship between CSJC and positive emotions,but the effect is not significant.This paper hopes to make some contributions through the above research: First of all,It provides a new theoretical fusion perspective for the study of job crafting and character strengths through the compiling of the CSJC scale.In addition,it reveals the influence and function mechanism of CSJC on calling.The last is that it hopes to provide some management inspiration: The organizations provide employees with a good working atmosphere and encourage them to craft their jobs based on their character strengths,thereby promoting employees' calling,improving job performance,and achieving a win-win situation for employees and organizations.