| As the most populous developing country in the world,China has less per capita resources and more traffic pressure,so it is necessary to develop urban public transport to ensure smooth travel of citizens.The metro,one of the main forms of public transport,has also become a measure.In China,the number of subway drivers is very large,their work form is fixed,the working environment is poor,the work content is single,these work characteristics are likely to reduce the work engagement of the driver;and the technology upgrade of the subway reached a bottleneck,which is likely to reduce the degree of recognition of the work of drivers.According to previous studies,job design plays an important role in the development of an organization.With the increase of the proportion of knowledge workers,more and more attention has been paid to the bottom-up approach of job design,that is,job crafting.In addition,some scholars have applied job crafting intervention to organizations to help employees in organizations change their cognition,task and relationship of their works,which can increase their sense of work significance and establish a positive work identity.Intervention from the perspective of cognition can not only encourage employees to give full play to their creativity and achieve self-fulfilling goals,but also benefit the organizations.Therefore,this study,which is based on China’s national conditions and the resource conservation theory,takes subway drivers as the research object and proposes the following three research purposes:(1)through empirical study,the group portrait of subway drivers is established to understand the basic situation of subway drivers and their cognitive characteristics of work,which can provide ideas for later verification and intervention program design;(2)verify the possible impact of cognitive crafting on work engagement through empirical research,and explore the intermediary mechanism between cognitive crafting and work engagement;(3)according to the empirical results,the cognitive crafting intervention program was proposed,and the corresponding strategies and suggestions were put forward.For part 1,based on the preliminary interview results and part of the questionnaire survey,the cognition status of subway drivers was investigated,and the basic situation and cognitive characteristics of the group were understood.The study found that the majority of subway drivers are male,and they are a group of young knowledge workers with considerable income and good physical condition.The cognitive characteristics of work are reflected in the work characteristics,career selection,work attitude and work expectation.In general,this group has a positive work cognition,but there is still room for improvement in job engagement,career commitment and person-j ob fit.For part 2,511 samples were measured by convenient sampling method.Demographic variables,cognitive crafting,job engagement,career commitment,and person-job fit were measured respectively.Statistical methods such as correlation analysis,mediating effect analysis and regression analysis were used to analyze the collected data.The results showed that:(1)there was a significant positive correlation between cognitive crafting,person-job fit,career commitment and job engagement,and cognitive crafting had a significant positive predictive effect on job engagement;(2)(2)Person-job fit and career commitment play a part of mediating role between cognitive crafting and job engagement,which influences job engagement through three ways:first,the individual mediating role of person-job fit;second,the individual mediating role of career commitment;the third is the chain mediating effect of person-j ob fit career→commitment.For part 3,firstly,based on the data analysis results of study 1,study 2 and the resource conservation theory,a cognitive crafting intervention program for subway drivers was designed,and the role of person-job fit and career commitment were emphasized.The intervention program consisted of three stages:preliminary seminar,independent work and post-feedback seminar,which lasted for about 1 month.Relevant variables were tested before and after the intervention to compare the changes before and after the intervention.Secondly,study 3 also discussed the possible challenges in the implementation of the intervention program and provided some solutions:the problems of organizational docking,arrangement and cultural fit;the problems of employees of working,cooperating and confidentiality;the problems of interveners of preparing,abilities and experimenter effect and so on.Finally,some suggestions for practical management were put forward:(1)attach importance to cognitive crafting intervention and strengthen the input of organizational culture;(2)consciously create conditions for organizational employees to conduct cognitive crafting;(3)encourage employees to craft their cognition of work;(4)recruit employees who are more prone to cognitive crafting.The whole study has summarized the cognitive status quo of subway drivers through interviews,empirically explored the mediating mechanism of cognitive crafting on job engagement and career commitment,and designed a set of targeted intervention programs,which makes certain contributions in theory and practice.Theoretical aspect:it provides certain theoretical support for localization of cognitive crafting intervention;it increased the cognition of the group of subway drivers;it is helpful to select more appropriate antecedent and consequence variables for future research on cognitive crafting;and it will provide theoretical help and guidance for the follow-up research on crafting.Practices aspect:It urges the organization manager to fully consider and give play to the subjective initiative of the employees in the work design,provide personalized work arrangement for the employees,and encourage and help the employees to craft their work;provide practical guidance for the intervention of metro drivers’ job engagement and career commitment;and the design of cognitive crafting intervention program can make a certain contribution to the healthy development and growth of subway companies and their employees,and increase the impact of promoting the subway companies to provide better services to ensure the safety of subway running. |
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