The Research On The Effect Of Job Control On Employee’s Job Crafting Behavior

Employees’ job crafting behavior refers to the behavior of employees to voluntarily change their job demands and work resources in order to achieve or optimize their personal work goals.When employees actively participate in job crafting behavior at work,optimizing and recreating work from the work itself can make up for the flexibility and efficiency of top-down job design.Therefore,how to stimulate employees’ job crafting behavior at work is a problem worth studying.Moreover,numerous studies have shown that employees’ perceptions in the workplace can influence their different behaviors.Job control refers to the extent to which employees are able to make certain decisions and choices at work,in relation to how they plan their work or the methods they use to perform their work.It is found that when employees have a high job control,they will significantly increase their work enthusiasm,and then make more initiative behavior in work.Feel responsibility for constructive change refers to an individual’s perception of whether he or she should promote the progress of the organization.Some studies also point out that it is influenced by employees’ perception of power in the organization,including autonomy and decision-making power to complete the work,and will affect employees’ initiative behavior.Therefore,starting from the employees themselves,this study explores whether the job control will affect the employees’ job crafting behavior based on the conservation of resources(COR)theory,as well as the transmission mechanism of the sense of constructive change responsibility in the process,and introduces the role breadth self-efficacy as a moderating variable to observe whether the individual ability perception will have an impact on the process.This can not only enrich the influence results of the job control,but also provide a new way of thinking for improving the job crafting behavior of employees in the organization.Firstly,the realistic background and significance of the research question are introduced,and the content,methods and structure of the research are expounded.This thesis reviews the origin and core viewpoints of COR theory and relevant applications of COR theory,as well as the basic concepts and relevant research results of job control,fell responsibility for constructive change,job crafting behavior and role breadth self-efficacy,and makes a systematic summary and induction.Secondly,based on the relevant viewpoints of COR theory,the correlation between various variables and the design model are studied.Furthermore,questionnaire was designed according to the research model,data collection was carried out,and a total of 333 valid questionnaires were collected.Reliability,validity analysis and hypothesis testing were carried out on the collected data through data analysis software such as SPSS25.0 and Amos24.Finally,the results of data analysis are discussed and summarized,and some management suggestions are given.Based on the results of data analysis and discussion,the conclusions of this thesis are as follow:(1)Job control takes a significant positive impact on job crafting behavior.(2)Feel responsibility for constructive change takes a positive mediating role between job control and job crafting behavior.(3)Role breadth selfefficacy takes a moderating role in the relationship between job control and feel responsibility for constructive change,the higher role breadth self-efficacy,the stronger fell responsibility for constructive change.(4)Role breadth self-efficacy moderates the mediating effect of feel responsibility for constructive in the relationship between job control and job crafting behavior.The role breadth selfefficacy stronger,the higher the mediating effect of feel responsibility between job control and job crafting behavior.At the same time,based on the above research conclusions,this study puts forward corresponding practical conclusions: at the organizational level,it is necessary to improve the work power distribution mechanism to improve employees’ job control,strengthen their feel responsibility for constructive change,and understand employees’ perception of their own abilities.At the individual level,employees need to have a clear perception of their own abilities at all times,so as to enable them to engage in appropriate work in the organization and achieve a win-win situation for both employees and the organization.