Hulshof Inge L, Demerouti Evangelia, Le Blanc Pascale M
Human Performance Management Group, Eindhoven University of Technology, Eindhoven, Netherlands.
Front Psychol. 2020 Jan 28;11:87. doi: 10.3389/fpsyg.2020.00087. eCollection 2020.
By means of a quasi-experimental study, the effects of a tailor-made job crafting intervention for employees of a Dutch unemployment agency were evaluated. The intervention was designed to prevent a decrease in employee empowerment, work engagement and employee performance (i.e., the provision of services) due to organizational changes. Seventy-four employees received a 1-day training in which they set four job crafting goals for the subsequent weeks. After 6 weeks a reflection session was organized. Repeated measures ANOVA's showed that the intervention prevented a decrease in employees' feelings of empowerment. Furthermore, pre-post comparison tests showed that the control group ( = 89) experienced a significant decrease in work engagement, whereas the intervention group did not. Results showed no effect on customer-rated employee service quality. However, 1 year after the intervention, customer ratings of employee service quality were significantly higher for the intervention group compared to the control group. Although further research is needed, our results demonstrate that a job crafting intervention may be a promising tool to combat a decline in employee empowerment and work engagement during times of organizational change.
通过一项准实验研究，评估了为荷兰一家失业机构员工量身定制的工作重塑干预措施的效果。该干预措施旨在防止因组织变革导致员工赋权、工作投入和员工绩效（即服务提供）下降。74名员工接受了为期1天的培训，在培训中他们为接下来的几周设定了四个工作重塑目标。6周后组织了一次反思会议。重复测量方差分析表明，该干预措施防止了员工赋权感的下降。此外，前后比较测试表明，对照组（n = 89）的工作投入显著下降，而干预组没有。结果显示对客户评价的员工服务质量没有影响。然而，在干预1年后，与对照组相比，干预组的客户对员工服务质量的评价显著更高。尽管还需要进一步研究，但我们的结果表明，工作重塑干预可能是应对组织变革期间员工赋权和工作投入下降的一种有前景的工具。
