Industrial Engineering and Innovation Science, Eindhoven University of Technology, 5600 MB Eindhoven, The Netherlands.
Social, Health and Organizational Psychology, Utrecht University, 3584 CS Utrecht, The Netherlands.
Int J Environ Res Public Health. 2020 Oct 30;17(21):8016. doi: 10.3390/ijerph17218016.
Despite the considerable focus on job characteristics and individual differences in job crafting research, the influence of social factors on job crafting has not been well-acknowledged. Based on social interaction and job crafting literature, this meta-analysis estimates the associations between social factors (i.e., organizational insiders and outsiders) and job crafting, and how these social factors contribute to employee outcomes through their job crafting. Based on a sample of 51 empirical studies that included 54 independent samples (N = 17,863), we found that social factors of positive leadership styles (e.g., empowering and transformational) and coworker support were positively related to employee job crafting. Moreover, leadership showed a stronger correlation with employee job crafting than coworker support and Leader-Member-Exchange (LMX). Further, our study showed that employee job crafting positively mediates the relationships between social factors and work outcomes (e.g., job performance and well-being). Our study contributes to job crafting literature by integrating social factors into the job crafting model and demonstrating that the social context of work (in particular organizational insiders) plays a crucial role in shaping employees' job crafting behavior. We also emphasize the critical role that job crafting plays in transmitting valuable social resources into improved work outcomes. Building on our results, we provide future direction for job crafting research and discuss how our results can imply practice in terms of job crafting training.
尽管在工作重塑研究中，人们对工作特征和个体差异给予了相当大的关注，但社会因素对工作重塑的影响尚未得到充分认可。基于社会互动和工作重塑文献，本元分析估计了社会因素（即组织内部人员和外部人员）与工作重塑之间的关联，以及这些社会因素如何通过工作重塑对员工结果产生影响。本研究基于包括 54 个独立样本（N=17863）的 51 项实证研究的样本，发现积极的领导风格（如授权和变革）和同事支持等社会因素与员工工作重塑呈正相关。此外，领导与员工工作重塑的相关性强于同事支持和领导-成员交换（LMX）。进一步的，我们的研究表明，员工工作重塑积极地调节社会因素与工作结果（如工作绩效和幸福感）之间的关系。本研究通过将社会因素纳入工作重塑模型，证明工作的社会环境（特别是组织内部人员）在塑造员工的工作重塑行为方面起着至关重要的作用，从而为工作重塑文献做出了贡献。我们还强调了工作重塑在将有价值的社会资源转化为改善工作结果方面的关键作用。基于我们的研究结果，我们为工作重塑研究提供了未来的方向，并讨论了我们的结果如何在工作重塑培训方面对实践产生影响。
