Xin Xun, Cai Wenjing, Gao Xueyuan, Liu Tingting
Business School, Southwest University of Political Science and Law, Chongqing, China.
Intellectual Property Research Institute, University of Science and Technology of China, Hefei, China.
Front Psychol. 2021 Oct 8;12:743828. doi: 10.3389/fpsyg.2021.743828. eCollection 2021.
Although studies have indicated the influences of job crafting on contemporary employees' working outcomes, the path from job crafting to turnover intention is still unexplored in depth. Drawing on goal facilitation theory, we delineate how job crafting relates to turnover intention through organizational instrumentality and is conditioned by inclusive leadership. We collected data from 218 employees from Chinese high-tech companies at two different time points by submitting survey questionnaires. The results indicated that employees' job crafting relates positively to their perception of organizational instrumentality and further results in decreased turnover intention. We also found that inclusive leadership not only positively moderates the path from job crafting to organizational instrumentality but also positively moderates the whole mediational relationship. Moreover, job crafting relates positively and directly to turnover intention-i.e., the more employees craft their jobs, the more likely they leave their organizations when we control the roles of organizational instrumentality and inclusive leadership. Finally, the theoretical and practical implications are also discussed.
尽管研究表明工作重塑对当代员工工作成果有影响，但工作重塑与离职意愿之间的路径仍未得到深入探索。基于目标促进理论，我们阐述了工作重塑如何通过组织工具性与离职意愿相关联，并受到包容性领导的调节。我们通过发放调查问卷，在两个不同时间点收集了来自中国高科技公司的218名员工的数据。结果表明，员工的工作重塑与他们对组织工具性的认知呈正相关，并进而导致离职意愿降低。我们还发现，包容性领导不仅正向调节工作重塑到组织工具性的路径，还正向调节整个中介关系。此外，工作重塑与离职意愿呈直接正相关——即当我们控制组织工具性和包容性领导的作用时，员工对工作进行重塑的程度越高，他们离开组织的可能性就越大。最后，我们还讨论了理论和实践意义。
