Yang Zheng, Liu Pingqing, Cui Zunkang
School of Management and Economics, Beijing Institute of Technology, Beijing, China.
Front Psychol. 2021 Dec 15;12:748747. doi: 10.3389/fpsyg.2021.748747. eCollection 2021.
While argued to be fostering creativity, the effect of job crafting on creativity often turned out to be less effective than expected. The reason is that most existing studies focused on the top-down job design interventions. We proposed an elaborated theoretical model to explain the influence of strengths-based job crafting (SJC) on employee creativity (EC). Specifically, we examined the mediating effect of job self-efficacy (JSE) and the moderating effect of workplace status (WP) based on self-affirmation theory. A sample of 480 employees and their supervisors completed a battery of questionnaires. The results revealed that strengths-based job crafting was positively related to employee creativity, with job self-efficacy acting as a mediator for this relationship. Workplace status moderated both the direct and the indirect effects of job self-efficacy. For employees with a higher workplace status, strengths-based job crafting may generate more forces to promote employee creativity. The results suggest that strengths-based job crafting and workplace status can inspire employee creativity through a self-affirmation process.
尽管有人认为工作重塑能促进创造力，但工作重塑对创造力的影响往往不如预期有效。原因在于，大多数现有研究都集中在自上而下的工作设计干预措施上。我们提出了一个详细的理论模型来解释基于优势的工作重塑（SJC）对员工创造力（EC）的影响。具体而言，我们基于自我肯定理论，考察了工作自我效能感（JSE）的中介作用和工作场所地位（WP）的调节作用。480名员工及其主管组成的样本完成了一系列问卷调查。结果显示，基于优势的工作重塑与员工创造力呈正相关，工作自我效能感在这一关系中起中介作用。工作场所地位调节了工作自我效能感的直接和间接效应。对于工作场所地位较高的员工，基于优势的工作重塑可能会产生更多促进员工创造力的力量。研究结果表明，基于优势的工作重塑和工作场所地位可以通过自我肯定过程激发员工创造力。
