Gong Zhun, Ren Mengxuan, Sun Yingjie, Zhang Ziyi, Zhou Wen, Chen Xiaowei
Department of Psychology, School of Education Science, Qingdao University, Qingdao 266075, China.
Institute for Educational Measurement and Evaluation, Qingdao University, Qingdao 266075, China.
Behav Sci (Basel). 2024 Dec 24;15(1):4. doi: 10.3390/bs15010004.
In today's highly competitive and complex market environment, enhancing adaptability has become essential for the sustainable development of enterprises. Job crafting, an important strategy for strengthening a company's core competitiveness, has garnered increasing attention in recent years. However, previous studies have often overlooked its antecedent variables and mechanisms. This study draws on social exchange theory and equity theory to examine how procedural justice influences the cross-level pathways of job crafting. Hierarchical linear modeling (HLM) was employed to analyze data from 76 companies and 1049 employees. The results demonstrate that procedural justice significantly and positively impacts employee job crafting. Additionally, organizational psychological ownership mediates the relationship between procedural justice and job crafting at a cross-level, while high-performance work systems positively moderate the link between organizational psychological ownership and job crafting. These findings reveal a novel pathway for enhancing employee job crafting and offer practical insights for corporate management. Companies should focus on fostering an environment characterized by procedural justice and which promotes organizational psychological ownership to encourage job-crafting behaviors. Moreover, attention should be given to the effectiveness of organizational psychological ownership and to the moderating role of high-performance work systems in this process.
在当今竞争激烈且复杂的市场环境中，增强适应性已成为企业可持续发展的关键所在。工作重塑作为强化公司核心竞争力的一项重要策略，近年来受到了越来越多的关注。然而，以往的研究往往忽视了其前因变量和作用机制。本研究借鉴社会交换理论和公平理论，探讨程序公正如何影响工作重塑的跨层次路径。采用分层线性模型（HLM）对来自76家公司的1049名员工的数据进行分析。结果表明，程序公正对员工的工作重塑具有显著的正向影响。此外，组织心理所有权在跨层次上中介了程序公正与工作重塑之间的关系，而高绩效工作系统正向调节了组织心理所有权与工作重塑之间的联系。这些发现揭示了一条增强员工工作重塑的新路径，并为企业管理提供了切实可行的见解。公司应注重营造以程序公正为特征的环境，并促进组织心理所有权，以鼓励工作重塑行为。此外，应关注组织心理所有权的有效性以及高绩效工作系统在此过程中的调节作用。
