Di Stefano Giovanni, Lo Piccolo Elena, Cicero Lavinia
Department of Psychology, Educational Science and Human Movement, University of Palermo, 90128 Palermo, Italy.
Department of Psychology "Renzo Canestrari", Alma Mater Studiorum, University of Bologna, 40126 Bologna, Italy.
Behav Sci (Basel). 2025 Jun 9;15(6):793. doi: 10.3390/bs15060793.
Job crafting-employees' proactive modification of their work-has gained attention as a potential stress management strategy. This study examined how job crafting dimensions moderate relationships between work conditions and stress perceptions. Integrating Effort-Reward Imbalance and Job Demands-Resources models, we tested whether three job crafting dimensions (increasing structural resources, social resources, and challenging demands) moderate the translation of factual work conditions into stress perceptions. Survey data from 376 Italian employees revealed that factual effort and reward indicators positively predicted their perceived counterparts. Contrary to expectations, increasing structural resources amplified rather than buffered the effort perception relationship, suggesting that certain crafting strategies may heighten rather than reduce awareness of work demands. As hypothesized, increasing social resources buffered the effort relationship and strengthened the reward relationship. Increasing challenging demands showed no significant moderating effects. These findings reveal that job crafting dimensions have differential rather than uniformly positive effects on stress perception processes. While social crafting appears consistently beneficial, structural crafting may have unintended consequences under certain conditions. Organizations should recognize that job crafting interventions require nuanced implementation. The study advances theory by demonstrating boundary conditions for job crafting effectiveness and challenging assumptions about its uniformly positive effects.
工作重塑——员工对自身工作的主动调整——作为一种潜在的压力管理策略已受到关注。本研究考察了工作重塑维度如何调节工作条件与压力感知之间的关系。整合努力-回报失衡模型和工作要求-资源模型，我们检验了三个工作重塑维度（增加结构资源、社会资源和挑战性要求）是否调节实际工作条件向压力感知的转化。来自376名意大利员工的调查数据显示，实际的努力和回报指标正向预测了他们所感知到的对应方面。与预期相反，增加结构资源放大而非缓冲了努力感知关系，这表明某些重塑策略可能会增强而非降低对工作要求的意识。正如所假设的，增加社会资源缓冲了努力关系并强化了回报关系。增加挑战性要求未显示出显著的调节作用。这些发现表明，工作重塑维度对压力感知过程具有不同而非一致的积极影响。虽然社交重塑似乎始终有益，但结构重塑在某些情况下可能会产生意想不到的后果。组织应认识到工作重塑干预需要细致入微的实施。该研究通过证明工作重塑有效性的边界条件并挑战其一致积极影响的假设，推进了理论发展。
