International Open Access Journal Platform

工作重塑对工作投入与离职倾向影响的实证研究

An Empirical Study on the Effects of Job Crafting on Job Involvement and Turnover Intention

Frontiers of Management / 2021,3(3): 183-197 / 2021-07-27 1473 1192

View Download PDF

• Authors: 董甜甜¹ 文俊² 康明珠³ 何淋³
• Information:

  1．四川旅游学院 希尔顿酒店管理学院，成都；
  2．中海地产郑州公司 人力资源部，郑州；
  3．重庆工商大学 工商管理学院，重庆

• Keywords:
  Job crafting; Job involvement; Turnover intention; Calling
  工作重塑; 工作投入; 离职倾向; 呼唤
• Abstract: Job involvement is a cognitive state of perfect and positive emotions related to work, and is an important indicator affecting individual performance; turnover intention as the opposite of job involvement is the most effectivepredictor of turnover behavior; organization wants to achieve organizational performance to improve, it is necessary to increase the individual’s work commitment and reduce the turnover intention. Job crafting as a kind of employee’s spontaneous behavior is beneficial to the individual to obtain the meaning of work, reconstruct the employee’s identity, and then improve the individual’s job involvement and reduce the turnover intention. Previous studies have mainly explored the impact of job crafting on positive outcomes, and few studies have discussed the relationship between job remodeling and negative outcomes. Therefore, from the perspective of job crafting, this paper discusses the impact of job crafting on positive outcome (job involvement) and negative result(turnover intention)and the mediating role of calling in it; and using SPSS for data processing analysis; the research hypothesis is tested and management recommendations are presented based on the research findings. The conclusions of the research obtained in this paper are as follows: (1) Job crafting has a positive impact on job involvement. (2) Job crafting has a negative impact on turnover intentions. (3) Job crafting has a positive impact on the calling. (4) Calling mediation between job crafting and job involvement，turnover intention. 工作投入是一种与工作相关的完满、积极的情绪的认知状态，是影响个体绩效的重要指标；离职倾向作为工作投入的对立面，是离职行为的最有效的预测指标；组织想实现组织绩效的提高，就必须提高个体的工作投入度和降低离职倾向。工作重塑作为一种员工的自发性行为，有利于个体获得工作意义，重构员工身份，以往研究表明工作重塑对正向的工作状态和结果有显著的促进作用，但鲜有研究讨论工作重塑是否对于负向的工作状态和结果具有缓解作用，及其作用机制。因此，本文从工作重塑的视角出发，探讨工作重塑对正向结果（工作投入）和负向结果（离职倾向）的影响以及呼唤在其中的中介作用，并采用SPSS进行数据处理分析，对本文的研究假设进行检验，并根据研究结论提出管理建议。本文得出的研究结论如下：（1）工作重塑对工作投入有着正向影响。（2）工作重塑对离职倾向有着负向影响。（3）工作重塑对呼唤有着正向影响。（3）呼唤在工作重塑和工作投入、离职倾向之间起到中介作用。
• DOI: https://doi.org/10.35534/fm.0303015
• Cite: 董甜甜，文俊，康明珠，等．工作重塑对工作投入与离职倾向影响的实证研究［J］．管理前沿，2021，3（3）：183-197．