The Study On The Relationship Among Job Crafting,Work Engagement And Job Performance

Job design has been of great practical significance.to management in organizations. On general, job design describes how jobs, tasks, and roles are structured, formulated and modified; meanwhile, what the impacts of these are on the individual, group, and organizational performance. A well designed job may inspire employees to surpass challenges and personally grow, then may lead to increase employee well-being and set stage for organization thriving.Increasing uncertainty and complexity in circumstances makes job design more and more difficult, which also forces managers to concern proactive behavior of employees. Based on reviewing of job design, researchers come up with a new model of individual job redesign, job crafting. As job crafting is a new trend of the study and plays a significant role in organizations, it has been a new focus in researches on organizational behavior and management.The thesis analyzes the relationship between job crafting and job performance, taking work engagement as mediating variable and controlling the effect from demographic variables, such as age and work experience. The object of this study is employees from foreign-funded information services in Dalian. In order to analyze the relation among job crafting, work engagement, and job performance, the study collects data through questionnaires and does statistical analysis with SPSS16.0.This is a deductive hypotheses testing study. Firstly, the thesis outlines background, significance and method of the research. Secondly, researches on job crafting, work engagement, and work performance are summarized. Based on those theories, the thesis comes up with hypotheses, which guides the study design and scale selecting. Then, the thesis tests hypotheses with statistical analysis, including validity and correlation analysis, reliability analysis, and regression analysis. Finally, according to findings, the thesis comes to the conclusion, management suggestions, and points out limitations.The main conclusions of this thesis may be threefold. First, the condition on job crafting, work engagement, job performance is above the average level; what is more, the four dimensions of job crafting are fairly high as well. Second, there are significant positive correlations between dimensions of job crafting and job performance; the results showed that the dimensions increasing structural and social job resources and increasing challenging job demands correlated significantly with job performance; the dimension decreasing hindering demands correlated does not predicts correlation to job performance. Third, work engagement plays a part mediating role between job crafting dimensions and job performance.The thesis has some innovations. First, emphasizing proactive of employees, job crafting provides a down-top perspective to organizational management. Job crafting relates many factors in human resources management, such as proactive personality, career management, person-environment fit. Meanwhile, job crafting may predicts sense of work, organization commitment, job satisfaction, and job performance. Furthermore, compared with foreign scholars who have done successful researches on job crafting, Chinese scholars are now at the starting point, especially on empirical research. The application of previous empirical research in China is very limited, because the object is college teachers. Aiming to improve practical applicability of theories on job crafting, the study takes employees from foreign-funded information services in Dalian as research object to find the relation among job crafting, work engagement, and job performance. Hopefully, the study will complement empirical research on job crafting in China.There are several limitations of this study on scale selecting, samples and so on. The further studies may pay attention to testing of job crafting scale, broadening samples, and potential negative effect of job crafting.