The Effects Of Job Crafting On Work Engagement

In the Internet age of economic and technological globalization,with the intensification of external competition and the increase of uncertainty,definition of employees' work gradually shows the characteristics of broadening and flexibility.At the same time,employees desire more options and autonomy,pursuit fun,self-growth and value achieving in their work,and are no longer satisfied with completing only tasks of the higher assignments.Organizational response to external challenges and needs of innovation must rely on excellent talents,thus motivating employees to work motivation,becomes the focus and difficulty of management,but also by the theoretical attention.At present,scholars gradually turn the research focus from the managers to the individual employees,with positive value as guide,pay attention to their bottom-up initiative,put forward a new perspective of job crafting.However,research on job crafting and employee behavior is still limited,it stays in its analysis of the concept definition and qualitative levels.Although previous research have shown job crafting enhances employees' well-being,job performance and work engagement,the impact of path is still unclear.Secondly,there are different dimensions of job crafting,whether different ways of job crafting impact employees behavior in the same way?Based on the job demand-resource model and social exchange theory,this paper explores the relationship between job crafting and work engagement on the basis of existing literature,and introduces career growth as mediator and perceived organizational support as moderator,drawing on mature scale questionnaire and then use SPSS22.0 empirical analysis to validate the relevant assumptions.The research shows that different ways of job crafting have a positive effect on improving work engagement,and also confirmed career growth as mediator and perceived organizational support as moderator.Further discoveries: first,increasing social job resources,decreasing hindering job demands import career growth and then work engagement,and increasing structural job resources,increasing challenging job demands partly affects work engagement directly and partly through career growth;second,perceived organizational support strengthens increasing structural job resources,increasing social job resources,increasing the challenging job demands to impact work engagement,but has no effect on the relationship of decreasing hindering job demands and work engagement.The results of this comparison show that,in order to improve employees' work engagement,organization should support employee job crafting behavior,provide autonomy and space for employees to adjust their job resources and job demands,while improving employees' perceived organizational support.Finally,this paper makes a further analysis and discussion on these findings,and puts forward effective management suggestions from three aspects: guiding employees' job crafting,helping employees' career growth and providing organizational support to promote the work of employees,which help to create a quick response to change.