The Relationship Between Calling And Job Crating On Post-90s Employees'

With the rapid changes in social,the form of organizational,communication and working methods have changed dramatically,organizations pay more and more attention to employee's subjective initiative.The uncertainty of Post-90 s employees' career selection and the high degree of employment instability have become major problems for the company's current management.Post-90 s employees' pursue self-worth,with high innovation and initiative awareness,career choices are interest-oriented.Therefore,taking full account of the Post-90 s employees' rights and work needs,stimulate their initiative has become compelling.Job crafting is an employee's initiative behavior that adjust their work tasks,work resources and employee relationships,is an important way for employees to exert subjective initiative.Calling is individual's identity,feel interesting,meaningful professional pursuit.Unanswered Calling will bring dissatisfaction,sabotage and other negative emotions in the short time,while will lead to the phenomenon of leaving in the long-term.The distinctive features of initiative,creativity,job selection is guided by career interests of the “post-90s” group are precisely the necessary characteristics for researching Calling and Job crafting behavior.Therefore,based on the post-90 s employees,this paper explores the role of Calling in reshaping Job crafting based on the Job crafting model and Self-Determination theory,explores the way to improve employees' Job crafting.This article is carried out from the following aspects: Through consulting and analyzing the literature,building the essay framework of the essay,selecting the maturity scale,delete unreasonable items after the pre-survey,and obtaining the formal questionnaire.Issued formal questionnaires,analyze the collected 409 valid questionnaires by using SPSS19.0 and Lisrel17.0 software,gaspe the status of Calling and Job crafting of post-90 s employees.Reaearch the internal mechanism of Calling,Work engagement ?Self-efficacy and Job crafting.Correlation analysis was used to verify the relationship between the four variables and the causal relationship between the various dimensions.The variance analysis of the demographic variables of the sample data found that all demographic variables have a significant impact on Calling,Work engagement ?Self-efficacy and Job crafting,demographic variables need controlled.Through correlation analysis,we found that all the variables are significantly related to each other.Through regression analysis,it is found that Calling has a significant positive correlation with Job crafting.Work engagement plays a part of intermediary role between Calling and Job crafting,and Self-efficacy plays a negative regulatory role between Calling and Work engagement.Based on the above conclusions,some relevant management practices are recommended:1?Individuals should pay attention to match between existing occupation and calling occupation.2?Focusing on the assessment of self-efficacy during the recruiting.3?Organizing recruitment should pay attention to the Calling Tendency of employees and the matching degree between employees' Calling and recruitment Positions.4?Creating a relaxed organizational environment helps employees reshape their work activities.