| Job design is the foundation for effective operation of the corporation.An adaptive job design may increase employee job satisfaction,which will enable them to complete challenging job demands and ultimately create conditions for achieving corporate strategic goals.Past job design is a top-down process that defines positions,responsibilities,roles,tasks,etc.in organizational design,or a process in which the superiors make adjustments or changes in their positions.However,the complexity of the environment and the diversification of tasks make the previous job design not meet the needs of employees,and the improvement of employee autonomy also motivates employees to rebuild their own work.In fact,employees’ bottom-up job crafting behaviors help to relieve stress and maintain physical and mental health,thereby achieving employee work goals and organizational strategic goals.Therefore,it is important for organizations and individuals to clarify the employee’s job crafting mechanism.At present,the JDC model has been used to propose that the impact of performance pressure on job crafting is regulated by work autonomy,but the support role of superiors has been ignored in previous studies.In addition,stress as a predictor of job crafting has been verified as a different state structure every day,but most research focuses on individual-level job crafting static research,and the daily job crafting research is relatively lacking.Therefore,this paper mainly uses the JDC model and its extension model and Conservation of Resources theory(COR theory)to explore the impact of perceived supervisor support and job autonomy on daily job crafting under daily performance pressure.It mainly includes the effect of daily performance pressure on job crafting,the moderating effect of job autonomy and perceived supervisor support on the impact,and the 3-way interactions between daily performance pressure,job autonomy and perceived superior support.In order to verify the hypothesis proposed in this paper,this paper uses the experience-sampling method to conduct a questionnaire survey of 125 employees from different industries,firstly conducting a background questionnaire survey,followed by a 10-day daily questionnaire survey,and finally obtaining 860 valid samples.Then,this paper uses SPSS21.0 for descriptive statistical analysis,reliability analysis,AMOS software for structural equation modeling,and HLM software for cross-level linear model analysis.The results show that there are significant positive correlations between daily performance pressures and daily job crafting(increasing the level of job resources,increasing the level of job demands and decreasing the level of job demands).Job autonomy does not significantly enhance the positive correlation between daily performance pressures and the three dimensions of job crafting(increasing the level of job resources,increasing the level of job demands and decreasing the level of job demands).Perceived supervisor support significantly enhance the positive correlation between employee performance pressures and increasing the level of job demands.Performance pressure,job autonomy and perceived supervisor support have a 3-way moderating effect on increasing the level of job demands and decreasing the level of job demands.The 3-way moderating effect on increasing the level of job resources is not significant.The results show that for employees with perceived supervisor support,job autonomy can significantly positively moderate positive correlations between employee performance pressures and increasing the level of job demands and decreasing the level of job demands.For employees who feel unsupported by their supervisors,positive moderating effect is weakened.However,for employees with perceived supervisor support,job autonomy does not significantly increase the positive correlation between performance pressure and increasing the level of job resources. |
