Research On The Impact Mechanism Of Job Remodeling On Employee Performance Based On The Series Intermediary Model

As the environmental uncertainty and complexity increase,it becomes increasingly difficult for organizations to design normative job descriptions that are applicable to all employees,and it is increasingly desirable for employees to be able to make proactive adjustments to their work.At the same time,as the level of individual needs increases,the job is no longer a simple means of pursuing physiological/safety needs,and more becomes a self-fulfilling process.So changes in the organizational environment and the level of individual needs make employees aware that they need to actively adjust their work to meet their own and job needs.And this kind of initiative adjustment made by employees on job is the job crafting.Job crafting is an employee-independent 、 bottom-up behavior that changes the boundaries of job,including tasks,relationships,and cognition aspects.It is regarded as an employee’s active “job redesign” approach,which has a positive impact on employee’s job well-being,job meaningfulness,job engagement,and especially the employee’s job performance.Most of the existing researches are based on the job demands-resources model to analyze the impact of job crafting has on employee’s job performance and most of the focus is on the job attitudes and emotions,ignoring the initial variable—person-job fit brought about by job crafting.Therefore,based on the original intention of job crafting,this paper explores its impact on employee’s job performance from the three-dimensional structure of job crafting based on self-determination theory and job demands-resources model,and explores the impact of job crafting on employee’ s job performance by constructing a chain-mediation model.According to this,this paper introduces two mediators of person-job fit and job satisfaction based on self-determination theory and job demands-resources model.By establishing a chain-mediation effect model,after control the relative demographic variables,we analyze the effect of chain-mediation mechanism in the relationship between job crafting and employee’s job performance.Firstly,this paper uses the literature induction analysis method to sort out the definition,dimensions and measurement methods of job crafting,person-job fit,job satisfaction and employee’ job performance,and summarizes the previous literature on the relationship between variables and proposed research.Assuming that a theoretical research model is constructed on this basis.Secondly,the questionnaire survey method was used for empirical analysis,and 285 two-stage follow-up survey matching effective data werecollected.Subsequently,we use SPSS22.0 and Lisrel8.7 to establish a structural equation model to test the hypotheses proposed.The following research results are obtained:(1)There is a significant positive relationship between job crafting and employee’s job performance,that is,the higher the level of employee’s job crafting,the higher the job performance they obtained;(2)job crafting has a significant positive impact on person-job fit;(3)there is a positive relationship between job crafting and job satisfaction;(4)person-job fit has a partial mediation between job crafting and job satisfaction;and there is a partial mediation between job crafting and job performance;(5)job satisfaction has a partial mediation between person-job fit and job performance;(6)there is a chain-mediation mechanism between job crafting and job performance,that is,job crafting has a positive impact on job performance through chain-mediation mechanism of person-job fit and job satisfaction.