The Relationship Between Workers' Job Crafting And Their Task Performance

As an important part of job performance,employee's task performance is critical to the improvement of corporate competitiveness.Changing job characteristics through job design is one of the effective ways to improve task performance.Therefore,in the actual organization management,work design has always occupied an important position.In today's rapidly changing environment,the challenges of traditional work design are also increasing.In this context,the concept of job crafting is proposed.Job crafting is an activity in which employees actively correct work content and relationships,redefine work environment,and obtain work meaning through a bottom-up approach.As a new academic development direction,job crafting has quickly become the focus of management and organizational behavior research.,and shows its importance in organizational management practices.At the same time,perceived organization support as a feature of an organization's effective intervention can promote employee recognition and integration of the organization,allowing employees to work with higher enthusiasm,and has profound practical significance for organizational management optimization.Based on the collation and review of existing literature,this study constructs a three-dimensional structural job crafting(task crafting,cognitive crafting,relationship crafting)to influence the task performance of the adjusted mediation effect model under the overall perspective of the job characteristics model and the social exchange theory,including the intermediary role of job engagement and the regulatory role of perceived organization support.In this study,the questionnaire survey method was used for data collection.Through the use of SPSS and AMOS software to analyze the valid questionnaires filled out by 247 workers,the results show that employee's task crafting,cognitive crafting,and relationship crafting all positively affect task performance.Employee's task crafting,cognitive crafting,and relationship crafting all positively affect job engagement.The job engagement part of the intermediate the positive relationship between the independent variable of task crafting,relationship crafting and the dependent variable of task performance.The job engagement completely intervening the positive relationship between the independent variable of cognition crafting and the dependent variable of task performance.The perceived organization support has a significant positive adjustment effect on the relationship between independent variable of task crafting,cognitive crafting,relationship crafting and mediator variable of job engagement.The significance of this research mainly includes two aspects: theoretical significance and practical significance:(1)This study introduces job engagement as a mediator variable,perceived organization support as a regulatory variable,and explores the relationship between job crafting's dimensions,job performance,job engagement and perceived organizational support.On the one hand,by confirming the mediating role of work input,this can help us better understand the impact mechanism of job crafting on task performance,and deepen the research on the impact of job crafting on task performance.On the other hand,by demonstrating the regulatory role of perceived organizational support,this can better help us understand the buffer mechanism between job crafting and job engagement,and clarify the boundary adjustment effect between job crafting and job engagement.(2)The analysis process and analysis results of this study will provide corresponding guiding significance for actual management.First,the organization should encourage and guide employees to reshape their behavior,give employees appropriate freedom and authority,and guide the crafting behavior of employees so that the purpose of employee crafting is consistent with the company's interests.Second,the organization should provide employees with comprehensive organizational support,so that employees feel the care,support and value recognition from the organization.Finally,the organization should optimize the recruitment and training process.Not only should we focus more on the candidates with active personality in the recruitment process,but also focus on training employees' initiative after the employees enter the organization,and guide employees to rebuid their work.