The Effects Of Job Crafting On Job Performance

With the rapid development of Internet technology and digital economy,work has become highly fuzzy,dynamic and decentralized,making employees participate in the organization’s job design from the bottom up to promote the improvement of job performance.As the most advanced theory of job design,job crafting has become an important factor affecting job performance.Scholars have generally recognized that job crafting can produce a positive comprehensive effect on job performance,but there are still large differences in the impact of specific job crafting dimensions on job performance,and the research is relatively insufficient.In fact,there is no agreement among the dimensions of job crafting,especially the effect of reducing demands on job performance.At the same time,in order to achieve business objectives,the enterprise needs to encourage employees to craft the existing job requirements and job boundaries in different positions to fit the diversified demands and preferences of employees,so as to achieve a higher degree of fit between employees and jobs,so as to maintain good business performance of the enterprise.Job crafting,however,is a kind of contextual activity,only work to craft into context,to achieve different levels and forms of job crafting,job autonomy is a kind of typical task context,give employee independence to determine the ability of task context,can affect the relationship between job crafting and job performance.Therefore,based on the person-environment fit theory and so on,the research explores whether there are differences in the effect of employee job crafting on job performance and the role of person-job fit in the mechanism of job crafting.At the same time,it is considered whether the effect of job crafting on job performance is different in different job autonomy,that is,the direct effect of job crafting on job performance,the mediating effect of person-job fit between them,and the moderating effect of job autonomy on the relationship between them.The research mainly includes the following aspects:(1)Based on the existing research,this paper divides job crafting into seeking resources,seeking challenges and reducing demands,and explores the effect of these on job performance.The empirical results show that: seeking resources and seeking challenges are positively correlated with job performance,while reducing demands is negatively correlated with job performance,that is,seeking resources and seeking challenges will promote the improvement of performance,while reducing demands will lead to the decline of job performance.Similarly,seeking resources and seeking challenges are positively correlated with person-job fit,while reducing demands are negatively correlated with person-job fit.Compared with the positive effect of seeking resources on job performance and person-job fit,the positive effect of seeking challenges on job performance and person-job fit is stronger.(2)Combining the person-environment fit theory,this paper discusses the mediating effect of person-job fit in the process of job crafting on job performance.The empirical results show that person-job fit is an important mediating variable for job crafting to affect job performance,and the mediating effect is also different in different paths.Among them,person-job fit has the strongest mediating effect between seeking challenges and job performance,while the mediating effect between reducing demands and job performance is negative.(3)This paper also discusses the moderating role of job autonomy in the relationship between job crafting and job performance.Job crafting is a kind of contextual activity,which is influenced by the task context--job autonomy.The empirical test shows that job autonomy has a moderating effect on the relationship between seeking resources and reducing demands with job performance,but has no significant moderating effect on the relationship between seeking challenges and job performance.That is to say,job autonomy enhances the positive effect of seeking resources on job performance,while also alleviates the negative effect of reducing demands on job performance.The conclusion of this study for the enterprises and managers also has a certain reference role: first,the enterprise should constantly optimize the allocation of resources,intervene the job crafting,motivate employees self-management consciousness,and the corresponding plan,to ensure employees seeking challenges remain in a reasonable range;Second,improve the system and provide necessary supervision and guidance to employees in the process of job crafting,and decrease inefficient reducing demands;Thirdly,the cultural environment of the enterprise should be optimized,and employees should be given necessary authorization to ensure that they can remodel their work flexibly and autonomously.Fourth,strengthen the selection of employees in the recruitment and other links,and guide employees to engage in the job crafting behavior consistent with the enterprise’s goals.In addition,this study also has certain limitations,such as the distribution and collection of questionnaires need to be further improved,and the interaction effect among various dimensions of job crafting is not considered.Of course,there are also many problems in the field of job crafting waiting for further exploration,especially the integration of the theoretical system of job crafting and whether there will be a dark side still waiting for in-depth exploration and thinking.