The Influence Of Transformational Leadership On Job Crafting

At present,China is fully promoting the three major reforms of economic development,for enterprises this is a complex environment where "opportunities" and"threats" coexist.Development needs innovation as a driving force and innovation depends on talents.When more and more enterprises conduct business or adjust organizational structure,whether employees can keep up with the pace of corporate strategy and actively craft their job has become a hot topic of concern for enterprise managers and researchers.Recent studies have found that not all job crafting behaviors have positive work effects,and that there are differences in job crafting behaviors under the influence of transformational leadership.Based on Social Exchange Theory and Conservation of Resources Theory,this study uses questionnaire research in Chinese social context to explore the influence of transformational leadership on the work crafting(promotion-focused and prevention-focused).Study 1 explored the impact of transformational leadership on job crafting,and collected a total of 153 valid questionnaires from full-time employees.The results show that transformational leadership is significantly positively correlated with job crafting.Study 2 proposes psychological contract and job-based psychological ownership as mediating variables and self-monitoring as moderating variables,and deeply explores the dynamic relationship between transformational leadership and job crafting.A total of 396 valid questionnaires were collected,and SPSS26.0 and AMOS24.0 were used for data analysis to empirically test the research hypotheses.The results show that:(1)Transformational leadership positively affects employees’ job crafting behavior,and the impact of transformational leadership on promotion-focused job crafting is greater than prevention-focused job crafting.(2)The psychological contract mediates between transformational leadership and promotion-focused job crafting.(3)Job-based psychological ownership mediates between transformational leadership and promotion-focused job crafting.(4)Psychological contract positively affects job-based psychological ownership,and psychological contract and psychological ownership at work play a chain mediating role between transformational leadership and promotion-focused job crafting.(5)Self-monitoring negatively moderates the relationship between transformational leadership and promotion-focused job crafting.(6)Self-monitoring negatively moderates the relationship between transformational leadership and job-based psychological ownership.(7)Self-monitoring negatively moderates the mediating role of job-based psychological ownership between transformational leadership and job crafting.That is,the higher the level of self-monitoring,the weaker the mediating role of work psychological ownership.Finally,this study explains the theoretical significance of the results and their implications for management,and puts forward future prospects based on the limitations of the research.