Family is considered to be an important component of the individual's self. Extant research of work-family interface adopts a resource-based view and argue that family-work enrichment exists when individual’s family is resource-providing for his/her work, while family-work conflict emerges when the family is resource-depleting. Differently from that have recently suggested a third pathway—the motivational pathway, and argue that family is also an important source of work motivation. They propose the construct of family motivation and show that employees with high family motivation have a stronger feeling of energy and vitality at work. Extending the motivational view, the current study aims to explore the mechanism through which family motivation boosts work vitality. Authors posit that family motivation enhances employees’ work engagement through the mediating effect of job crafting. Furthermore, they hypothesize a chain mediation model in which dimensions of job crafting links family motivation to work engagement.Based on the model of job crafting, we collected survey data from salespeople in a medium-sized pharmaceutical company located in China. We employed the hierarchical regression to test all the hypotheses, coupled with PROCESS procedure and bootstrapping technique to test the chain mediation effect. Results indicated that: (1) family motivation was positively related to employees’ work engagement; (2) family motivation was positively associated with all three dimensions of job crafting; (3) the chain mediating effect of cognitive crafting à relational crafting was supported in linking family motivation to work engagement, while the chain mediating effect of cognitive crafting à task crafting was not. Therefore, the current study provided the evidence for the mediating role of job crafting between family motivation and work engagement. And employees with high family motivation reconstruct their views on work at the cognitive level, and then perform relational crafting to improve their work engagement. This study had three major contributions. First, the study further reveals the internal mechanism of family motivation affecting employees’ work vitality. Second, the study provides a new perspective for research related to job crafting, that is, in addition to meeting their own needs, benefiting their families can also drive employees to crafting their job. Third, the study provided that the three dimensions of job crafting are not independent of each other, but rather a mutually influential relationship.
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