Compared with the traditional top-down management model, job crafting is a proactive behavior of employees, which is an important behavioral manifestation of employees' initiative and potential value. So job crafting has very important management value. This research aims to explore the driving mechanism of organizational environment on job crafting.Based on social exchange theory, research 1 explores the driving mechanism of organizational justice on job crafting among knowledge workers, and examines the role played by psychological ownership and organizational trust in the relationship between organizational justice and job crafting. Based on the valid sample data of 316 knowledge workers, using structural equation modeling and Bootstrap methods, the results found that the organizational justice has a significant positive effect on the job crafing of knowledge workers, psychological ownership and organizational trust play a chain mediating role, and the separate mediating effect of psychological ownership is higher than that of organizational trust.Research 2 examines job crafting up to the team level, explores the mechanism of team job crafting on individual job crafting, and investigates the mediating role of person-group fit between team job crafting and individual job crafting. It explores whether there are differences in the effects of team job crafting on individual-team job under different levels of inclusive leadership. It also explores whether inclusive leadership moderates the mediating effect of person-group fit. Research 2 is a cross-level moderated mediation model, so the sample involves 77 team samples and 330 individual samples. The results of the cross-level analysis indicated that team job crafting further influences individual job crafting through its effect on person-group fit. Inclusive leadership plays a moderating role in the effect of team job crafting on individual-team matching and also plays a moderating role in the mediating effect of perong-group fit.Both research 1 and research 2 explore the organizational environmental factors that influence job carfting and discuss their mediating mechanisms and boundary conditions, which provide important theoretical guidance for intervene in employees' engagement in job crafting.
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