ISSN 1671-3710
CN 11-4766/R

• •    



  1. 中央财经大学
  • 收稿日期:2020-07-03 修回日期:2020-08-12 出版日期:2020-09-12 发布日期:2020-09-12
  • 通讯作者: 林琳
  • 基金资助:

Crafting for the Changing Workplace: A Dual Pathway Model of Job Crafting and Leisure Crafting Based on Self-Identity Theory

  1. Central University of Finance and Economics
  • Received:2020-07-03 Revised:2020-08-12 Online:2020-09-12 Published:2020-09-12

摘要: 工作并非一成不变。即使组织借助工作设计已设定好某一职位的工作内容和工作方式,员工也会出于维护积极自我形象、控制感和与人建立联结的核心需求而开展工作塑造——即主动调整对工作的认识,以及工作的任务和人际交往——从而获得自我价值感和意义感。尽管工作塑造的前因后效研究已较充分,但较少研究触及自我认同这一核心。鉴于此,本研究以自我认同理论为主线,探寻当个体面临重大外部挑战时,如何通过自我提升与自我防御两种机制应对环境变革,进而借助工作塑造及工余塑造完成自我认同的重构。通过4个研究探讨自我认同威胁作为自我防御机制,自我成长机会作为自我提升机制,揭示工作环境重大变革激发个体自我塑造行为的中介机制;基于压力应对的认知评价模型,探讨个体特征在初级评估阶段,组织情境特征在次级评价阶段的调节效应;开展现场干预研究,探讨结合自我建构进行工作塑造的效果。本项目将工作塑造和自我认同重新连结起来,构建了工作环境变革情境下个体自我塑造的双路径模型,有望对两个领域均有贡献。

关键词: 工作塑造, 工余塑造, 自我认同, 工作设计

Abstract: Job crafting refers to the self-initiated behaviors that employees take to shape, mold, and change their jobs. The motivation for job crafting arises from three individual needs which are needs for control, positive image, and connection at work. Surprisingly, although there are nearly 150 studies focusing on job crafting, few of them have investigated the critical role of self-identity. Based on the self-identity theory, this proposal first explores what challenges that individuals will confront when how work gets done has changed fundamentally. The author also articulates a research agenda which emphasizes the critical roles of self-enhancement and self-protection, two mechanisms through which individuals adopt to effectively manage those challenges so as to survive or thrive in this changing workplace. Foregrounding job crafting model, the current proposal articulates job crafting and leisure crafting as the dual process that are necessary for such surviving and thriving, and further examines the moderating effects of individual dispositions (e.g., regulatory focus, goal orientation, and work motivation) and the situational characteristic (e.g., situational strength and job autonomy). Furthermore, the author proposes an intervention design to cross-validate whether self-identity-based training is effective in fostering self crafting and bringing in positive outcomes.

Key words: job crafting, leisure crafting, self-identity, job design