How and When Does Job Crafting Enhance Job Performance?

Abstract

Drawing on the ability–motivation–opportunity (AMO) model, we theorized and tested a moderated mediation model in which job crafting enhances role breadth self-efficacy (ability), intrinsic motivation (motivation), and experienced delegation (opportunity), all of which in turn affect work engagement and subsequent job performance. We also proposed that leader–member exchange (LMX) quality, as a social context, enhances the effects of job crafting on the AMO of employees. Results obtained using 759 employee–supervisor pairs from 79 sales groups indicated that job crafting leads to work engagement and job performance via role breadth self-efficacy and intrinsic motivation. In addition, LMX quality enhances the relationships between job crafting and role breadth self-efficacy, intrinsic motivation, and experienced delegation as well as the indirect effects that job crafting has on job performance via role breadth self-efficacy, intrinsic motivation, experienced delegation, and work engagement.