Abstract
This study aims to examine the mediating effect of job crafting on the relationship between job autonomy and career commitment, as well as the moderating effect sense of calling has on job crafting and career commitment. The data for this three-wave study were collected from 350 R&D engineers at 25 high-tech companies in Guangdong Province, China. The PROCESS macro for SPSS was used to analyze the proposed hypotheses. The results revealed that (a) job crafting mediates the positive relationship between job autonomy and career commitment and (b) sense of calling moderates the indirect effect of job autonomy and career commitment through job crafting, such that the indirect effect is stronger in people with higher sense of calling than those with lower sense of calling. Theoretical and practical implications of the findings are discussed.
Highlights
Today’s volatile business environment brings challenges to both individuals and organizations across all industries
Before testing the mediation model, we specified the main effect of job autonomy on career commitment
To test the mediation hypothesis, a path analysis was used to examine whether job crafting mediated the relationship between job autonomy and career commitment and bootstrapping analysis was conducted to assess the significance of indirect effects (Shrout & Bolger, 2002)
Summary
Today’s volatile business environment brings challenges to both individuals and organizations across all industries. Globalization, advanced technology, organizational restructuring and pandemic all lead to more unstable and unpredictable workplace (Federici et al, 2019; Li et al, 2020) Both actual and potential costs from employee turnover impact performance but discourage workplace morale (Li et al, 2020; Lin, 2020). It is important for both employees and organizations to recognize the importance of meaningful work for long-term employment relationships and career management (Goulet & Singh, 2002).
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