Abstract
This study has two primary purposes: (1) examining the structural relationships between organizational support, job crafting, work engagement, and adaptive performance, and (2) identifying a revolving relationship derived from these relationships. To that end, the research sampled 250 human resources professionals in companies with at least 300 employees in South Korea and employed structural equation modeling. The study’s findings showed that organizational support affects adaptive performance through job crafting and work engagement. In addition, job crafting and adaptive performance mediated the relationship between organizational support and work engagement. Lastly, revolving relationships existed among job crafting, work engagement, and adaptive performance. Our findings make a positive contribution to comprehending the role of adaptive performance in motivating individuals further to craft their jobs creatively. Moreover, it advances our understanding of the complexities of the revolving relationships among job crafting, work engagement, and adaptive performance.
Highlights
Modern organizations have embraced a world of increasing uncertainty and abrupt changes
This study examines the relationships between organizational support, job crafting, work engagement, and adaptive performance to address these demanding research needs
We examined the collected data set by employing structural equation modeling (SEM) with reliability, normality tests, common method bias (CMB), and correlations
Summary
Modern organizations have embraced a world of increasing uncertainty and abrupt changes As a result, their business environments are unstable and unpredictable [1]. Globalization, rapid technological advances, and aging trends further complicate today’s business environments. Amid such turmoil, an employee’s ability to be tactful while satisfying ever-changing business and customer needs has become a pivotal asset for an organization’s survival and success. The concern for organizations’ continuous survival has made their leaders increasingly pay attention to making them sustainable. Such corporations positively affect society in terms of economic, environmental, and human aspects [2,3]. Little research has sought to identify the core attributes and characteristics of adaptive performance and what organizational variables influence an employee’s adaptability and performance in business settings
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