Abstract
Job crafting, as a proactive behavior, is becoming a hot topic in the field of organizational behavior. Based on the self-determination theory, this paper explored the influence mechanism of developmental feedback on employee job crafting (seeking resources, seeking challenges and reducing demands) and tested the mediating role of learning goal orientation in this relationship through a questionnaire survey of 305 employees. The results show that developmental feedback is positively related to expansion job crafting (seeking resources, seeking challenges), and is significantly negatively correlated with contraction job crafting (reducing demands); the learning goal orientation partially mediates the relationship between developmental feedback and expansion job crafting (seeking resources, seeking challenges), and fully mediates the relationship between developmental feedback and contraction job crafting (reducing demands). Finally, the implications and limitations of this empirical study are discussed.
Highlights
With the globalization of economy and the in-depth development of information technology, the speed of innovation and transformation of enterprises is accelerating, and the competition among enterprises is intensifying
The results show that developmental feedback is positively related to expansion job crafting, and is significantly negatively correlated with contraction job crafting; the learning goal orientation partially mediates the relationship between developmental feedback and expansion job crafting, and fully mediates the relationship between developmental feedback and contraction job crafting
This paper examined how developmental feedback stimulates employee job crafting via increasing employee learning goal orientation
Summary
With the globalization of economy and the in-depth development of information technology, the speed of innovation and transformation of enterprises is accelerating, and the competition among enterprises is intensifying. Employees are satisfied with getting money through work to ensure the basic needs of life, but more importantly, they expect to combine personal abilities and interests with their jobs, and give full play to their skills and advantages to achieve self-value. In this context, a new research perspective has emerged in the field of organizational behavior—job crafting. A large number of empirical studies indicated that job crafting contributes to individuals and organizations, such as improving organizational commitment, job performance, job satisfaction, work engagement, reducing turnover intention [2]-[7]. It is of great theoretical and practical significance to understand the influencing factors of job crafting
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