| Summary: | 碩士 === 國立彰化師範大學 === 人力資源管理研究所 === 107 === Orientation: In general, Employees have their own thinking in their job tasks. They want some influences in their job design by themselves. Recently, job crafting that is regarded as one kind of job redesign is advanced by scholars. In contrast to traditional job design, job crafting has more thinking in individual employees and that seem to have more influences on organization outcomes.
Research purpose: The study was an attempt to figure out the antecedents and consequences of job crafting construct. And how employees shape their job content in the process of job crafting, how job demands and job resources are related to job crafting, and how it, in turn, is related to job performance in the whole shaping procedure. Additionally, to explore how self-efficacy play a moderating role in influencing the mediating process with a moderated mediation model.
Main findings: Samples were collected from 339 employees in different industries. The paper finds job crafting could mediate the relation between JD-R Model and job performance. Furthermore, self-efficacy could moderate the indirect effect of the JD-R model on job performance.
Managerial implications: Job crafting may be a great strategy for employees to improve their job motivation and positive organizational outcomes. Organizations could build up a proper working environment to encourage employees to exert more influence on their job condition. Self-efficacy belief of employees could be the determinant to strengthen the mediation effect of job crafting.
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