【摘要】 工作重塑是指员工通过自己对工作进行重新建构进而获得工作认同以及工作角色的过程,其核心目的是员工对其工作进行再设计以获得较高的工作意义感、工作投入以及工作满意度等。在系统梳理有关工作重塑的理论与实证研究文献的基础上,从工作重塑的概念解读、工作重塑的方法、工作重塑的预测因素、工作重塑对个体与组织的影响以及工作重塑的培养策略等方面进行了综述,以便人们更深入地体会其丰富的理论内涵和实践价值;最后,该文指出未来工作重塑的研究应继续注重理论建构的丰富与完善、关注工作重塑的个体与群体差异性以及深化工作重塑与组织之间的关系研究。更多还原

【Abstract】 Recently,several scholars have argued that job design theory needs to address the influence of employees on their job designs. In this view,employees are seen as also being responsible for their work outcomes. This is an important development in job design theory. Job crafting is a new concept in the research of Organization Behavior. Combining the theoretical and empirical study literatures on job crafting systematically,this article summarized and analyzed the interpretation of the concept of job crafting,the method of job crafting,the prediction factors of job crafting and its effectson individualsand organization.. The highlights of this study are as follows:First,job crafting refers to the process whereby individuals shape their own work identities and work roles through personal construction of their jobs; and its core purpose is that the employees redesign their work to achievehigher job satisfaction. Second,on the method of job crafting,Tims & Bakker( 2010) framed job crafting in terms of the JD – R model in order to guide job crafting research.They think that the employees may craft these aspects of the job in three ways according to this model:( 1) increasing the level of job resources available at work;( 2) increasing the level of job demands at work;( 3) decreasing the level of job demands at work. In addition,Berg,Dutton,& Wrzesniewski( 2013) think that the employees may craft their job through changing tasks( adding tasks,emphasizing tasks,redesigning tasks),changing relationships( building relationships,reframing relationships,adapting relationships)and changing perceptions( expanding perceptions,focusing perceptions,linking perceptions). Third,on the antecedents of job crafting,this article suggests that the characteristics of the work situation such as person – job misfit、high levels of autonomy and task independence could facilitate employees’ job crafting behaviors,and that the characteristics of employees such as high levels of proactive personality,self- efficacy and focus on promotion lead employees to engage more readily in job crafting. Forth,on the effects on individuals and organizations,many studies confirmed that job crafting leads to positive outcomes for employee( e. g. person – job fit,enhanced meaning,job / life satisfaction,work engagement) as well as for organizations( e. g. commitment,high performance,reduced personnel turnover).Finally,the article offers some suggestions for further research,namely: the studies on job crafting should keep focusing on the enrichment and perfection of its theoretical construction,pay attention to individual and group differences of job crafting,strengthen the studies on the role of organization in job crafting as well as deepen the relationships between job crafting and organization.更多还原