【摘要】 工作重塑能够有效提升组织绩效、促进组织变革、降低离职率。然而，现有关于工作重塑前因变量的研究尚在起步阶段，鲜有关于个体-组织互动因素和组织环境因素对工作重塑影响的讨论。基于认同理论，提出组织社会化能够促进员工产生组织认同，进而激发工作重塑，同时也验证了团队层面的组织支持这一边界条件：高组织支持的环境中，组织认同能够更有效作用于员工工作重塑。通过对来自58个团队278名新入职6～12个月的新员工样本进行分析，模型得到了数据的支持。研究发现有利于进一步认识组织社会化等个体-组织互动因素和组织支持等组织环境因素对工作重塑的影响，为管理实践提供了可操作、行之有效的方法。更多还原

【Abstract】 Job crafting can effectively improve organizational performance, promote organizational reform, and reduce turnover. However, the existing research on the antecedent variables of job crafting is still in its infancy, and there are few discussions about the influence of individual-organizational interaction factors and organizational environmental factors on job crafting. Based on the identity theory, this paper proposes that organizational socialization can promote employees’ organizational identity, which in turn stimulates job crafting. At the same time, this paper also puts forward the boundary condition of organizational support at the team level: in an environment of high organizational support, organizational identity can more effectively act on employee job crafting. By analyzing a sample of 278 new employees from 58 teams who joined the company for 6～12 months, the model proposed in this study is supported by the data. The finding of this study is conducive to further understanding of the influence of individual-organization interaction factors such as organizational socialization and organizational environmental factors such as organizational support on job crafting and provides an operable and effective method for management practice.更多还原