The Relationship Effect of Job Crafting on Job Autonomy and Organizational Effectiveness : Moderating Effects of Empowerment

Workplace stressed employees’ well-being because people have to work from home (WFH) and adapt to a new routine of work and life since Covid-19 struck the world. Employees who WFH increase their perception of more autonomous on how to handle their tasks, this is known as job autonomy. This study aimed to examine the relationship between job autonomy and well-being, and the mediating effects of job crafting on job autonomy and employees’ well-being during WFH in Covid-19 Pandemic. An online survey was conducted and there were 427 respondents involved. The model was analyzed using WarpPLS 7.0 and the results showed that no significant relationship was found between job autonomy and well-being. Moreover, job autonomy and job crafting are related as well as job crafting and well-being. Job crafting significantly mediate the relationship between job autonomy and well-being. This study showed that during WFH, employee experience an excessive degree of job freedom and it give them more work pressure and decrease employees' subjective well-being. In a conclusion, this study brings several concerns that organizations should be giving attention to.

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The effect of job autonomy on innovation behavior

The Korean Journal of Industrial and Organizational Psychology ◽

10.24230/kjiop.v25i1.215-238 ◽

2012 ◽

Vol 25 (1) ◽

pp. 215-238

Author(s):

Deukyoung Ko ◽

TaeYong Yoo

Keyword(s):

Job Satisfaction ◽

Proactive Personality ◽

Openness To Experience ◽

Moderating Effect ◽

Mediating Effect ◽

Mediation Effect ◽

Job Autonomy ◽

Moderating Effects ◽

The Relationship ◽

Innovation Behavior

The first purpose of this study was to examine the mediating effect of job satisfaction on the relationship between job autonomy and innovation behavior. The second purpose was to examine the moderating effect of proactive personality and openness to experience on the relationship between job autonomy and job satisfaction, And the third purpose was to examine the moderating effects of climate for innovation on the relationship between job satisfaction and innovation behavior. Data were gathered from 338 employees who were working in various organizations in Korea. As results, job autonomy had positive relationship with job satisfaction and innovation behavior, and job satisfaction had mediation effect on the relationship between job autonomy and innovation behavior. Proactive personality and openness to experience had moderating effects on the relationship job autonomy and job satisfaction because the relationship was more positive when proactive personality and openness to experience was high than low. Also climate for innovation had moderating effect on the relationship job satisfaction and innovation behavior because the relationship was more positive when climate for innovation was high than low. The implications for research and practice, limitations, and future research tasks were discussed.

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Job Autonomy and Career Commitment: A Moderated Mediation Model of Job Crafting and Sense of Calling

SAGE Open ◽

10.1177/21582440211004167 ◽

2021 ◽

Vol 11 (1) ◽

pp. 215824402110041

Author(s):

Po-Chien Chang ◽

Honglei Rui ◽

Ting Wu

Keyword(s):

Indirect Effect ◽

Career Commitment ◽

Mediating Effect ◽

Job Crafting ◽

High Tech ◽

Job Autonomy ◽

Mediation Model ◽

Moderated Mediation Model ◽

The Relationship ◽

Practical Implications

This study aims to examine the mediating effect of job crafting on the relationship between job autonomy and career commitment, as well as the moderating effect sense of calling has on job crafting and career commitment. The data for this three-wave study were collected from 350 R&D engineers at 25 high-tech companies in Guangdong Province, China. The PROCESS macro for SPSS was used to analyze the proposed hypotheses. The results revealed that (a) job crafting mediates the positive relationship between job autonomy and career commitment and (b) sense of calling moderates the indirect effect of job autonomy and career commitment through job crafting, such that the indirect effect is stronger in people with higher sense of calling than those with lower sense of calling. Theoretical and practical implications of the findings are discussed.

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