How coworkers attribute, react to, and shape job crafting

IF 3.9 1区心理学 Q2 MANAGEMENT

Organizational Psychology Review Pub Date : 2019-12-30 DOI:10.1177/2041386619896087

M. Tims, S. Parker

引用次数: 47

Abstract

Job crafting, or proactive changes that individuals make in their job design, can influence and be influenced by coworkers. Although considerable research has emerged on this topic, overall, the way job crafting is responded to by coworkers has received little theoretical attention. The goal of this article is to develop a model that allows for a better understanding of job crafting in interdependent contexts. Drawing on attribution and social information theories, we propose that when job crafting has a negative or positive impact on coworkers, coworkers will make an attribution about the crafter’s prosocial motive. This attribution in turn influences whether coworkers respond in an antagonistic or a supportive way toward job crafters. Ultimately, coworkers’ reactions shape the experienced affective work outcomes of job crafters. We also theorize the factors that moderate coworkers’ reactions to job crafting behaviors and the job crafter’s susceptibility to coworker influence.

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同事如何归因、反应和塑造工作流程

工作制定，或个人在工作设计中做出的积极改变，可以影响同事并受到同事的影响。尽管在这个话题上已经出现了相当多的研究，但总体而言，同事对工作制定的反应方式在理论上很少受到关注。本文的目标是开发一个模型，以便更好地理解相互依存的环境中的工作制作。根据归因和社会信息理论，我们提出，当工作塑造对同事产生负面或正面影响时，同事会对手工艺者的亲社会动机进行归因。这种归因反过来又会影响同事对求职者的反应是对立的还是支持的。最终，同事的反应塑造了职业巧匠的情感工作成果。我们还对调节同事对工作制定行为的反应的因素以及工作制定者对同事影响的易感性进行了理论化。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Organizational Psychology Review Multiple-

CiteScore

10.00

自引率

1.60%

发文量

期刊介绍： Organizational Psychology Review is a quarterly, peer-reviewed scholarly journal published by SAGE in partnership with the European Association of Work and Organizational Psychology. Organizational Psychology Review’s unique aim is to publish original conceptual work and meta-analyses in the field of organizational psychology (broadly defined to include applied psychology, industrial psychology, occupational psychology, organizational behavior, personnel psychology, and work psychology).Articles accepted for publication in Organizational Psychology Review will have the potential to have a major impact on research and practice in organizational psychology. They will offer analyses worth citing, worth following up on in primary research, and worth considering as a basis for applied managerial practice. As such, these should be contributions that move beyond straight forward reviews of the existing literature by developing new theory and insights. At the same time, however, they should be well-grounded in the state of the art and the empirical knowledge base, providing a good mix of a firm empirical and theoretical basis and exciting new ideas.