以监管为中心的岗位塑造、人职契合度和内部就业能力——考察相互关系和潜在机制

IF 1.6 Q2 Business, Management and Accounting
S. Sameer, Pushpendra Priyadarshi
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引用次数: 3

摘要

目的:本文运用资源守恒理论和工作需求-资源理论,考察了以监管为中心的工作制定(即以晋升和预防为中心的工作制定)、个人-工作契合度和内部就业能力之间的关系,并探讨了直接和潜在的中介过程。设计/方法/方法从印度公共部门企业的425名高管中收集的调查数据用于检验假设。研究结果:以促进和预防为重点的工作制作分别与需求供应匹配有鲜明的关系。需求-能力契合度的关系只有在以预防为重点的工作制作中才有统计学意义。这两种工作制作形式分别通过直接和间接的人职契合度对内部就业能力产生积极和消极的影响。实践启示员工可以追求以晋升为中心的工作制定,而避免以预防为中心的工作制定,以提高他们的个人-工作契合度和内部就业能力,从而在组织和个人层面上产生多种有利的结果。独创性/价值本研究首次从实证角度考察了以晋升和预防为重点的工作塑造形式的个人努力在影响内部就业能力方面的不同作用,并通过人-工作契合解释了其潜在机制。这些相互关系可能对员工的工作需求管理过程和工作选择具有重要意义。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Regulatory-focused job crafting, person-job fit and internal employability–examining interrelationship and underlying mechanism
PurposeThis paper examines the relationships between regulatory-focused job crafting, i.e. promotion- and prevention-focused job crafting, person-job fit and internal employability and explores the direct and underlying mediation process using conservation of resources and job demands-resources theories.Design/methodology/approachSurvey data collected from 425 executives of India based public sector enterprises were used to test hypotheses.FindingsPromotion- and prevention-focused job crafting respectively had a contrasting relationship with needs-supplies fit. The relationship with demands-abilities fit was statistically significant only in the case of prevention-focused job crafting. These two job crafting forms respectively had a positive and a negative effect on internal employability, both directly as well as indirectly through person-job fit.Practical implicationsEmployees can pursue promotion-focused job crafting and avoid prevention-focused job crafting to improve their person-job fit as well as internal employability which subsequently may have multiple favourable outcomes at an organizational and individual level.Originality/valueThe study, for the first time, empirically investigates the differential role of individuals' efforts in the form of promotion- and prevention-focused job crafting, in influencing internal employability and explains its underlying mechanism through person-job fit. These interrelationships may have important implications for employees' job demand management process and job choices.
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来源期刊
CiteScore
2.70
自引率
6.20%
发文量
39
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