摘要
工作重塑完善了传统工作设计理论与操作流程,这一概念认为工作设计不应只是由组织管理者主导,不应只是采取自上而下式的设计模式。员工也应是工作设计的参与者,他们推动工作设计进行自下而上的变革,将自身兴趣、偏好和能力等与工作相结合,发掘工作意义、工作认同和幸福感。作者通过相关文献梳理,总结和评析了工作重塑的原理、驱动因素、影响机制及结果等,探讨了该领域的未来研究方向。研究认为,随着员工知识水平及自我意识觉醒,组织不仅要深入了解员工的工作重塑行为,更要积极推动工作设计革命,引导和支持员工进行工作重塑,以提高其工作积极性、主动性和创造力,提升组织竞争力。
Job crafting which enrich previous job design theory indicated that employees should not always be viewed as passive performers of their assigned job, they can construct and redesign their jobs according to their own abilities, skills and values, and then revise both employees＇ work identities and work meanings. On the basis of previous literatures on job crafting, this article summarized the basic principle, mechanism, antecedents and consequences of job crafting, and also discussed the future study direction of this sphere. At last, this study concluded that organizations in nowadays should not only insight employees job crafting behaviors but also encourage them to do so in order to enhance their enthusiasm, proactivity, reactivity.
出处
《中国人力资源开发》
北大核心
2017年第3期6-17,共12页
Human Resources Development of China
基金
国家自然科学基金面上项目"家庭支持型领导的内涵
跨层次影响机制及其影响:一项追踪研究"(71672108)
国家社会科学基金项目"仆从领导驱动下的服务型政府的顶层设计研究"(13BGL072)
上海财经大学研究生创新基金资助项目"我国文化背景下服务型领导对服务组织的影响机制和路径研究"(CXJJ-2014-350)资助
