This study explored the role of job crafting and job embeddedness in the relationship between employee strengths use and thriving at work.Participants were 260 nurses from Beijing,China(99.2%female,54.6%aged 26–35 ye...This study explored the role of job crafting and job embeddedness in the relationship between employee strengths use and thriving at work.Participants were 260 nurses from Beijing,China(99.2%female,54.6%aged 26–35 years,and 62%with a bachelor’s degree or above).Data were collected at two different time points,with a two-week interval between them.Regression analysis and path analysis were applied to test the hypotheses.Results showed that strengths use was associated with thriving at work.Job crafting partially mediated this relationship for higher thriving at work.Job embeddedness weakened the relationship between strengths use and job crafting,and also lowered job crafting effects on work thriving.These findings provide insights into the mechanisms by which strengths use influences thriving at work,highlighting the significance of job crafting and job embeddedness.展开更多
Based on the conservation of resources theory,this two-wave study investigated the mediating role of work–nonwork conflict in the relationship between job crafting and employee recovery experience and examined the mo...Based on the conservation of resources theory,this two-wave study investigated the mediating role of work–nonwork conflict in the relationship between job crafting and employee recovery experience and examined the moderating role of work demands in this relationship.Participants were 486 employees(39.3%male and 60.7%female)from a medical company in the central region of China who responded to a paper-and-pencil survey twice with a 1-month interval.Regression-based results indicated that job crafting positively predicted recovery experience after work through lower work–nonwork conflict.Furthermore,the association between job crafting and work–nonwork conflict was moderated by work demands,such that the effect was stronger for employees with higher work demands.The present study explains how job crafting may improve employees’after-work recovery experience and addresses whether this process could be more significant for employees with higher work demands.The conclusion has practical implications for improving employee recovery experience.展开更多
With the continuous development of AI,Artificial Intelligence technology is gradually being introduced into workplaces.However,the impact of AI technology on employees and how employees respond to AI have not been ful...With the continuous development of AI,Artificial Intelligence technology is gradually being introduced into workplaces.However,the impact of AI technology on employees and how employees respond to AI have not been fully researched.This study collected 303 samples through a questionnaire survey,and the empirical r esults indicate:(1)organizational adoption of Artificial Intelligence positively influences employees'self-directed learning behaviors;(2)job insecurity and job crafting play a chain mediating role between AI adoption and self-directed learning behaviors;(3)proactive personality positively moderates the relationship bet ween job insecurity and job crafting.展开更多
基金This study received funding from the Youth Project of Humanities and Social Sciences Research at Guizhou University(No.GDQN2022010)the Zhiyuan Science Foundation at Beijing Institute of Petrochemical Technology(No.BIPTCSF-2023012)the URT Program for Undergraduate Research and Training at Beijing Institute of Petrochemical Technology(No.2024J00263).
文摘This study explored the role of job crafting and job embeddedness in the relationship between employee strengths use and thriving at work.Participants were 260 nurses from Beijing,China(99.2%female,54.6%aged 26–35 years,and 62%with a bachelor’s degree or above).Data were collected at two different time points,with a two-week interval between them.Regression analysis and path analysis were applied to test the hypotheses.Results showed that strengths use was associated with thriving at work.Job crafting partially mediated this relationship for higher thriving at work.Job embeddedness weakened the relationship between strengths use and job crafting,and also lowered job crafting effects on work thriving.These findings provide insights into the mechanisms by which strengths use influences thriving at work,highlighting the significance of job crafting and job embeddedness.
基金supported by the Project of Shanghai Young Teachers Training and Support Program(Grant 307-AC0102-20-005204)the Project of Shanghai Education System Trade Union Theory Research(Grant 2021GHL16)the Project of the National Natural Science Foundation of China(Grant 72202139)。
文摘Based on the conservation of resources theory,this two-wave study investigated the mediating role of work–nonwork conflict in the relationship between job crafting and employee recovery experience and examined the moderating role of work demands in this relationship.Participants were 486 employees(39.3%male and 60.7%female)from a medical company in the central region of China who responded to a paper-and-pencil survey twice with a 1-month interval.Regression-based results indicated that job crafting positively predicted recovery experience after work through lower work–nonwork conflict.Furthermore,the association between job crafting and work–nonwork conflict was moderated by work demands,such that the effect was stronger for employees with higher work demands.The present study explains how job crafting may improve employees’after-work recovery experience and addresses whether this process could be more significant for employees with higher work demands.The conclusion has practical implications for improving employee recovery experience.
文摘With the continuous development of AI,Artificial Intelligence technology is gradually being introduced into workplaces.However,the impact of AI technology on employees and how employees respond to AI have not been fully researched.This study collected 303 samples through a questionnaire survey,and the empirical r esults indicate:(1)organizational adoption of Artificial Intelligence positively influences employees'self-directed learning behaviors;(2)job insecurity and job crafting play a chain mediating role between AI adoption and self-directed learning behaviors;(3)proactive personality positively moderates the relationship bet ween job insecurity and job crafting.
