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

Chang, Po‐Chien; Rui, Honglei; Wu, Ting

doi:10.1177/21582440211004167

Cited by 32 publications

(32 citation statements)

References 49 publications

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“…This was also an expected finding, as the interrelationships between these constructs have been well documented in the work psychology and leadership literature (e.g. [ 19 , 33 , 68 ]).…”

Section: Discussionsupporting

confidence: 74%

An empirical evaluation of The Resilience Shield model

2022

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Background Resilience refers to the process through which individuals deal with the adversity they experience. Previous research has shown there are multiple factors that contribute to individuals’ resilience, leading to increasing interest in the development of multidimensional resilience models. Once such recently proposed model is The Resilience Shield, which clusters groups of protective factors into different shield layers. The stronger these layers, the better the protection against adversity (Pronk et al. in The Resilience Shield, Pan Macmillan Australia, 2021). While this model was based in part on existing literature, no empirical evaluation has occurred to date. The aim of this study was therefore to evaluate the model fit for each of the modifiable shield layers and the overall model, and to examine whether each of the constructs included contributes to observed resilience scores. Methods Participants completed a series of questionnaires via The Resilience Shield website assessing constructs relevant to each resilience shield layer. Data from 3337 participants was analysed using Structural Equation Modelling and regression analyses. Results The results showed acceptable fit of the measurement model for the Social, Mind, and Professional Layers, but poor fit for the Body Layer. There was also good fit for the overall model. In addition, all but one of the constructs included in The Resilience Shield survey explained independent variance in either dispositional resilience scores, or dispositional vulnerability scores. Conclusion These results broadly support the multidimensional structure proposed by The Resilience Shield model and suggest that (at least in the population in which it was tested) this may be an acceptable model to index individuals’ performance on a range of indicators that contribute to resilience.

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“…This was also an expected finding, as the interrelationships between these constructs have been well documented in the work psychology and leadership literature (e.g. [ 19 , 33 , 68 ]).…”

Section: Discussionsupporting

confidence: 74%

An empirical evaluation of The Resilience Shield model

2022

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“…According to another study, the sense of calling moderates the indirect effect of job autonomy and career commitment through job crafting. The indirect effect is more potent in people with a higher sense of calling than those with a lower sense of calling ( Chang et al, 2021 ). We, therefore, predict H 5a : Career calling of health workers is a positive moderator in the relationship between job resources and job satisfaction and H 5b : Career calling of health workers is a negative moderator in the relationship between job demands and job satisfaction.…”

Section: Theory and Hypothesesmentioning

confidence: 99%

Career Calling as the Mediator and Moderator of Job Demands and Job Resources for Job Satisfaction in Health Workers: A Cross-Sectional Study

et al. 2022

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Job satisfaction of health professionals is a key determinant of the quality of health services and even affects the development of the healthcare system. In this study, we sought to explore the mechanism by which job demands, job resources, and career calling affect the job satisfaction of health professionals. Our findings may provide insights for increasing their job satisfaction and improving the quality of health services. We conducted a questionnaire survey of 1,117 health workers in Hangzhou; t-test, Chi-squared analysis, hierarchical linear regression was used to analyze the state of job satisfaction of health personnel and the associated factors; path analysis with the Structural Equation Model was used to explore and verify the effects of job resources, demands, and career calling on job satisfaction, as well as their mechanism. Social support, performance feedback, working conditions, and career calling had significant positive effects on job satisfaction of health professionals, whereas work-family conflict and emotional requirements for work had significant negative effects. Path analysis indicated that job resources, demands, and career calling directly affected job satisfaction; job resources and demands showed indirect effects on job satisfaction with career calling as a mediator. Career calling had a positive moderating effect in the path of “job resources–job satisfaction,” and a negative moderating effect in the path of “job demands–job satisfaction.” In conclusion, hospital administrators should provide more job resources for health workers and formulate reasonable job demands while paying close attention to work-related pressure. Hospital administrators and health departments need to improve hospital policies and inculcate a sense of belonging and career calling among health professionals. Education and evaluation of career calling need to be accorded more attention so that healthcare workers can perceive a stronger sense of calling and achievement, and hence a higher degree of job satisfaction.

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“…Previous studies proposed that job autonomy has become a precondition of proactive workplace behavior, i.e. job crafting (Chang, Rui, & Wu, 2021;Kim et al, 2018;Li, Han, Qi, & He, 2020). Job crafting is defined as employee's self-initiative actions in changing the physical and cognitive aspect in the task or relational boundaries of their work (Wrzesniewski & Dutton, 2001;Tims, Bakker, & Arnold, 2010).…”

Section: Job Autonomy and Well-beingmentioning

confidence: 99%

“…The motivation for job crafting roots from employees' basic needs, the need to take control, the need to have a meaningful experience, and the need of connection with others. Employee becomes "crafter" of their daily tasks because they want to take control over the method, scope and the result, able to reduce daily stress at workplace, and create work climate in which they can work happier and more motivated (Chang et al, 2021). Tims et al (2012) stated that job crafting consisted of four dimensions: increasing the structural job resources, increasing challenge on the job, decreasing hindering job demands, and increasing social aspects of the job.…”

Section: Job Crafting and Well-beingmentioning

confidence: 99%

Job Autonomy, Job Crafting and Employees’ Well-Being During Working From Home

Saragih

Margaretha

Anantyanda

2021

jmk

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

Cited by 32 publications

References 49 publications

An empirical evaluation of The Resilience Shield model

An empirical evaluation of The Resilience Shield model

Career Calling as the Mediator and Moderator of Job Demands and Job Resources for Job Satisfaction in Health Workers: A Cross-Sectional Study

Job Autonomy, Job Crafting and Employees’ Well-Being During Working From Home

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