The future of your job represents your future: a moderated mediation model of transformational leadership and job crafting

Abstract

PurposeIn this study, the authors aim to explain the mechanism between transformational leadership and job crafting. They predict that job-based psychological ownership (job-based PO) mediates the relationship between transformational leadership and job crafting. Furthermore, job-based PO is more effective when employees have a high level of affective organizational commitment.Design/methodology/approachThe authors collected time-lagged data through a paper–pencil survey from the sales department of large pharmaceutical companies in Pakistan.FindingsThe findings of this study suggest that job-based PO mediates the positive relationship between transformational leadership and job crafting. Moreover, the relationship of job-based PO with job crafting is moderated by affective organizational commitment such that the relationship was stronger at the high levels of affective organizational commitment than that of the low levels of affective organizational commitment.Practical implicationsOn practical grounds, job crafting can be useful for individuals and organizations. On individuals’ side, it helps them to balance their job demands and resource; on organizations’ side, it provides a solution to the ongoing problem of disengaged employees and suggests managers identify new ways to support employees with their job redesign.Originality/valueThis study suggests that job-based PO and affective organizational commitment are important factors that influence the relationship between transformational leadership and job crafting.

Team reward interdependence and team performance: roles of shared leadership and psychological ownership

“…Job-based psychological ownership is an attitude towards jobs with both affective and cognitive elements (Hameed et al, 2019;Pierce et al, 2001Pierce et al, , 2003 and creates a psychological linkage between an employee and his/her job (Naeem et al, 2020). Employees with higher jobbased psychological ownership tend to take higher responsibility for their jobs and try to Roles of shared leadership protect and enhance their ownership of jobs (Pierce et al, 2003).…”

Employer brand and affective commitment of employees

“…Affective commitment covers the basic psychological needs of individuals, which can induce them to restructure their work. Affective commitment fosters employees' sense of attachment, identification with the organization, and belonging to it, which can fuel their motivation for job crafting [15]. Commitment is an integral socio-psychological attitude, formed as a combination of loyalty, engagement and identification [16].…”

Perceived Overqualification and Intensive Smartphone Use: A Moderated Mediation Model

“…However, we did not further explore the mechanism by which affective commitment affects job boredom. Previous studies have shown that employees with high affective commitment could carry out more job crafting (Naeem et al, 2021), which, in turn, reduces job boredom . Future research could further explore the mediating mechanism between affective commitment and job boredom.…”