Job crafting refers to the self-initiated work behaviours employees use to change their job characteristics. According to job design theory, these crafting-induced changes in job characteristics should impact employee outcomes. Job characteristics can therefore be proposed as a key mechanism through which job crafting affects employee outcomes and we present cross-sectional meta-analytic structural equation modelling of this key mechanism (K = 58 independent samples, N = 20,347 employees). Results show significant indirect effects between task resource crafting and employee outcomes (well-being and positive job attitudes) via task resources, and significant indirect effects between social job crafting and employee outcomes (well-being and positive job attitudes) via social resources. Results also indicated that challenge and hindrance demand crafting increase job strain via increases in job demand. Overall, our findings indicate that job characteristics are an important job crafting mechanism, that employees may have difficulty in crafting job demands in ways that produce beneficial outcomes, and that future research needs to consider simultaneously the range of mechanisms through which job crafting affects outcomes.

中文翻译：

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工作重塑是否通过工作特征影响员工的成果？关键工作塑造机制的元分析测试

工作重塑是指员工用来改变其工作特征的自发工作行为。根据工作设计理论，这些因手工而引起的工作特征变化应该会影响员工的工作成果。因此，工作特征可以被认为是工作塑造影响员工成果的关键机制，我们提出了这一关键机制的横截面元分析结构方程模型（K  = 58 个独立样本，N  = 20,347 名员工）。结果表明，通过任务资源，任务资源塑造和员工成果（幸福感和积极工作态度）之间存在显着的间接影响，而社会工作塑造和通过社会资源的员工结果（幸福感和积极工作态度）之间存在显着间接影响。结果还表明，挑战和障碍需求的制定会通过工作需求的增加而增加工作压力。总体而言，我们的研究结果表明，工作特征是一种重要的工作塑造机制，员工可能难以以产生有益结果的方式制定工作要求，未来的研究需要同时考虑工作塑造影响结果的机制范围。