Purpose

This study investigates when and for whom job crafting may turn into job quitting. The authors hypothesize that approach job crafting relates more positively to turnover intentions and subsequent voluntary job changes among employees with (a) high (vs low) need for career challenges and (b) those with high (vs low) self-esteem.

Design/methodology/approach

Data were collected from 575 employees of a large public organization in the Netherlands with two measurement moments three months apart. Hypotheses were tested using cross-lagged regression analyses and path modeling.

Findings

Supporting the hypotheses, approach crafting related positively to an increase in turnover intentions only among employees with high need for challenge or high self-esteem. Moreover, via turnover intentions at Time 1, approach crafting related positively to the voluntary job change at Time 2 for employees with (a) high need for challenge, as well as those with (b) high self-esteem. These findings held after controlling for avoidance crafting.

Research limitations/implications

This study has been conducted in a relatively homogenous sample. Future research may test the predictions in a more heterogeneous sample, including participants from different cultural and economic contexts.

Practical implications

The authors advise human resource (HR) professionals to facilitate the job crafting efforts of employees with a high need for challenge and those with high self-esteem because these groups are particularly at risk of voluntarily quitting their jobs. Adopting insights from the wise proactivity model may help ensure that job crafting benefits both employees and employers.

Originality/value

This study brings clarity to the inconsistent relationships between job crafting and job quitting by using the wise proactivity model as an explanatory framework.

中文翻译：

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从工作重塑到辞职？测试明智的主动性观点

目的

这项研究调查了工作重塑何时以及对谁来说可能会导致辞职。作者假设，对于以下员工来说，工作重塑方法与离职意向和随后的自愿工作变动之间的关系更为积极：(a) 对职业挑战的需求高（与低）；(b) 自尊心高（与低）的员工。

设计/方法论/途径

数据收集自荷兰一家大型公共组织的 575 名员工，两次测量时间间隔三个月。使用交叉滞后回归分析和路径建模来测试假设。

发现

支持这些假设的是，只有在高度需要挑战或高度自尊的员工中，方法设计与离职意向的增加呈正相关。此外，通过时间 1 的离职意向，对于 (a) 高度需要挑战以及 (b) 高度自尊的员工，方法精巧与时间 2 的自愿工作变动呈正相关。这些发现在控制了回避设计后仍然成立。

研究局限性/影响

这项研究是在相对同质的样本中进行的。未来的研究可能会在更多样化的样本中测试预测，包括来自不同文化和经济背景的参与者。

实际影响

作者建议人力资源（HR）专业人员促进那些高度需要挑战和高度自尊的员工的工作塑造努力，因为这些群体特别有自愿辞职的风险。采用明智的主动性模型的见解可能有助于确保工作塑造对员工和雇主都有利。

原创性/价值

这项研究通过使用明智的主动性模型作为解释框架，澄清了工作重塑和工作辞职之间不一致的关系。