工作重塑:获得意义性工作及个人成长的新途径  

Job Crafting: the New Path For Meaningful Work and Personal Growth

作　　者：赵小云[1,2] 郭成[2] 

机构地区：[1]淮北师范大学教育学院,淮北235000 [2]西南大学心理健康教育研究中心,重庆400715

出　　处：《心理科学》2014年第1期190-196,共7页Journal of Psychological Science

基　　金：西南大学心理学部心理健康与人格发展团队建设和国家社会科学基金教育学一般课题:中小学教师自主性发展及其与心理健康的关系研究(BBA120016)的资助

摘　　要：工作重塑是指员工通过自己对工作进行重新建构进而获得工作认同以及工作角色的过程,其核心目的是员工对其工作进行再设计以获得较高的工作意义感、工作投入以及工作满意度等。在系统梳理有关工作重塑的理论与实证研究文献的基础上,从工作重塑的概念解读、工作重塑的方法、工作重塑的预测因素、工作重塑对个体与组织的影响以及工作重塑的培养策略等方面进行了综述,以便人们更深入地体会其丰富的理论内涵和实践价值;最后,该文指出未来工作重塑的研究应继续注重理论建构的丰富与完善、关注工作重塑的个体与群体差异性以及深化工作重塑与组织之间的关系研究。Recently, several scholars have argued that job design theory needs to address the influence of employees on their job de signs. In this view, employees are seen as also being responsible for their work outcomes. This is an important development in job de sign theory. Job crafting is a new concept in the research of Organization Behavior. Combining the theoretical and empirical study litera tures on job crafting systematically, this article summarized and analyzed the interpretation of the concept of job crafting, the method of job crafting, the prediction factors of job crafting and its effectson individualsarld organization.. The highlights of this study are as fol lows ： First, job crafting refers to the process whereby individuals shape their own work identities and work roles through personal con struction of their jobs ; and its core purpose is that the employees redesign their work to achievehigher job satisfaction. Second, on the method of job crafting, Tiros ＆ Bakker（2010）framed job crafting in terms of the JD R model in order to guide job crafting research. They think that the employees may craft these aspects of the job in three ways according to this model ： （ 1 ） increasing the level of job resources available at work; （2） increasing the level of job demands at work; （3） decreasing the level of job demands at work. In ad dition, Berg, Dutton, ＆ Wrzesniewski（ 2013 ） think that the employees may craft their job through changing tasks （adding tasks, em phasizing tasks, redesigning tasks ） , changing relationships （ building relationships, reframing relationships, adapting relationships ） and changing perceptions （ expanding perceptions, focusing perceptions, linking perceptions）. Third, on the antecedents of job craf ting, this article suggests that the characteristics of the work situation such as person job misfit,high levels of autonomy and task in dependence could facilitate employees＇ job crafting behaviors, and that the characteristics of employees such

关 键 词：工作重塑 工作设计 主动性行为 意义性工作 组织/个体发展 

分 类 号：B842[哲学宗教—基础心理学]