Assessing job crafting competencies to predict tradeoffs between competing outcomes
提出工作重塑能力构念，通过能力倾向评估识别五种能力剖面，预测绩效与压力、投入与退缩等竞争性结果间的权衡，对管理者理解员工工作重塑行为有参考价值。
Abstract We introduce the job crafting competency construct and apply it to predict tradeoffs between competing outcomes that are inherent in job crafting, like performance and well‐being or engagement and withdrawal. Job crafting competencies are the clusters of individual knowledge , skills , and abilities that are necessary to achieve personal objectives through effective job crafting problem‐solving . We create a framework of job crafting competencies consisting of comprehensive/simplistic heuristic information use and approach/avoidance problem‐solving skills. In Study 1, we operationalize competencies as profiles demonstrated through an aptitude‐oriented assessment that predicts differences in outcomes. Five distinct profiles emerged in a sample of 174 workers. The high‐volume analytic problem‐solving profile was associated with higher performance and strain, while the ambivalent acquiescence profile was associated with lower performance and strain. The practical problem‐solving profile minimized tradeoffs between performance and strain. Rapid problem‐solving and low‐volume analytic problem‐solving profiles were variants in between these other patterns. Study 2 used a survey of 323 workers to support the uniqueness of the five competencies, and their relationships with approach/avoidance job crafting, engagement, and withdrawal. The research identifies a new job crafting individual difference (job crafting competencies) to delineate outcomes and tradeoffs according to unique competency profiles.