دانلود رایگان مقاله انگلیسی ایجاد فرصت های شغلی و غنی سازی کار خانوادگی: نقش مثبت مشارکت در درون سازمان - امرالد 2018

Abstract

• Purpose: The present study examines the role of job crafting behaviours in predicting work family enrichment. It was hypothesized that employees who are able to adjust their work environment proactively by increasing structural and social job resources, increasing challenging job demands, and decreasing hindering job demands would be more engaged and experience work-family enrichment. • Design/methodology/approach: The sample for the study consisted of 496 employees working in diverse nature of organizations in India. Structural equation modelling with the help of SPSS AMOS 20 was used for testing study hypotheses. • Findings: The results reveal a strong relationship between job crafting and work-family enrichment experiences among employees. The study also established the role of work engagement as a mediator of the relationship between job crafting and work-family enrichment. • Research limitations/implications: The study significantly advances the underdeveloped literature on work-family enrichment by establishing job crafting as a predictor and illuminating the underlying psychological processes in a non-western collectivist culture. The study also contributes to theory building around the construct of job crafting which is still in its infancy. • Practical implications: The practitioners are encouraged to provide opportunities, support and freedom for job crafting to their employees for better work and home outcomes.

Limitations & Scope for Future Research

In addition to strengths of the study as noted above, it is important to note limitations of the present study which provide important directions for future research. First, since all study measures were based on self-reports, common method bias which may artificially inflate the relationship between the study variables (Podsakoff et al., 2003) could be a problem. However, this was not of much concern as Harman’s single factor test (Podsakoff et al., 2003) in which all the scale items were loaded on a single latent factor showed poor fit to the data. Further, we took additional precautionary measures to control for the method bias by introducing proximal separation between measures of dependent and criterion variable via intermixing the items of each of the study constructs along with the items measuring several other variables (which are not part of this paper) to control for the method bias (Podsakoff et al., 2012). In addition, the survey was kept anonymous to reduce the chances of social desirability bias. Secondly, the present study included only cross-sectional information on the relationships among job crafting, work engagement, and work family enrichment, therefore, inferences of causality cannot be drawn. It is highly possible that relationship between the study variables can be reciprocal over time where employees with high work engagement may engage more in job crafting behaviors (Harju et al., 2016). Hence, experimental and longitudinal studies should be taken up in future to establish causality. Such studies could provide important insights on the complex dynamics of the relationship among the study variables. Third, though we examined the psychological processes through which job crafting influences work family enrichment, including moderators in the hypothesized model could illuminate the boundary conditions of the proposed relationships. Demographic variables and personality traits can be examined as moderators of the relationship between study variables in the future studies. Fourth, though the study uses heterogeneous sample which helped increase statistical power, caution should be exercised while generalizing the results beyond current study. The study should be replicated for specific industries and different nature of organizations to test and extend the applicability of present research model to varied contexts.