Research depicts job crafting as a desirable, ongoing employee behavior rather than a one-off event. However, insights are lacking into how employees’ active engagement in job crafting may be sustained across time. In this study, we advance a dynamic framework of how changes that follow employees’ periods of job crafting may, in turn, motivate versus impede continued crafting of one’s job role over time. Drawing from self-concordance theorizing, we propose and test a framework on how job crafting and employees’ attainment of self-concordant and organizational work goals are reciprocally related over time. Longitudinal data from a large, three-wave study collected over four years among church ministers support a positive reciprocal relationship between job crafting and self-concordant goal attainment, as well as an indirect positive relationship between job crafting and organizational goal attainment via self-concordant goal attainment. However, in line with our theorizing, organizational goal attainment did not predict subsequent job crafting. Instead, high organizational goal attainment weakened the extent to which job crafting at one time point positively related to job crafting at the next time point. We discuss the theoretical and practical implications of our findings for employees’ continued engagement in job crafting in organizations.

中文翻译：

---

曾经是工作工匠，永远是工作工匠？研究组织中的工作塑造作为跨时间的互惠自我协调过程

研究将工作塑造描述为一种理想的、持续的员工行为，而不是一次性事件。然而，对于员工如何在一段时间内持续积极参与工作塑造缺乏深入的了解。在这项研究中，我们提出了一个动态框架，说明员工在工作塑造期间发生的变化如何反过来激励或阻碍随着时间的推移继续塑造一个人的工作角色。借鉴自我一致性理论，我们提出并测试了一个框架，说明工作塑造与员工实现自我一致性和组织工作目标如何随着时间的推移相互关联。一项为期四年的大型三波研究在教会牧师中收集的纵向数据支持工作塑造与自我协调目标实现之间的正向相互关系，以及通过自我协调实现工作塑造与组织目标之间的间接正向关系。目标实现。然而，根据我们的理论，组织目标的实现并不能预测随后的工作塑造。相反，高组织目标的实现削弱了一个时间点的工作重塑与下一个时间点的工作重塑正相关的程度。我们讨论了我们的研究结果对于员工持续参与组织中的工作塑造的理论和实践意义。