Trade-off Between Promotion and Prevention:How to Craft Jobs to Relieve Insecurity More Effectively?
In complex,dynamic,and highly competitive work environments,employees generally face job insecurity caused by uncertainty.Thus,it is urgent to investigate how to craft employees'jobs to effectively alleviate their job insecurity and avoid its negative consequences.Based on the regulatory focus theory,job crafting behaviors can be divided into promotion-and prevention-focused job crafting.Both types of strategies have different effects on individual outcomes,and their combinations also impact job insecurity differently.To explore which combination is more effective in reducing job insecurity,based on the job demands-resources model and the person-environment fit theory,this paper investigates the impact of the fit of the two types of crafting behaviors on job insecurity and examines the mediating role of person-job fit and the moderating role of high commitment work systems(HCWS).Through a multi-wave longitudinal survey design,this paper collects paired data from 493 employees and 51 human resources managers and applies polynomial regression and response surface analysis to fully test the theoretical hypotheses.The conclusions are as follows.(1)When the two types of crafting behaviors are aligned,a high-promotion and high-prevention combination effectively reduces job insecurity.(2)When there is a mismatch between the two types of crafting behaviors,a high-promotion and low-prevention combination effectively reduces job insecurity.(3)Person-job fit plays a mediating role between the promotion-and prevention-focused job crafting combinations and job insecurity,namely that a high-promotion and high-prevention combination reduces job insecurity through better person-job fit.(4)HCWS moderates the relationship between the fit of promotion-and prevention-focused job crafting and person-job fit,buffering the effect differences between the low-promotion and high-prevention combination and the high-promotion and low-prevention combination on person-job fit.(5)HCWS moderates the mediating effect of person-job fit between the fit of promotion-and prevention-focused job crafting and job insecurity,while the direction of this effect does not align with the hypothesis.The marginal contributions are as follows.This paper expands the research on differences in the effects of different types of job crafting and the impact of interactive effects on job insecurity and reveals the mediating effect of the concept of person-job fit,which includes both employee cognition of job characteristics and personal characteristics,on promotion-and prevention-focused job crafting and its impact on job insecurity.It also provides practical guidance for organizations as an important crafting intervention agent to play a role in employees crafting their jobs to reduce insecurity and obtains empirical evidence that HCWS works as essential boundary conditions.
promotion-focused job craftingprevention-focused job craftingperson-job fitjob insecurityhigh commitment work systems
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