以解釋水平觀點探討最佳化工作雕琢組型

Abstract

工作雕琢為員工主動客製化自身工作的概念，其顛覆傳統工作設計理論，因而受到學術界大量關注。近年來，工作雕琢進一步被區分為趨近型雕琢與迴避型雕琢。過去研究多採用變數中心取向方法單獨探討兩類行為，並各自產生正向與負向之評價，文獻普遍不鼓勵員工採取迴避型雕琢。惟從理論而言，迴避型雕琢作為員工改善工作的主動行為之一，應有助於減緩過量要求並更有效地分配資源，現有研究對迴避型雕琢是否具有正向作用的看法，仍存在理論與實證上的落差。個人中心取向方法提供解決前述矛盾的獨特優勢，從類型學的視角重新詮釋工作雕琢行為。過往研究採納潛在剖面分析（LPA）指出員工會同時運用趨近型雕琢與迴避型雕琢，且會帶來正面效果。然而，目前組型研究鮮少探討影響不同類型的前因，以及更具實務意涵的績效後果。此外，尚不清楚員工若併用高度的趨近型雕琢與迴避型雕琢是否同樣會產生正面影響。本研究基於解釋水平理論，從認知角度切入，主張員工同時採取高度的趨近型與迴避型雕琢會形成「最佳化工作雕琢組型」，且此種全面性的雕琢組合與員工的宏觀思維與績效表現相關。本研究透過潛在剖面分析方法，分別以505筆與568筆資料確認工作雕琢組型數量與樣態，並釐清其前因與後果。本研究發現組織中存在四類穩定的工作雕琢組型，分別為消極反應型（低趨近—中迴避）、均衡調整型（中趨近—中迴避）、拼搏實幹型（高趨近—低迴避）與周全靈巧型（高趨近—高迴避）。再者，高解釋水平會提升員工屬於「拼搏實幹型」與「周全靈巧型」的機率，且「周全靈巧型」具有最佳的綜合績效表現。在理論貢獻上，本研究區辨出「拼搏實幹型」與「周全靈巧型」在創造力與適應性上之關鍵差異，透過解釋水平與工作績效的討論填補了過往組型研究缺口，並拓展其應用性。在實務上，本研究建議組織可提供更高的自主性與豐富的認知訓練課程，以強化員工對任務的抽象化思考，並使其能靈活調整自身工作。最後，本研究提出工作雕琢組型的研究限制與未來研究方向。

Job crafting refers to employees’ proactive efforts to customize and reshape their job roles, which challenges the traditional top-down approach to job design and has thus garnered significant scholarly interest. In recent years, job crafting has been further differentiated into two distinct forms: approach crafting and avoidance crafting. Most prior studies adopted a variable-centered approach, examining these behaviors separately. Approach crafting was typically viewed positively, while avoidance crafting was often seen in a less favorable light. However, from a theoretical standpoint, avoidance crafting—also a proactive behavior aimed at improving one’s work—could help alleviate excessive demands and optimize resource allocation. There remains a gap between theoretical rationale and empirical findings regarding the potential benefits of avoidance crafting. A person-centered approach offers unique advantages in resolving these inconsistencies by capturing holistic patterns of crafting behaviors. Existing Latent Profile Analysis (LPA) studies suggest that employees engage in both approach and avoidance crafting simultaneously, which can lead to favorable outcomes. Nevertheless, limited research has explored the antecedents and performance-related consequences of different job crafting profiles, particularly whether high engagement in both forms of crafting yields optimal results. Drawing on Construal-Level Theory, this study adopts a cognitive perspective and proposes that employees who simultaneously engage in high levels of both approach and avoidance crafting form an “optimal job crafting profile.” This comprehensive pattern is hypothesized to be associated with abstract thinking (high construal level) and enhanced job performance. We conducted LPA on two samples (N = 505 and N = 568) to identify four distinct and stable job crafting profiles: (1) Passive Crafters (low approach—moderate avoidance), (2) Balanced Crafters (moderate approach—moderate avoidance), (3) Striving Crafters (high approach—low avoidance), and (4) Comprehensive Crafters (high approach—high avoidance). Results indicate that employees with higher construal levels are more likely to be classified as “Striving Crafters” or “Comprehensive Crafters”, with the latter demonstrating superior performance outcomes. Theoretically, this study distinguishes between these two high-approach crafting profiles in terms of their creative and adaptive performance. It addresses gaps in the literature and expands the application of Construal-Level Theory to job crafting research. Practically, this study suggests that organizations enhance employee autonomy and offer cognitive training programs to foster abstract thinking, which in turn enables more flexible job crafting. Finally, the study discusses the limitations and future research directions on job crafting profiles.