مدل‌های بازآفرینی شغلی
الموضوعات :
1 - دانشگاه علم و فرهنگ، تهران، ايران
الکلمات المفتاحية: بازآفرینی شغلی, طراحی مجدد شغل, توسعه منابع انسانی, مدل‌های بازآفرینی شغلی, اشتیاق شغلی, عملکرد,
ملخص المقالة :
فشارهای اقتصادی، پیشرفت‌های فناوری و تغییرات درون سازمان‌ها، بر اهمیت انعطاف‌پذیری در نحوه طراحی مشاغل در محیط‌های کاری مدرن تأکید می‌کند. طراحی شغل مبتنی بر کارمند، مانند بازآفرینی شغلی، به یک رویکرد نوظهور برای توسعه منابع انسانی تبدیل شده است. بازآفرینی شغلی به تغییرات خودآغازی اشاره دارد که کارکنان برای بهینه‌سازی طراحی شغل خود و افزایش تناسب بین شغل و نیازها و ترجیحات خود در مشاغلشان ایجاد می‌کنند. درحقیقت، زمانی‌که کارکنان برای اصلاح هر جنبه ای از کارشان پیشگام می‌شوند، هدف آنها ایجاد معناداری در نقششان با اهمیت دادن به ترجیحات و نیازهایشان می‌باشد که از دیدگاه طراحی مجدد کار از پایین به بالا بر شغل تأثیر می‌گذارد. بازآفرینی شغلی ابزاری مؤثر برای افزایش اشتیاق شغلی، خلاقیت، رضایت شغلی، عملکرد و تناسب شغل با شاغل است. اين مقاله پژوهش‌هایی که بر بازآفرینی شغلی متمرکز بوده‌اند را مرور می‌کند و مفهوم بازآفرینی شغلی را توضیح مي‌دهد. سپس مدل‌هاي بازآفرینی شغلی که به سازمان‌ها در دستيابي به مزيت رقابتي ازطریق جذب و حفظ کارکنان مشتاق کمک مي‌کند، مورد بحث قرار می‌گیرد. علاوه‌براین، مروری از تحقیقات فعلی که به اثرات مثبت ابعاد بازآفرینی شغلی بر کارکنان و سازمان‌ها می‌پردازند، ارائه می‌شود. با توجه به پیامدهای مثبت بازآفرینی شغلی، برای سازمان‌ها ارزشمند است تا شرایطی را ایجاد کنند برای تشویق کارکنان جهت بازآفرینی شغلشان به گونه‌ای که متناسب با توانایی‌ها، نیازها و مهارت‌هایشان باشد. این رفتارهای بازآفرینی شغلی تأثیرات مفیدی بر کارکنان و سازمان به‌طور کلی دارد.
المصادر:
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1- A. Geissinger, C. Laurell, C. Öberg, C. Sandström, and Y. Suseno, "The sharing economy and the transformation of work: evidence from Foodora," Personnel Review, vol. 51, no. 2, pp. 584-602, 2022, doi: 10.1108/PR-08-2019-0450.
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8- P. Petrou, E. Demerouti, M. C. W. Peeters, W. B. Schaufeli, and J. Hetland, "Crafting a job on a daily basis: Contextual correlates and the link to work engagement," Journal of Organizational Behavior, vol. 33, no. 8, pp. 1120-1141, 2012, doi: https://doi.org/10.1002/job.1783.
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10- A. B. Bakker, "Engagement and" job crafting": Engaged employees create their own great place to work," in Handbook of Employee Engagement: Perspectives, issues, research and practice. Northampton, US: Edward Elgar Publishing, 2010.
11- A. B. Bakker, M. Tims, and D. Derks, "Proactive personality and job performance: The role of job crafting and work engagement," Human Relations, vol. 65, no. 10, pp. 1359-1378, 2012, doi: 10.1177/0018726712453471.
12- P. F. Bruning and M. A. Campion, "A Role–resource Approach–avoidance Model of Job Crafting: A Multimethod Integration and Extension of Job Crafting Theory," Academy of Management Journal, vol. 61, no. 2, pp. 499-522, 2018, doi: 10.5465/amj.2015.0604.
13- G. R. Slemp and D. A. Vella-Brodrick, "Optimising Employee Mental Health: The Relationship Between Intrinsic Need Satisfaction, Job Crafting, and Employee Well-Being," Journal of Happiness Studies, vol. 15, no. 4, pp. 957-977, 2014/08/01 2014, doi: 10.1007/s10902-013-9458-3.
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16- M. Kim and T. A. Beehr, "Can Empowering Leaders Affect Subordinates’ Well-Being and Careers Because They Encourage Subordinates’ Job Crafting Behaviors?," Journal of Leadership & Organizational Studies, vol. 25, no. 2, pp. 184-196, 2018, doi: 10.1177/1548051817727702.
17- W. Tian, H. Wang, and S. Rispens, "How and When Job Crafting Relates to Employee Creativity: The Important Roles of Work Engagement and Perceived Work Group Status Diversity," International Journal of Environmental Research and Public Health, vol. 18, no. 1, p. 291, 2021. [Online]. Available: https://www.mdpi.com/1660-4601/18/1/291.
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21- C. Rudolph, K. Lavigne, I. Katz, and H. Zacher, "Job Crafting: A Meta-Analysis of Relationships with Individual Differences, Job Characteristics, and Work Outcomes," Journal of Vocational Behavior, vol. 102, 05/25 2017, doi: 10.1016/j.jvb.2017.05.008.
22- B. T. Oprea, L. Barzin, D. Vîrgă, D. Iliescu, and A. Rusu, "Effectiveness of job crafting interventions: a meta-analysis and utility analysis," European Journal of Work and Organizational Psychology, vol. 28, no. 6, pp. 723-741, 2019/11/02 2019, doi: 10.1080/1359432X.2019.1646728.
23- B. Lin, K. S. Law, and J. Zhou, "Why is underemployment related to creativity and OCB? A task-crafting explanation of the curvilinear moderated relations," Academy of Management Journal, vol. 60, no. 1, pp. 156-177, 2017, doi: 10.5465/amj.2014.0470.
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