Organizational Support and Adaptive Performance: The Revolving Structural Relationships between Job Crafting, Work Engagement, and Adaptive Performance

Abstract

This study has two primary purposes: (1) examining the structural relationships between organizational support, job crafting, work engagement, and adaptive performance, and (2) identifying a revolving relationship derived from these relationships. To that end, the research sampled 250 human resources professionals in companies with at least 300 employees in South Korea and employed structural equation modeling. The study’s findings showed that organizational support affects adaptive performance through job crafting and work engagement. In addition, job crafting and adaptive performance mediated the relationship between organizational support and work engagement. Lastly, revolving relationships existed among job crafting, work engagement, and adaptive performance. Our findings make a positive contribution to comprehending the role of adaptive performance in motivating individuals further to craft their jobs creatively. Moreover, it advances our understanding of the complexities of the revolving relationships among job crafting, work engagement, and adaptive performance.

Impact of Perceived Organizational Support on Work Engagement: Mediating Mechanism of Thriving and Flourishing

“…In line with these studies, the findings of our research indicate that perception of organizational support leads to favorable outcomes (i.e., employee flourishing). Our study findings were also consistent with POS and work engagement linkage literature that there is positive relationship [71][72][73]. Our study also showed that POS is the major contributor to employee work engagement by validating this finding in the Asian context.…”

The Effect of Perceived Organizational Support on Work Engagement Through Job Crafting (Study At General Division Employees Of Bank Jatim Head Office Surabaya)

“…Thus, POS is considered as one of the factors influencing job crafting because POS encourages employees to be more creative, obtain more resources and change the meaning of their work (Saragih.S et al, 2020). This expression is in line with research by Mallick (2018), and Park et al (2020) which explains if there is a positive influence between perceived organizational support on job crafting. However, it is inversely proportional to the research of Saragih.S et al, (2020) which states that there is no statistically significant relationship between POS and Job crafting.…”

“…Job crafting itself is an attitude that can inspire employees to be more dedicated to their work with high attention and energy (Park et al, 2020). This can be interpreted that job crafting has an influence on work engagement (Park et al, 2020). This statement is supported by research from Ogbuanya & Chukwuedo (2017), Monita (2020), Albana (2018), and Syah (2020) where job crafting has a significant positive effect on work engagement.…”

“…Job crafting itself is an attitude that can inspire employees to be more dedicated to their work with high attention and energy (Park et al, 2020). This can be interpreted that job crafting has an influence on work engagement (Park et al, 2020).…”

Person Environment Fit and Adaptive Performance among Nurses in Malaysian Public Hospitals

“…Moreover, a person who share similar values may give better performance because they can predict coworker's behavior (Amarneh, & Muthuveloo, 2020). Additionally, research denotes that PG fit has positive correlation with Adaptive Performance (Park, Lim, Kim, & Kang, 2020) as well as with adaptive performance because it is also under Adaptive Performance domain. Thus, based on the past literature, following hypothesis has been developed.…”