ABSTRACT

Background and objectives: Drawing upon previous research on turnover intentions and job crafting, this study examines whether employees’ turnover intentions are related to higher negative affect and lower task mastery over time. It further investigates if reframing and altering the meaning of one’s work (i.e., cognitive job crafting) buffers the relationships between turnover intentions, negative affect, and task mastery.

Design and methods: We conducted a three-wave longitudinal study among caregivers. Our final sample consisted of 241 caregivers from 53 different care homes. We tested our hypotheses via path analysis while estimating standard errors that are robust to non-independence of observations.

Results: Analyses showed that cognitive crafting moderated the relationship between turnover intentions and negative affect: When caregivers cognitively crafted their job, turnover intentions were negatively related to negative affect.

Conclusions: This study indicates that cognitive crafting can be considered a coping strategy during difficult times at work. If employees do not devalue but revalue their job despite having turnover intentions, they can keep negative affect at bay. Still, this study also illustrates the limits of cognitive crafting by showing that the relationship between turnover intentions and task mastery is not affected by reframing one’s work.

摘要

背景和目的：本研究借鉴以往关于离职倾向和工作重塑的研究，检验员工离职倾向是否与随着时间的推移较高的负面影响和较低的任务掌握程度有关。它还进一步调查了重构和改变一个人工作的意义（即认知工作塑造）是否缓冲了离职意图、负面影响和任务掌握之间的关系。

设计和方法：我们在护理人员中进行了一项三波纵向研究。我们的最终样本包括来自 53 个不同护理院的 241 名护理人员。我们通过路径分析测试了我们的假设，同时估计了对观察的非独立性具有鲁棒性的标准误差。

结果：分析表明，认知加工调节了离职意向和负面影响之间的关系：当照顾者通过认知制定工作时，离职意向与负面影响呈负相关。

结论：这项研究表明，在工作困难时期，认知工艺可以被视为一种应对策略。如果员工不贬低他们的工作而是重新评估他们的工作，尽管他们有离职意图，他们可以避免负面影响。尽管如此，这项研究还通过表明离职意图和任务掌握之间的关系不受重新组织工作的影响，从而说明了认知工艺的局限性。