We introduce the job crafting competency construct and apply it to predict tradeoffs between competing outcomes that are inherent in job crafting, like performance and well-being or engagement and withdrawal. Job crafting competencies are the clusters of individual knowledge, skills, and abilities that are necessary to achieve personal objectives through effective job crafting problem-solving. We create a framework of job crafting competencies consisting of comprehensive/simplistic heuristic information use and approach/avoidance problem-solving skills. In Study 1, we operationalize competencies as profiles demonstrated through an aptitude-oriented assessment that predicts differences in outcomes. Five distinct profiles emerged in a sample of 174 workers. The high-volume analytic problem-solving profile was associated with higher performance and strain, while the ambivalent acquiescence profile was associated with lower performance and strain. The practical problem-solving profile minimized tradeoffs between performance and strain. Rapid problem-solving and low-volume analytic problem-solving profiles were variants in between these other patterns. Study 2 used a survey of 323 workers to support the uniqueness of the five competencies, and their relationships with approach/avoidance job crafting, engagement, and withdrawal. The research identifies a new job crafting individual difference (job crafting competencies) to delineate outcomes and tradeoffs according to unique competency profiles.

中文翻译：

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评估工作制定能力以预测竞争结果之间的权衡

我们引入了工作塑造能力结构并将其应用于预测工作塑造中固有的竞争结果之间的权衡，例如绩效和幸福感或敬业度和退出。工作塑造能力是通过有效的工作塑造问题解决来实现个人目标所必需的个人知识、技能和能力的集合。. 我们创建了一个工作能力框架，包括综合/简单的启发式信息使用和方法/避免问题解决技能。在研究 1 中，我们通过预测结果差异的面向能力的评估将能力作为概况展示。在 174 名工人的样本中出现了五种不同的概况。大量分析问题解决方案与更高的绩效和压力相关，而矛盾的默认配置与较低的绩效和压力相关。实际的问题解决方案最大限度地减少了性能和压力之间的权衡。快速解决问题和小批量分析问题解决配置文件是这些其他模式之间的变体。研究 2 使用对 323 名员工的调查来支持五种能力的独特性，以及它们与接近/回避工作制定、参与和退出的关系。该研究确定了一种新的工作塑造个体差异（工作塑造能力），以根据独特的能力概况来描述结果和权衡。