How can Employees Cope When They Perceive an Effort-Reward Imbalance in the Organization?
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Previous stress and coping literatures suggests that effective stress coping strategy, will not only decrease the negative impact of stress on individuals well-being but coping can be beneficial for the organization as well. This study examines the role of job crafting as a form of stress coping strategy when employees perceive an effort-reward imbalance in the organization. In addition, the moderating roles of perceived external employability and organization commitment on the effort reward imbalance/job crafting relationship were examined. Finally, this research also examined job crafting as a mediator between perceive effort-reward imbalance and counterproductive work behavior. Analysis of 203 working individuals from South Korea was conducted for this research. The results are as follows: firstly, perceived effort-reward imbalance has a positive effect on employee's job crafting behaviors. Namely, increasing structural job resources, increasing social job resources and increasing challenging demands. However, the relationship between perceived effort-reward imbalance and decreasing hindering job demands were negatively insignificant. Secondly, perceived external employability and organization commitment moderates the relationship between effort-reward imbalance and job crafting. The relationship between effort-reward imbalance and job crafting is stronger when employee's perceived external employability and organization commitment is high than low. Lastly, job crafting partially mediates the relationship between effort-reward imbalance and counterproductive work behavior. Theoretical and practical implications, limitation of the study and research direction was also suggested.
Abstract
Previous stress and coping literatures suggests that effective stress coping strategy, will not only decrease the negative impact of stress on individuals well-being but coping can be beneficial for the organization as well. This study examines the role of job crafting as a form of stress coping strategy when employees perceive an effort-reward imbalance in the organization. In addition, the moderating roles of perceived external employability and organization commitment on the effort reward imbalance/job crafting relationship were examined. Finally, this research also examined job crafting as a mediator between perceive effort-reward imbalance and counterproductive work behavior. Analysis of 203 working individuals from South Korea was conducted for this research. The results are as follows: firstly, perceived effort-reward imbalance has a positive effect on employee's job crafting behaviors. Namely, increasing structural job resources, increasing social job resources and increasing challenging demands. However, the relationship between perceived effort-reward imbalance and decreasing hindering job demands were negatively insignificant. Secondly, perceived external employability and organization commitment moderates the relationship between effort-reward imbalance and job crafting. The relationship between effort-reward imbalance and job crafting is stronger when employee's perceived external employability and organization commitment is high than low. Lastly, job crafting partially mediates the relationship between effort-reward imbalance and counterproductive work behavior. Theoretical and practical implications, limitation of the study and research direction was also suggested.
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