Phase II Field Study &
CHAPTER 7: IMPLICATION AND CONCLUSION
7.5 Concluding Remarks
The primary purpose of this study was to test the hypothesised relationships between the protean and boundaryless career attitudes and employee work outcomes through the mechanism of job crafting behaviour. The findings confirmed that self-directed career management had indirect effects (i.e., via the mediating role of seeking resources and seeking challenges) on employee work outcomes. This study also found that job crafting behaviour was a significant predictor of several employee work outcomes. The findings showed that seeking resources of the job crafting behaviour positively influenced employability and subjective career success. Similarly, seeking challenges job crafting was found to positively influenced thriving and employability, and negatively influenced turnover intentions. These results confirmed and acknowledged that employees play a significant role in actively shaping and influencing their work environment and outcomes.
The study provided several promising avenues for future studies and advocated management researchers to continue studying the role of job crafting, its antecedents, and outcomes. To conclude, this study has shown that those protean self-directed employees are most likely to craft their own jobs, by mobilising their own resources and setting their own challenges, these employees actively shape their own career and work outcomes. The findings from this study also suggested that the management should acknowledge the importance of job crafting and the opportunities it provides to maximise employee potential for an improved individual as well as organisational outcomes.
221
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