The Effect of Promotion

The Effect of Promotion – Prevention Focus Job crating on Work withdrawal
behaviors
It is important to find a job that will fit us, especially nowadays, when the workplace is
taking a lion share of our waking hours. Our job enfolds many meanings for us all.
Some see work as something you have to do to earn a living, some see it as a way to
reach self fulfilment, while others can see it as a social frame to create and maintain
relationships with others or as part of their identity. No matter how we perceive our
work, we know that a good fit is important, but is it a simple case of fit?
In the work environment today, in an attempt to attract and preserve valued workers
by the organizations and increase motivation, employees can actively influence their
job in many ways and make it better suited for them. This process is called job crafting.
Job crafting can be divided to Promotion-focused (e.g., creating new partnerships),
and Prevention-focused (e.g., reducing hindering job demand).
Work turnover is one of the most challenging issues organizations need to address
nowadays. Organizations that attract, develop, and retain top talents will thrive while
those that do not will struggle to remain competitive (Holtom, Mitchell, Lee, &
Inderrieden, 2005). Given the dramatic economic challenges we are currently facing,
due to the COVID-19 pandemic and its economic repercussions (Jung, Jung and
Yoon, 2021), it is important to examine why employees’ turnover rate is increasing
over the years and how organizations can preserve their professional manpower and
keep employee motivation high.
In this research project we aim to expand the current understanding of the established
relationships between person- job fit, job crafting, motivation and withdrawal
behaviors.
In study 1, we will try to better understand the relationship between regulatory fit, job
crafting, motivation and withdrawal behaviors in a controlled environment. Something
that has yet to be done.
In study 2 we will test the relationship between job crafting, regulatory focus,
motivation and withdrawal behaviors in various workplaces by a series of online
questionnaires.
In study 3 we will test the relationship between occupation regulatory focus, as it
perceives by experts and turnover rate as an indicator for withdrawal behaviors. for
this part we will analyze big data for the Israeli Employment Services.
In study 4 we will prime a regulatory focus and see if it influences the judgment of a
3rd party regarding his job crafting strategy, in order to find an intervention that will
reduce withdrawal behaviors among workers who are prevention oriented and
promotion oriented (Past studies focused mainly on the latter).
To the best of my knowledge, no research has yet studied a successful attempt for
reducing hindering job and its’ effect on the motivation and turnover of employees.
Furthermore, the vast majority of studies in the extended JD-R job crafting model are
based on self-reported questionnaires in the field. There is a need for a laboratory
study that can test this theory and its mechanism in a controlled environment. Lastly,
person-job fit, a main concept in Higgins regulatory focus theory (Higgins, 1997), is
missing in the body of studies to date. I suggest that a good or bad fit will have a
detrimental influence on the motivation and ability to practice in job crafting.
Hence, I develop the following overarching research question: What is the optimal
relationship between employee regulatory focus and job crafting, that minimizes
employee withdrawal behavior at the workplace? and the following sub-questions:
will participants exhibit greater motivation and less turnover while practicing job
crafting? Will there be a difference in the various job crafting methods in line with the
extended JD-R job crafting model? Does the regulatory focus itself influence one's
desire towards turnover and change? Are employees with low person-job fit will be
more incline to crafting their job? Is there a way for us to keep motivation high and
turnover low, even for those individuals who work in a job that doesn’t fit their
regulatory focus?

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The Effect of Promotion – Prevention Focus Job crating on Work withdrawal

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