Abstract:

The aim of this study is to examine the effect of organizational culture on job crafting within the scope of its structural dimensions, while investigating the role of predictive approach and organization-based self-esteem in this effect. Since each variable of the study is explained within the scope of self-regulation theory, it contributes to the literature. 655 data were collected by questionnaire method in this study. According to the findings of the study, organizational culture affects job crafting. In this effect, organization-based self-esteem plays a partial mediator role, while proactive personality takes a partial moderator role. These results of the study showed that managers and human resources managers should pay attention to the structure of the organization in order to craft the jobs of the employees. In addition, this study emphasizes that the human resources unit should not ignore the self-esteem and proactive personality structure of the working individuals on the basis of the organization.

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