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THE INFLUENCE OF ADAPTIVE BEHAVIOR AND EMPLOYEE PERFORMANCE IN A STRUCTURED MANUFACTURING ENVIRONMENT: A CRITICAL EVALUATION OF JD-R MOTIVATIONAL MECHANISMS
Abstract
This study examines the implementation of adaptive behavior and proactive employee initiatives within a highly mechanistic operational system, specifically in a Japanese joint-venture manufacturing company. The primary objective is to analyze the impact of Career Crafting (CC) and Proactive Career Orientation (PKO) on performance outcomes, while re-evaluating the robustness of Work Engagement (WE) as a mediator within the Job Demands-Resources (JD-R) theory. Career Crafting concerns proactive behavioral adjustments to work tasks and relationships, whereas Proactive Career Orientation reflects a broader dispositional, future-oriented motivation. Using a cross-sectional design appropriate for examining relationship magnitude and direction at one point in time, data were collected from 157 PT KBI employees and analyzed using SEM-PLS, with procedural remedies applied to mitigate common method bias (Podsakoff et al., 2003). The absorption dimension was deliberately excluded from WE on theoretical grounds: sustained task immersion may reduce situational awareness and elevate risk in safety-critical production settings (Bakker et al., 2008). Results show career crafting is the strongest direct driver of performance, while PKO alone shows no significant direct effect. Notably, WE did not significantly mediate the relationship between adaptive career behaviors and performance, indicating that the JD-R motivational pathway operates differently under high formalization. This study contributes to JD-R literature by empirically positioning strict SOPs as a boundary condition constraining motivational mechanisms, an aspect underexplored in manufacturing management research. Findings suggest productivity in mechanistic environments is driven more by practical task-modification and procedural compliance than psychological engagement. Managerially, firms in similar contexts should prioritize structured career crafting programs—such as cognitive reframing workshops and peer-mentoring—over engagement-centered interventions alone.
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DOI: https://doi.org/10.17509/mimbardik.v11i2.102763
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