如何讓工作有意義，成為有意義的工作，是人資的新議題，工作形塑是倡議途徑之一。工作形塑指工作者改變任務、關係與認知疆界，移轉工作識別與創造意義，對提升工作滿意及誘發創新有益。文獻上探討工作形塑的前因、手法與結果，及形塑者對於工作的資源、挑戰與要求之運用。然而，對工作形塑的能力配套，卻所知不多。缺口有二：未能釐清形塑者如何跨越疆界，以及探討其能力的變化。本研究以質性研究法，分析一位世界麵包冠軍如何受到使命感牽引，取得新能力與跨越疆界，移轉工作識別。文獻多將疆界改變視為理所當然、工作形塑是自然而然，本研究則發現工作形塑需經歷能力培養的歷程。此新觀點引出本文對理論與實務的啟示。

How to create the meaningful job and the meaningfulness of job are the emerging topics in human relations management literature. One approach to tackle the topics is job crafting. Job crafting has been denoted as an employee actively change the boundaries of task, relationship and cognition to create new work identity, increase work meaningfulness and satisfaction. Prior literature could be divided into two streams. The first one explored the causes, techniques and outcomes of job crafting process. The second focuses on how employees exercise of the resource, challenge and demand of job to form job-crafting behavior. However, there are two gaps in literature: the first gap is to neglect to identify how the job crafters go across the boundaries of task, relationship and cognition. The other gap is the researchers seldom explore the change of the capabilities of job crafter. The study aimed to fill the gaps by employing qualitative case study method. The selected case was the baker who won the champion of the world baking competition. The findings show that job crafting could be seen as the process of capabilities cultivation pushed by the sense of purpose. Job crafter needs to adapt his capabilities to cope with the requirements of the new boundaries of task, relationship and cognition. The implications for the relevant theories and practices were discussed.

工作對於工作者的重要性與影響力越來越高，現代工作者投入的時間可能早已超過非工作時間，如何創造工作的意義性與提升工作者滿意度，是促進工作者穩定度與提升績效必須要考慮的因素。本研究主題是工作形塑，它代表著工作者在使命感驅動下，主動形塑自己的工作內容，包括在任務上、互動關係上與自我認知上，改變原有疆界，進而能提升工作的意義，也創造有意義的工作。相關研究的起點，來自於對工作場域中較為低下層工作者實務的觀察，他們之中有些人，會將自己的任務目標，連結到更高層次的目標，也會用較整體的觀點，來看待與完成相關工作，不但締造工作更多的價值，也提升自己的工作滿意度，這些人稱為工作形塑者。本研究發現工作形塑除了要有前因、手法與成果，還需要考慮工作形塑者在過程中的能力培養，而工作形塑者的新任務、新關係與新認知得以展開與實踐，往往來自於新能力取得與施行新作為。本研究也提出工作形塑力的內涵，包括：執行力、轉念力與延展力，執行力跟新的工作內涵有關、轉念力代表換位思考、延展力則以個人原本專業為起點再加以變化。本研究發現，工作形塑可作為另一個培養創新人才與促進工作創新的策略，它是一種在個人使命感驅動下的能力培養途徑。工作形塑與組織正式的職涯升遷、偏向垂直性移動有所差異，也與現今流行的水平式、培養工作者多種專長的斜槓發展不同。工作形塑除了對個人移轉出新工作識別，也提升工作滿意度與增加工作創新的可能。本研究的發現，呼籲組織管理與人才培育者，要捨棄人才速養的心態與做法，孕育出一個支持工作形塑的環境，讓工作者找回使命感、創造工作意義，人才培育者也應提供培養新能力的相關資源，讓更多的工作形塑出現，幫助工作者提升能力與工作意義，進而提升組織績效與創新。

王玉珍，2018，「青少年目的感經驗之探究」，教育心理學報，49卷3期：437～459。(Wang, Y. C., 2018, “The Experience of Adolescents’ Sense of Purpose,” Bulletin of Educational Psychology, Vol. 49, No. 3, 437-459.)
余嬪、吳靜吉、陳以亨、區衿綾，2011，「不同年齡男女專業工作者之玩興與工作創新」，教育心理學報，42卷3期：423~444。(Yu, P., Wu, J. J., Chen, I. H., and Ou, J. L., 2011, “Age and Gender Differences in Playfulness and Innovation Behavior among Professional Workers,” Bulletin of Educational Psychology, Vol. 42, No. 3, 423-444.)
吳昭怡，2009，從工作塑造看工作創新-以臺灣大車隊為例，國立政治大學商管專業學院碩士學位學程研究所碩士論文。(Wu, J. Y., 2009, Job Innovation from Job Crafting- A Study of Emergent Practice of Taiwan Taxi Cabbies, AMBA, Master Thesis, National Cheng-Chi University.)
吳斯茜、陳薇棆，2014，「工作塑造初探—用心理論之改變類別實驗研究」，警察行政管理學報，10期：127~140。(Wu, S. C. and Chen, W. L., 2014, “The Study of Changing Classification Mindfully as A Job Crafting Strategy,” Journal of Police Management, Vol. 10, 127-140.)
徐聯恩、林玉涵，2015，「不同創意風格幼兒園教師工作塑造之研究」，臺灣教師專業發展學會學刊，3期：35~62。(Hsu, L. A. and Lin, Y. H., 2015, “Creativity Style and Job Crafting in Early Childhood Teachers,” Journal of Taiwan Teachers Professional Development, Vol. 3, 35-62.)
陳沁怡、楊金源，2008，「心靈領導風格與組織內自我職涯管理行為之中介模式探討—自尊與賦能知覺之重要性」，人力資源管理學報，8卷4期：31~57。(Chen, C. Y. and Yang, C. Y., 2008, “Exploration of Mediating Models between Spiritual Leadership and Career Self-management Behavior: The Importance of Self-esteem and Psychological Empowerment,” Journal of Human Resource Management, Vol. 8, No. 4, 31-57.)
陳則文、侯勝宗，2009，「非預期工作創新：臺灣大車隊司機個案研究」，科技管理學刊，14卷2期：97~128。(Chen, T. W. and Hou, S. T., 2009, “Unintended Work Innovations: A Case Study of Taiwan Taxi Cabbies,” Journal of Technology Management, Vol. 14, No. 2, 97-128.)
陳相如、陳鏡如，2018，「成人期職涯危機調適行動探索」，中華心理學刊，60卷2期：125~149。(Chen, H. J. and Chen, C. J, 2018, “Career Crisis and Adaptation in Middle Adulthood,” Chinese Journal of Psychology, Vol. 60, No. 2, 125-149.)
黃同圳、薛婉婷，1998，「『慎選人格特質』與『改善工作設計』何者為要？」，勞資關係論叢，7期：125～152。(Huang, T. C. and Hsei, W. T., 1998, “Selecting Right Personality and Improving Job Design: Which is More Important?” Journal of Labor Studies, Vol. 7, 125-152.)
謝美娥，2017，「居家照顧服務員工作留任意願影響因素探討」，東吳社會工作學報，33期：27~62。(Hsieh, M. O., 2017, “Understanding Factors Affecting Homecare Workers’ Job Retention Willingness,” Soochow Journal of Social Work, Vol. 33, 27-62.)
Ashforth, B. E., Kreiner, G. E., and Fugate, M., 2000, “All in A Day’s Work: Boundaries and Micro Role Transitions at Work,” Academy of Management Review, Vol. 25, No. 3, 472-491.
Ashford, S. J., Blatt, R., and Walle, D. V., 2003, “Reflections on the Looking Glass: A Review of Research on Feedback-Seeking Behavior in Organizations,” Journal of Management, Vol. 29, No. 6, 773-799.
Bakker, A. B. and Demerouti, E., 2007, “The Job Demands-resources Model: State of the Art,” Journal of Managerial Psychology, Vol. 22, No. 3, 309-328.
Bakker, A. B., Tims, M., and Derks, D., 2012, “Proactive Personality and Job Performance: The Role of Job Crafting and Work Engagement,” Human Relations, Vol. 65, No. 10, 1359-1378.
Bakker, A. B., Rodríguez-Muñoz, A., and Sanz-Vergel, A. I., 2016, “Modeling Job Crafting Behaviours: Implications for Work Engagement,” Human Relations, Vol. 69, No. 1, 169-189.
Bell, N. E. and Staw, B. M., 1989, “People as Sculptors Versus Sculpture: The Roles of Personality and Personal Control in Organizations,” in Arthur, M. B., Hall, D. T. and Lawrence, B. S., (eds.), The Handbook of Career Theory, Cambridge: Cambridge University Press, 232-251.
Berg, J. M., Dutton, J. E., and Wrzesniewski, A., 2013, “Job Crafting and Meaningful Work,” in Dik, B. J., Byrne, Z. S., and Steger, M. F., (eds.), Purpose and Meaning in the Workplace, 1st, Washington, DC: American Psychological Association, 81-104.
Berg, J. M., Grant, A. M., and Johnson, V., 2010, “When Calling Are Calling: Crafting Work and Leisure in Pursuit of Unanswered Occupational Callings,” Organization Science, Vol. 21, No. 5, 973-994.
Berg, J. M., Wrzesniewski, A., and Dutton, J. E., 2010, “Perceiving and Responding to Challenges in Job Crafting at Different Ranks: When Proactivity Requires Adaptivity,” Journal of Organizational Behavior, Vol. 31, No. 2/3, 158-186.
Biron, C., Karanika-Murray, M., and Cooper, C. L. (eds.), 2012, Improving Organizational Interventions for Stress and Well-being: Addressing Process and Context, 1st, London: Routledge.
Campion, M. A. and McClelland, C. L., 1993, “Follow-up and Extension of the Interdisciplinary Costs and Benefits of Enlarged Jobs,” Journal of Applied Psychology, Vol. 78, No. 3, 339-351.
Clegg, C. and Spencer, C., 2007, “A Circular and Dynamic Model of the Process of Job Design,” Journal of Occupational and Organizational Psychology, Vol. 80, No. 2, 321-339.
Defillippi, R. J. and Arthur, M. B., 1994, “The Boundaryless Career: A Competency-based Perspective,” Journal of Organizational Behavior, Vol. 15, No. 4, 307-324.
Demerouti, E. and Bakker, A. B., 2014, “Job Crafting,” in Maria C. W. Peeter, Jan de Jonge and Toon W. Taris (eds.), An Introduction to Contemporary Work Psychology, 1st, John Wiley & Sons, Ltd., 414-433.
Dierdorff, E. C. and Jensen, J. M., 2018, “Crafting in Context: Exploring When Job Crafting Is Dysfunctional for Performance Effectiveness,” Journal of Applied Psychology, Vol. 103, No. 5, 403-477..
Dutton, J. E., Roberts, L. M., and Bednar, J., 2010, “Pathways for Positive Identity Construction at Work: Four Types of Positive Identity and the Building of Social Resources,” Academy of Management Review, Vol. 35, No. 2, 265-293.
Ghitulescu, B. E., 2007, Shaping Tasks and Relationships at Work: Examining the Antecedents and Consequences of Employee Job Crafting, Ph. D. Dissertation, University of Pittsburgh.
Grant, A. M., 2007, “Relational Job Design and the Motivation to Make A Prosocial Difference,” Academy of Management Review, Vol. 32, No. 2, 393-417.
Griffin, M. A., Neal, A., and Parker, S. K., 2007, “A New Model of Work Role Performance: Positive Behavior in Uncertain and Interdependent Context,” Academy of Management Journal, Vol. 50, No. 2, 327-347.
Hackman, J. R. and Oldham, G. R., 1980, Work Redesign, 1st, Reading, MA: Addison-Wesley.
Ilgen, D. R. and Hollenbeck, J. R., 1991, “The Structure of Work: Job Design and Roles.” in Dunnette, M. D. and Hough, L. M., (eds.), Handbook of Industrial and Organizational Psychology, Vol. 2, 2nd , Palo Alto, CA: Consulting Psychologists Press, 165-207.
Kira, M., Balkin, D. B., and San, E., 2012, “Authentic Work and Organizational Change: Longitudinal Evidence from A Merger,” Journal of Change Management, Vol. 12, No. 1, 31-51.
Lamont, M. and Molnar, V., 2002, “The Study of Boundaries in the Social Sciences,” Annual Review of Sociology, Vol. 28, 167-195.
Leana, C., Appelbaum, E., and Shevchuk, I., 2009, “Work Process and Quality of Care in Early Childhood Education: The Role of Job Crafting,” Academy of Management Journal, Vol. 52, No. 6, 1169-1192.
Leonard-Barton, D., 1995, Wellsprings of Knowledge: Building and Sustaining the Sources of Innovation, 1st, Harvard Business School Press.
Lyons, P., 2008, “The Crafting of Jobs and Individual Differences,” Journal of Business Psychology, Vol. 23, No. 1-2, 25-36.
Niessen, C., Weseler, D., and Kostova, P., 2016, “When and Why Do Individuals Craft Their Jobs? The Role of Individual Motivation and Work Characteristics for Job Crafting,” Human Relations, Vol. 69, No. 6, 1287-1313.
Petrou, P., Demerouti, E., Petters, M. C. W., Schaufeli, W., and Hetland, J., 2012, “Crafting A Job on A Daily Basis: Contextual Correlates and the Link to Work Engagement,” Journal of Organizational Behavior, Vol. 33, No. 8, 1120-1141.
Prahalad, C. K., and Hamel, G., 1990, “The Core Competence of the Corporation,” Harvard Business Review, May-June, 79-91.
Pratt, M. G. and Ashforth, B. E., 2003, “Fostering Meaningfulness in Working and at Work,” in Cameron, K., Dutton, J., and Quinn, R., (eds.) Positive Organizational Scholarship: Foundations of a New Discipline, 1st, San Francisco: Berrett-Koehler Publishers, 309-327.
Quinn, R. E. and Thakor, A. V., 2018, “Creating A Purpose-driven Organization,” Harvard Business Review, July-August, 78-85.
Rank, J., Pace, V. L., and Frese, M., 2004, “Three Avenues for Future Research on Creativity, Innovation, and Initiative.” Applied Psychology: An International Review, Vol. 53, No. 4, 518-528.
Rosso, B. D., Dekas, K. H., and Wrzesniewski, A., 2010, “On the Meaning of Work: A Theoretical Integration and Review,” Research in Organizational Behavior, Vol. 30, 91-127.
Salancik, G. R. and Pfeffer, J., 1978, “A Social Information Processing Approach to Job Attitudes and Task Design,” Administrative Science Quarterly, Vol. 23, No. 2, 224-253.
Schneider, B. and Konz, A. M., 1989, “Strategic Job Analysis,” Human Resource Management, Vol. 28, No. 1, 51-63.
Tims, M. and Bakker, A. B., 2010, Job Crafting: Toward A New Model of Individual Job Redesign, SA Journal of Industrial Psychology, Vol. 36, No. 2, 1-9.
Tims, M., Bakker, A. B., and Derks, D., 2012, “Development and Validation of the Job Crafting Scale, ” Journal of Vocational Behavior, Vol. 80, No. 1, 173-186.
Tims, M., Bakker, A. B., Derks, D., and van Rhenen, W., 2013, “Job Crafting at the Team and Individual Level: Implications for Work Engagement and Performance,” Group & Organization Management, Vol. 38, No. 4, 427-454.
Van Maanen, J. and Schein, E. H., 1979, “Toward A Theory of Organizational Socialization,” Research in Organizational Behavior, Vol. 1, 209-298.
Wrzesniewski, A. and Dutton, J. E., 2001, “Crafting A Job: Revisioning Employees as Active Crafters of Their Work,” Academy of Management Review, Vol. 26, No. 2, 179-201.
Wrzesniewski, A., LoBuglio, N. Dutton, J. E., and Berg, J. M., 2013, “Job Crafting and Cultivating Positive Meaning and Identity in Work,” Advances in Positive Organizational Psychology, Vol. 1, 281-302.
Zerubavel, E., 1991, The Fine Line: Making Distinctions in Everyday Life, 1st, New York: Free Press.