The mediating role of person-job fitting in the relationship between job crafting and work performance

The aim of this research examining the relationship between job crafting and work performance and determine the mediating role of person-job fit in the effect of job crafting behaviors of employees on work performance. Within the framework of the theoretical scans made for the research, a research model including dependent variable work performance, independent variable job crafting and mediating variable personjob fit was created and hypotheses related to the mentioned variables were developed. The hypotheses in the research, the relationships between job crafting and work performance and sub-dimensions of work performance; It includes the relationship between person-job fit and work performance and its sub-dimensions, and finally, analyzing whether person-job fit has a mediating role in the effect of job crafting on work performance and its sub-dimensions. In order to test the research model and hypotheses, quantitative research method, one of the research approaches, was used in this study. Data were collected from 402 people working in public and private sector organizations by questionnaire method and research hypotheses were tested. In the research, SPSS 28.0, SmartPLS 3.2.8 statistical programs were used. As a result of the research, a same-sided relationship has emerged between job crafting and work performance. In other words, as the job crafting behaviors of the employees in an organization improve, their work performance also increases. In addition, a similar relationship was found in the relationship between job crafting and job performance sub-dimensions, in-role performance and extra-role performance. Therefore, as the job crafting behaviors of the employees in an institution or organization develop, both their in-role performances and theiextra-role performances develop in the same direction. The opposite of this may also be the case. It is seen that as job crafting abilities decrease in an organization, work performances, in-role and extra-role performances also decrease. One of the results of the research is that there is a one-way relationship between job crafting and person-job fit. As the job crafting behaviors of the employees improve, the person-job fit also increases in parallel. In addition to all these, an inverse interaction has emerged in the relationship between person-job fit and extra-role performance, which is one of the sub-dimensions of work performance. However, no one-sided interaction was found in the relationship between person-job fit and in-role performance. As a result of mediation effect analysis, it was determined that person-job fit does not have a mediating role in the relationship between job crafting and in-role performance. In addition, it was revealed that there is a mediating effect of person-job fit between job crafting and extra-role performance. Therefore, the partial mediation role of person-job fit in the relationship between job crafting and work performance can be mentioned. In addition, when the research variables of demographic and occupational variables are examined in the related literature, it is seen that in-role performance according to gender and age of participants; extra-role performance and person-job fit according to marital status; It has been determined that the person-job fit differs according to the working years of the participants in the institution. Keywords: Job crafting, work performance, person-job fitting.