# The Impact of Empowering Leadership on the Job Crafting of Knowledge Employees: A Moderated Mediating Effect Model

## TL;DR

This study explores how empowering leadership influences job crafting among knowledge workers, finding that self-efficacy and learning goals play key roles in this relationship.

## Contribution

The paper introduces a moderated mediation model linking empowering leadership to job crafting through role breadth self-efficacy and learning goal orientation.

## Key findings

- Empowering leadership positively affects job crafting among knowledge employees.
- Role breadth self-efficacy mediates the relationship between empowering leadership and job crafting.
- Learning goal orientation strengthens the impact of empowering leadership on self-efficacy.

## Abstract

Empowering leadership can provide more resource support for organizations and better match the characteristics of current knowledge employees, such as a high demand for autonomy and pursuit of value diversification. However, existing literature has not fully clarified the specific cognitive transmission mechanisms linking empowering leadership to knowledge workers’ job crafting, nor has it sufficiently examined the boundary conditions of this relationship under specific individual traits. This study aimed to explore the impact of empowering leadership on knowledge employees’ job crafting by constructing a moderated mediation model. This study introduces role breadth self-efficacy as a mediating variable and learning goal orientation as a moderating variable and collects questionnaire data to investigate the underlying mechanisms among 338 knowledge employees. Empowering leadership has a positive effect on knowledge employees’ job crafting. Role breadth self-efficacy mediates the relationship between empowering leadership and job crafting. Learning goal orientation positively moderated the impact of empowering leadership on role breadth self-efficacy. Building an empowering leadership model with empowerment and psychological safety at its core can stimulate employees’ job crafting. Role breadth self-efficacy can be improved by challenging tasks and systematic training. The implementation of differentiated management based on learning-goal orientation strengthens the empowerment effect. These measures provide feasible paths for organizations to drive adaptive changes.