O-283 Exploring Moderating Mechanisms in the Relationship Between Task Restructuring and Well-Being: The Role of Employability and Organizational Learning Climate

Introduction According to the Job Demands-Resources model, job changes such as task restructuring can be considered as a challenge stressor predicting both strain and motivational outcomes. In addition, both employability and the presence of a strong organizational learning climate can be considered possible resources. We thus hypothesize that the effects of task restructuring on employee well-being (i.e. need for recovery and work engagement) are moderated by perceived employability and organizational learning climate, such that (a) the positive relationship between task restructuring and need for recovery is weaker when employability/learning climate is high, and (b) the positive relationship between task restructuring and work engagement is stronger when employability/learning climate is high. Methods After approval of the Social and Societal Ethics Committee, online and paper-and-pencil questionnaires were completed by 1768 employees from six different Belgian organizations. Moderation effects of employability and learning climate on the relationship between task restructuring and engagement and need for recovery were analyzed using Structural Equation Modeling in Mplus. Results Task restructuring was positively related to need for recovery and negatively related to work engagement. Interaction terms confirm that learning climate buffers the negative effects of task restructuring on recovery need and on engagement. Discussion Learning climate can moderate the effects of task restructuring on employee well-being. Conclusion The results of this study provide new insights in the moderating mechanisms in the relationship between task restructuring and negative as well as positive outcomes of employee well-being. These results not only contribute to theory, but can guide practitioners when conducting change in the organization.