Key points are not available for this paper at this time.
Purpose This study examines how Learning Goal Orientation (LGO) shapes Job Crafting (JC) in hybrid teams, examining Feedback Seeking (FS) as a mediator and Relational Energy (RE) as a moderator. Grounded in Goal Orientation Theory (GOT), it highlights motivational and relational mechanisms driving proactive behavior critical to hybrid work effectiveness. Design/methodology/approach Existing scales were adapted for hybrid contexts. Data were collected via an online survey from 248 professionals working at middle and senior organizational levels in hybrid teams across seven organizations and analyzed using PLS-SEM. Findings LGO significantly predicts JC both directly and indirectly via FS. FS positively influences JC, while RE strengthens the LGO–JC relationship. All hypothesized paths, including mediation and moderation effects, were statistically significant, confirming the proposed model. Research limitations/implications The cross-sectional design limits causal inference, and findings may not generalize across all sectors or geographies. Future research should explore additional moderators (e.g. leadership styles) and mediators (e.g. psychological safety) to extend model applicability. Practical implications Organizations can foster JC by promoting LGO through learning-focused initiatives, encouraging safe feedback cultures, and building relationally energizing climates led by engaged team leaders. Originality/value This study integrates motivational, behavioral, and interpersonal constructs to offer a holistic framework explaining proactive work behavior in hybrid teams. It extends GOT into dynamic team contexts and highlights underexplored relational mechanisms enabling JC.
Bhonsule et al. (Wed,) studied this question.