Job crafting: A meta-analysis of relationships with individual differences, job characteristics, and work outcomes

Supervisor-subordinate fit need for autonomy and subordinate job crafting: a moderated mediation model

Employees often change various aspects of their jobs to their liking (i.e., job crafting), yet little is known about how different aspects of supervisor-subordinate fit influence this behavior. This paper investigates the extent to which supervisor adaptive personality predicts subordinate job crafting and the complex processes that affect this relationship. We found (1) there is a positive relationship between supervisor adaptive personality and subordinate job crafting, (2) subordinate need for autonomy fulfillment mediates this relationship, and (3) the indirect effect of supervisor adaptive personality on subordinate job crafting (via subordinate need for autonomy fulfillment) is stronger when there is high supervisor-subordinate value-congruence. We conclude that organizations can develop selection tools that can assess supervisors' adaptivity, making them enablers of employee-oriented changes that create more opportunities for workplace challenges, growth, and engagement.

How Algorithmic Management Influences Gig Workers' Job Crafting

Algorithmic management, as a digital management tool in the gig economy, has become a hotspot of concern at the intersection of theory and practice. However, there is a lack of research on the mechanisms and boundary conditions through which algorithmic management affects gig workers' job crafting. Based on the social information processing theory, this study constructed a dual-mediation model of how algorithmic management influences gig workers' job crafting through gameful experience and perceived job autonomy. Data from 687 valid samples were collected through a two-stage survey and statistically analyzed using structural equation modeling (SEM). The results demonstrate that algorithmic management increases gig workers' promotion-focused job crafting behaviors (increasing job resources and challenging job demands) by stimulating their gameful experiences and increases gig workers' prevention-focused job crafting behaviors (decreasing hindering job demands) by inhibiting their perceived job autonomy. In addition, the higher-order personality trait core self-evaluation moderates the relationship between algorithmic management and gameful experience and perceived job autonomy, as well as the indirect effects of algorithmic management on job crafting through gameful experiences and perceived job autonomy. This study advances empirical research on algorithmic management in the field of the gig economy and human resource management practices. Crucially, it provides practical insights for optimizing algorithmic systems in platform companies, potentially enhancing their efficiency and economic benefits.

Up for the challenge: Power motive congruence drives nurses to craft their jobs and experience well-being

Job crafting is the behavior that employees engage in to create personally better fitting work environments, for example, by increasing challenging job demands. To better understand the driving forces behind employees' engagement in job crafting, we investigated implicit and explicit power motives. While implicit motives tend to operate at the unconscious, explicit motives operate at the unconscious level. We focused on power motives, as power is an agentic motive characterized by the need to influence your environment. Although power is relevant to job crafting in its entirety, in this study, we link it to increasing challenging job demands due to its relevance to job control, which falls under the umbrella of power. Using a cross-sectional design, we collected survey data from a sample of Lebanese nurses (N = 360) working in 18 different hospitals across the country. In both implicit and explicit power motive measures, we focused on integrative power that enable people to stay calm and integrate opposition. The results showed that explicit power predicted job crafting (H1) and that implicit power amplified this effect (H2). Furthermore, job crafting mediated the relationship between congruently high power motives and positive work-related outcomes (H3) that were interrelated (H4). Our findings unravel the driving forces behind one of the most important dimensions of job crafting and extend the benefits of motive congruence to work-related outcomes.

Exploring nurse mentors' job crafting: A longitudinal study on missed nursing care across student supervision

AIM

To compare the job crafting strategies nurse mentors use when mentoring students versus during periods of respite and to assess the effectiveness of these strategies in reducing instances of missed nursing care (MNC).

BACKGROUND

Nurses who serve as mentors may have to train a group of nursing students on top of their routine nursing duties. The corresponding high workloads and limited resources may force them to decide which nursing care to delay or omit (i.e., MNC). The mentors' initiative and the actions they take to address the multiple job requirements which do not align with the organization's resources are referred to as job crafting strategies. Mentors can use these strategies to shape their role as nurses as well as their role as mentors, depending on their motives and personality.

DESIGN

A longitudinal study with data collected at two time points.

METHODS

One hundred nurse mentors completed validated questionnaires assessing job crafting strategies, MNC and work overload while actively mentoring students. Eighty returned for a follow-up during a non-mentoring period three months later. Data analysis included paired t-tests and hierarchical multivariable linear regressions.

RESULTS

No significant differences were found in MNC between the two points (1.83 SD 0.6 vs. 1.82 SD 0.75; p=0.942). A decrease in hindering demands was noted during active mentoring compared with respite (2.6 SD 0.97 vs. 2.84 SD 0.96; p=0.038). Enhancing structural job resources was significantly negatively correlated with MNC during active mentoring, while enhancing challenging job demands was positively correlated with MNC during these periods (β=0.48, p=0.18 and β=-0.35, p=0.014, respectively).

CONCLUSION

Nurse mentors can effectively reduce MNC by focusing on enhancing structural resources and limiting challenging demands during mentoring periods. It is essential for healthcare organizations to support nurse mentors with manageable workloads and necessary resources to maintain high-quality care.

Self-Leadership, Performance, and Life-Satisfaction: The Mediation Role of Flow at Work in a Three-Wave Study

Based on the self-determination model of flow and the Job Demands-Resources theory, the present study aims to analyze whether flow at work mediates the relation between self-leadership and job performance, and the relation between self-leadership and life satisfaction over time. The design of the study is longitudinal and is conducted in three waves. Data were analyzed using structural equation models on an initial sample of 316 employees. The results supported the proposed model. We identified an association between self-leadership at T1 and flow at T2 and between flow at T2 and performance and life satisfaction at T3. The results also indicated that flow at work fully mediates the relationships between self-leadership, job performance, and life satisfaction over time (T1 to T2 to T3). Overall, the present research emphasizes the importance of promoting general well-being in the workplace and guides how organizations can effectively implement interventions to support employees in achieving optimal performance and life satisfaction.

Going the extra mile for patients: Service-oriented high-performance work systems drive nurses' job crafting and extra-role service behaviour

AIM

This study intends to investigate whether, how and when service-oriented high-performance work systems (SHPWSs) drive nurses' extra-role service behaviour.

DESIGN

This was a quantitative cross-sectional study conducted with matched nurse-patient participants.

METHOD

We tested hypotheses using data from 284 nurses and their matched 566 patients. The data were collected in 2019. We conducted a set of hierarchical regression analyses to test our hypotheses.

RESULTS

The results showed that SHPWSs have a positive impact on job crafting, which, in turn, mediates the link between SHPWSs and extra-role service behaviours. Additionally, the influence of professional identification moderates these relationships. Specifically, SHPWSs are significantly and positively associated with job crafting among highly professionally identified nurses. The indirect effect is significantly positive when nurses strongly identify with their profession but not significant when their professional identification is low.

CONCLUSION

The results indicated that SHPWSs can elicit job crafting among higher professional identifiers, which further increases extra-role service behaviours towards patients.

IMPACT

Our research emphasizes the significance of HRM themes in the healthcare service industry and their direct impact on healthcare personnel. Shifting from a management-centric to an individual-centric perspective, we focus on the proactive role of nurses. Furthermore, this study enhances the understanding of the boundary conditions for the effectiveness of SHPWSs.

PATIENT OR PUBLIC CONTRIBUTION

Nurses and their mated patients from a Chinese hospital contributed to this study by completing the survey.

Predictors of Health Care Practitioners' Intention to Use AI-Enabled Clinical Decision Support Systems: Meta-Analysis Based on the Unified Theory of Acceptance and Use of Technology

BACKGROUND

Artificial intelligence-enabled clinical decision support systems (AI-CDSSs) offer potential for improving health care outcomes, but their adoption among health care practitioners remains limited.

OBJECTIVE

This meta-analysis identified predictors influencing health care practitioners' intention to use AI-CDSSs based on the Unified Theory of Acceptance and Use of Technology (UTAUT). Additional predictors were examined based on existing empirical evidence.

METHODS

The literature search using electronic databases, forward searches, conference programs, and personal correspondence yielded 7731 results, of which 17 (0.22%) studies met the inclusion criteria. Random-effects meta-analysis, relative weight analyses, and meta-analytic moderation and mediation analyses were used to examine the relationships between relevant predictor variables and the intention to use AI-CDSSs.

RESULTS

The meta-analysis results supported the application of the UTAUT to the context of the intention to use AI-CDSSs. The results showed that performance expectancy (r=0.66), effort expectancy (r=0.55), social influence (r=0.66), and facilitating conditions (r=0.66) were positively associated with the intention to use AI-CDSSs, in line with the predictions of the UTAUT. The meta-analysis further identified positive attitude (r=0.63), trust (r=0.73), anxiety (r=-0.41), perceived risk (r=-0.21), and innovativeness (r=0.54) as additional relevant predictors. Trust emerged as the most influential predictor overall. The results of the moderation analyses show that the relationship between social influence and use intention becomes weaker with increasing age. In addition, the relationship between effort expectancy and use intention was stronger for diagnostic AI-CDSSs than for devices that combined diagnostic and treatment recommendations. Finally, the relationship between facilitating conditions and use intention was mediated through performance and effort expectancy.

CONCLUSIONS

This meta-analysis contributes to the understanding of the predictors of intention to use AI-CDSSs based on an extended UTAUT model. More research is needed to substantiate the identified relationships and explain the observed variations in effect sizes by identifying relevant moderating factors. The research findings bear important implications for the design and implementation of training programs for health care practitioners to ease the adoption of AI-CDSSs into their practice.

Personality and burnout complaints: The mediating role of proactive burnout prevention behaviors at work

The aim of this study is to gain insight into how and why certain personality traits are related to experiencing burnout complaints. Drawing on insights from a stimulus-organism-response (SOR) model of personality and affect and conservation of resources (COR) theory, we specifically focus on the role of five proactive behaviors to prevent burnout (PBPBs) at work. Two research questions are addressed: (1) How are the HEXACO personality traits related to burnout complaints, and (2) to what extent do the PBPBs aimed at increasing resources act as mediators between the engagement dimensions of personality and burnout complaints. We set up a two-wave survey examining HEXACO personality, PBPBs at work, and burnout complaints in a sample of 172 employees. For our analyses we relied on multiple regression analyses and structural equation modeling. Our analyses revealed that employees high on Extraversion and Conscientiousness and low on Emotionality are less inclined to experience burnout complaints. For the trait of Conscientiousness, this could be partly explained because conscientious employees demonstrate more proactive behavior aimed at maintaining or increasing job control. Our research contributes to the burnout and personality literature as we offer insight into why specific personality dimensions are related to burnout complaints. Specific proactive behaviors aimed at increasing job resources appeared to play a small, yet relevant role in this respect, specifically for Conscientiousness. By studying the relationship between personality and behavior in association with burnout complaints, this study adds to our understanding of personalized preventive actions in the work context that can reduce burnout complaints.

Evaluation of two study demands-resources-based interventions: a randomized controlled trial

Introduction

Higher education students experience significant levels of exhaustion in their studies, yet there are limited evidence-based support programs available. Therefore, this study evaluated a novel intervention approach by testing the effectiveness of two online interventions based on the study demands-resources framework. These interventions aimed to balance demands and resources. Derived from the theoretical assumptions of the framework, we hypothesized that the interventions would increase study and personal resources, engagement, and study crafting, and decrease study demands, exhaustion, and self-undermining. Additionally, we hypothesized that demands and resources would mediate the effects of the intervention on engagement, exhaustion, study crafting, and self-undermining.

Methods

Conducted as a randomized controlled trial with a waitlist control group (n = 71), the study involved participants in two intervention groups who engaged with the interventions for 2 weeks. Intervention group 1 (n = 64) focused on adapting demands, while intervention group 2 (n = 70) focused on increasing resources. The design allowed for a comparison of the effectiveness of these different approaches. Participants completed questionnaires before and after the intervention, and at a 5-week follow-up.

Results

Results of the analyses of variance with repeated measures revealed that the interventions had significant positive effects on the personal resource mindfulness, two study crafting strategies, self-undermining, and exhaustion. Notably, intervention group 2 exhibited more positive outcomes. The hypothesized mediation effects through mindfulness were partially supported.

Discussion

The study demonstrates the considerable potential of interventions based on the study demands-resources framework for higher education institutions in supporting student well-being.

The factors of job crafting in emergency nurses: regression models versus qualitative comparative analysis

BACKGROUND

Job crafting is defined as a series of proactive behaviors exhibited by employees in order to balance work resources and needs, which has a significant positive impact on the nurses. It is necessary to find the core factors that influence the job crafting, as emergency nurses deal with the most complex tasks, so as to improve their job satisfaction.

OBJECTIVES

To investigate the core factors of job crafting among emergency nurses.

METHODS

A cross-sectional design was used in the study. A total of 255 nurses were recruited from two hospitals in Zhengzhou and Shenzhen, China in December 2021. 255 nurses completed an online questionnaire. Hierarchical regression models and fsQCA models were used to explore the factors influencing job crafting among emergency nurses and helped us to identify core factors.

RESULTS

The hierarchical regression model and the fsQCA model found that the occupational benefit, psychological empowerment, and research experience were the core factors affecting their job crafting. Job involvement was not significant in the regression model, but the QCA model indicated that it needs to be combined with other factors to impact on job crafting. The QCA model uncovered seven key conditional configurations that led to high and low job crafting among emergency nurses, explaining 80.0% of the results for high job crafting and 82.6% of the results for the low job crafting, respectively.

CONCLUSIONS

The results of this study provide valuable insights into the job crafting experienced by emergency nurses. Junior emergency nurses should be granted a high level of psychological empowerment without assigning them overly complex tasks, such as research tasks, as these challenges can stop their job crafting. Intermediate and senior emergency nurses, on the other hand, can be assigned research tasks coupled with high psychological empowerment to enhance their job crafting.

When does cognitive crafting matter more in enhancing employee thriving at work? The moderating role of skill variety and job autonomy

The job crafting literature has not devoted much attention to the effects of specific forms of job crafting, particularly cognitive crafting. The present study builds on Conservation of Resources theory to explain how cognitive crafting might influence work meaningfulness for employees, and in turn, increase their experienced thriving at work. Moreover, we hypothesise that the impact of cognitive crafting on these outcomes is influenced by two motivational job characteristics: skill variety and job autonomy. To test our hypotheses, we collected three-wave survey data from 223 employees employed in a variety of occupations and industries in China. Results indicate that engaging in cognitive crafting enhances employees' work meaningfulness, resulting in thriving at work. Furthermore, skill variety and job autonomy are crucial moderators of these relationships. Specifically, when employees perceived low levels of skill variety or job autonomy, engaging in cognitive crafting was more likely to lead to enhanced work meaningfulness, which in turn resulted in higher levels of thriving at work. Implications for research, theory and practice are discussed.

Buffering or boosting? The dynamic curvilinear relationship between work-related use of information and communication technologies after-hours and wok procrastination

Work-related use of information and communication technologies after-hours (W_ICTs) blurs the boundaries between work and non-work domains, representing a typical boundary-crossing behavior that affects employees' lives and organizational development. Drawing on the Job Demands-Resources theory, this study develops a dynamic curvilinear model of the impact of W_ICTs on work procrastination, considering intrinsic motivation (self-efficacy and enjoyment) and regulatory focus (prevention focus). Empirical testing of the research hypotheses is conducted through a survey involving 817 employees with standard working hours (e.g. 9 a.m. to 5 p.m.). The results indicate that W_ICTs can be regarded as both inhibitors and promoters, with a U-shaped impact on work procrastination and an inverted U-shaped effect on self-efficacy and enjoyment. The mediating roles of self-efficacy and enjoyment are significant. Moreover, prevention focus moderates the relationship between W_ICTs and enjoyment, whereas the moderating effect between W_ICTs and self-efficacy is insignificant. This dynamic curvilinear relationship may explain the inconsistent results of prior studies regarding the relationship between W_ICTs and employees' negative behaviors. It contributes to expanding research on the outcomes of W_ICTs and the antecedents of work procrastination. Moreover, the proposed influence mechanism between W_ICTs and work procrastination has not been established from the perspective of intrinsic motivation and prevention focus. Hence, this study responds to scholars' calls and adds to the existing research on how W_ICTs affect work procrastination. These research findings enhance the current understanding of the effects of W_ICTs and offer valuable insights for organizations to effectively manage W_ICTs and address work procrastination behavior in practice.

Crafting a Job among Chinese Employees: The Role of Empowering Leadership and the Links to Work-Related Outcomes

The present study aims to examine the process through which empowering leadership shapes employees' work engagement and in-role performance by facilitating job-crafting behaviors, specifically seeking resources, seeking challenges, and reducing demands. Based on the extensive data from 733 Chinese employees across various organizations located predominantly in Chongqing and Xi'an, China, we carried out different types of statistical analysis such as confirmatory factor analysis (CFA) and structural equation modeling (SEM) to examine the relationships among empowering leadership, specific job-crafting behaviors, work engagement and in-role performance, test our hypothesis and our conceptual model. The results from structural equation modeling (SEM) suggested that empowering leadership was positively related to employees' work engagement and in-role performance; empowering leadership was positively related to employees' job crafting (seeking resources, seeking challenges and reducing demands); seeking resources, seeking challenges and reducing demands were positively related to in-role performance, and seeking challenges and reducing demands were positively related to work engagement. In the relationship between empowering leadership and in-role performance, seeking resources serves as a mediating factor. Similarly, seeking challenges mediates the association between empowering leadership and both work engagement and in-role performance. Furthermore, reducing demands mediates the links between empowering leadership and both work engagement and in-role performance. The implications of these findings are subsequently discussed.

A new perspective on balancing life domains: work-nonwork balance crafting

BACKGROUND

Self-initiated and proactive changes in working conditions through crafting are essential for shaping work and improving work-related well-being. Recently, the research stream of job crafting has been extended to other life domains. The present paper aims to study a novel crafting concept-work-nonwork balance crafting-investigating the role of its antecedents and identifying relevant outcomes. Work-nonwork balance crafting is defined as individuals' unofficial techniques and activities to shape their work-nonwork balance, here considering their life domain boundary preferences.

METHODS

In the study, 1,060 employees in three European countries (Austria, Germany and Switzerland) were surveyed in a longitudinal three-wave study with three-month intervals. We explored the influences of job/home demands and resources as antecedents of work-nonwork balance crafting. Important constructs for employee health and well-being (i.e., work engagement, work-related burnout, mental well-being and detachment from work) were investigated as outcomes.

RESULTS

The findings suggest that resources and demands in the context of work or home are key antecedents of work-nonwork balance crafting. Work-nonwork balance crafting was also predictive for important employee health and well-being outcomes over three months, mainly in a positive and health-promoting way.

CONCLUSION

This study provides insights into the antecedents of proactive efforts to balance the complex interplay of life domains. By studying work-nonwork balance crafting, we provide a new perspective on crafting beyond job crafting, which may help maintain or improve employees' mental health and well-being.

Specialist reassociation and residence time modulate the evolution of defense in invasive plants: A meta-analysis

Invasive plants typically escape specialist herbivores but are often attacked by generalist herbivores in their introduced ranges. The shifting defense hypothesis suggests that this will cause invasive plants to evolve lower resistance against specialists, higher resistance against generalists, and greater tolerance to herbivore damage. However, the duration and direction of selective pressures can shape the evolutionary responses of resistance and tolerance for invasive plants. Two critical factors are (1) residence time (length of time that an invasive species has been in its introduced range) and (2) specialist herbivore reassociation (attack by purposely or accidentally introduced specialists). Yet, these two factors have not been considered simultaneously in previous quantitative syntheses. Here, we performed a meta-analysis with 367 effect sizes from 70 studies of 35 invasive plant species from native and invasive populations. We tested how the residence time of invasive plant species and specialist reassociation in their introduced ranges affected evolutionary responses of defenses against specialists and generalists, including herbivore resistance traits (physical barriers, digestibility reducers and toxins), resistance effects (performance of and damage caused by specialists or generalists) and tolerance to damage (from specialists or generalists). We found that residence time and specialist reassociation each significantly altered digestibility reducers, specialist performance, generalist damage, and tolerance to specialist damage. Furthermore, residence time and specialist reassociation strongly altered toxins and generalist performance, respectively. When we restricted consideration to invasive plant species with both longer residence times and no reassociation with specialists, invasive populations had lower resistance to specialists, similar resistance to generalists, and higher tolerance to damage from both herbivore types, compared with native populations. We conclude that the duration and direction of selective pressure shape the evolutionary responses of invasive plants. Under long-term (long residence time) and stable (no specialist reassociation) selective pressure, invasive plants generally decrease resistance to specialists and increase tolerance to generalist damage that provides mixed support for the shifting defense hypothesis.

Antecedents of Workaholism and Work Engagement: A Motivational Perspective in Research on Heavy Work Involvement

In this perspective article, we propose encompassing the motivational perspective to enrich future studies on two forms of heavy work involvement (HWI): workaholism and work engagement. Based on the holistic definition of motivation, we build a theoretical instrumentation that includes four motivational categories that are presented and characterized by relevant key terms: I. Activation and energy of action; II. Action orientation and action realization; III. Competencies and cognitive processes; IV. Work environment and the context of action. We use these categories in an analysis of the latest contemporary research which has investigated the motivational determinants of both workaholism and work engagement. Our analysis shows that studies in this perspective are in the initial stages; we propose examples of theories and models as well as important precise questions embedded in each I-IV motivation category that can stimulate future research directions. The concluding comments include three main recommendations for future research on HWI.

Can an educational intervention in the context of inpatient pulmonary rehabilitation improve asthma self-management at work? A study protocol of a randomized controlled trial

BACKGROUND

Asthma self-management (e.g., trigger avoidance or correct medication use) is a cornerstone of therapy. Its successful implementation in everyday working life is determined by psychosocial working conditions, in particular by support from superiors and colleagues and the job decision latitude (i.e., when and how to carry out which tasks). To empower individuals with asthma to modify their working conditions, employees need to use certain communication skills and acquire specific knowledge. Both could be taught as part of patient education during pulmonary rehabilitation. Therefore, the aim of the planned study is the development and multicentre implementation of an education module for individuals with asthma during their rehabilitation and to generate evidence on its effectiveness.

METHODS

Participants (n ≥ 180) will be recruited, randomized into an intervention and a control group, trained and surveyed in two rehabilitation clinics. The intervention group will receive the supplementary patient education module "Asthma and Work" while the control group will participate in a program on " Eating behaviour" (both 2 × 50 min). The effectiveness of the intervention will be examined based on pre-post measurements (T1 and T2) and a 3-month follow-up (T3). We will consider behavioural intention (T2) and asthma self-management at work (T3) as primary outcomes. Secondary outcomes will include self-management-related knowledge, self-efficacy, number of sick days, number of exacerbations, asthma control (Asthma Control Test), asthma-related quality of life (Marks Asthma Quality of Life Questionnaire), and subjective employment prognosis (Brief Scale Measuring the Subjective Prognosis of Gainful Employment). The pre-post comparisons are to be evaluated using univariate analyses of covariance.

DISCUSSION

Improving asthma self-management at work could increase the work ability and social participation of employees with asthma. This could reduce costs, e.g. in terms of asthma-related sick leave.

TRIAL REGISTRATION

German Clinical Trials Register (ID: DRKS00031843).

Compassion Catalysts: Unveiling Proactive Pathways to Job Performance

This study aims to provide a better understanding of the mechanisms underlying the relationship between the experiences of compassion and job performance. Specifically, we test if positive emotion and job crafting could help explain the experience of the compassion-job performance link. Using a sample of 312 employees in large-sized domestic companies located in South Korea, we found that the experience of compassion was positively related to job performance. In addition, we adopted the motivational approach to demonstrate that the positive relationship between the experience of compassion and job performance was sequentially mediated by positive emotion and job crafting. Our study advances the literature on workplace compassion by introducing job crafting as a novel driver in explaining the positive effects of compassion and contributes novel insights into the mechanisms underlying the relationship between compassion and job performance. Our findings also suggest that to enhance employees' job performance and facilitate employees' proactive behaviors (i.e., job crafting), organizations must foster a compassionate work environment by placing high importance on compassion.

Network crafting, goal attainment, and work-to-family facilitation among hotel employees: the mediating roles of positive affect and information exchange

Background

The hospitality industry is experiencing new developmental opportunities after the coronavirus pandemic, such as the expansion of digital presence, the introduction of wellness offerings to cater to health-conscious guests, and a growing focus on local and sustainable tourism. However, despite these positive changes, we still lack knowledge on how hospitality workers can proactively adjust their work conditions to excel in their professional domain while also flourishing in their family domain. Thus, the current study proposed and examined how network crafting behaviors can have positive effects on hotel employees' work goal attainment and work-to-family facilitation. Based on the affectivity theories and the social cognitive theory, we examined the mediating roles of positive affect and information exchange on the relationship between network crafting behaviors and work goal attainment and work-to-family facilitation.

Methods

We collected data from three 5-star hotels in Jinan, China. We sent out the surveys in three waves to avoid the common method bias. We obtained 199 valid responses in total in three waves and entered them into the data analysis. Structural equation modeling was conducted to examine our hypotheses.

Results

We found that network crafting was positively related to hotel employees' work goal attainment and work-to-family facilitation. We also confirmed the mediating roles of positive affect and information exchange in this relationship.

Conclusion

We revealed a dual process of network crafting - that is, a positive affective process and an information exchange process. We contribute to the social network and networking literature by highlighting an optimization-oriented networking strategy, rather than one simply maximizing networks. We enrich the work-family enrichment literature by suggesting an effective behavioral strategy that can transmit the resources and gains from one domain to the other domain.

The Psychometric Properties and Effectiveness of the Approach-Avoidance Job Crafting Scale among Chinese Kindergarten Teachers

Job crafting is an important concept associated with many positive outcomes, particularly for kindergarten teachers. Specifically, job crafting can play a key role in improving kindergarten teachers' work experiences and reducing professional dysfunction, considering their stressful work environment. However, the existing scale that integrates the most accepted theories of job crafting-approach-avoidance theory-has not been examined for efficacy in a multicultural context. Thus, in this study, 1273 Chinese kindergarten teachers were selected as subjects to explore the psychological properties of the German version of the Approach-Avoidance Job Crafting Scale (AAJCS) within the Chinese culture context. The sample was randomly divided into two subsamples. In Sample 1 (N = 618), item analysis and confirmatory factor analysis (CFA) were conducted. In Sample 2 (N = 655), CFA, reliability, and criterion-related validity tests were conducted. The results showed that job crafting has two independent components, each containing four factors, and the third-order model had the best fit. The reliability and validity of the scale were good, suggesting that AAJCS is an appropriate tool for measuring job crafting in a kindergarten population. Future research is needed to test the validity and reliability of the AAJCS on other populations.

Do I want to work from home today? Specific job crafting strategies of public service employees working from home during the COVID-19 pandemic in Germany: a qualitative study

Background

After the outbreak of the COVID-19 pandemic, employees in Europe increasingly worked from home. In the German public sector, many employees experienced working from home for the first time. Concurrently, employees could use job crafting activities to alter job demands and resources while working from home. This exploratory case study aims to shed light on how public service employees craft their job demands and job resources, and how they perceive job satisfaction and productivity while working from home during the COVID-19 pandemic. A novel theoretical approach is applied to explore crafting activities that target specific job demands and resources when working from home, using a combined framework of resource-based job crafting based on the Job Demands-Resources model and time-spatial job crafting.

Methods

Qualitative telephone interviews were conducted with employees from different public sectors in Germany between December 2021 and February 2022. According to the COREQ guidelines, the 12 semi-structured interviews were audio-recorded, transcribed verbatim, and content-analyzed using MAXQDA.

Results

The results suggest that employees, who were new to working from home, developed personal crafting strategies for their flexible work environment. These strategies supported them in coping with hindering job demands (e.g., measures regarding work-related availability or interruptions) by optimizing their working conditions. Additionally, employees used strategies to increase their social resources (e.g., initiating meetings with colleagues) and structural resources (e.g., installing additional work equipment, planning of office days and working-from-home days). The use of given job resources and optimization of job demands are closely linked to the time-spatial demands fit. Thereby, the time-spatial demands fit is used to combine workplaces, work hours, or work tasks with the provided resources and demands to achieve an optimal work environment, which also facilitates employees' productivity and satisfaction.

Conclusion

The results enrich the resource-based and time-spatial demand job crafting research by adding specific job crafting strategies utilized by public service employees. Furthermore, the results highlight job crafting strategies for enhancing job satisfaction and productivity when working from home in the post-pandemic world, thus offering valuable insights for researchers and practitioners.

Autonomy and engagement in self-managing organizations: exploring the relations with job crafting, error orientation and person-environment fit

Introduction

Self-managing organizations are a novel organizational form that radically decentralizes decision authority to adapt to the volatile business environment and the demands of knowledge work, resulting in new resources and demands for the employees. Therefore, building on the job demands-resources theory and the person-environment fit theory, the associations of self-managing organizations with higher perceived individual autonomy were tested. Additionally, the study investigated how job crafting and handling mistakes related to the relationship between job autonomy and work engagement/satisfaction.

Method

A cross-sectional study was conducted to gather data from employees of different self-managing organizations and non-self-managing organizations, and group comparisons and path analyses were applied to test the preregistered hypotheses.

Results

Increased method and decision autonomy, job crafting behaviors, error management orientation, work engagement, and job satisfaction were found in self-managing organizations. Additionally, a surplus of perceived autonomy compared to the ideal autonomy was associated with lower work engagement and job satisfaction compared to a fit between ideal and perceived autonomy. However, job crafting did not relate to a better fit between ideal and perceived autonomy. Decision autonomy predicted higher crafting of challenging demands and structural resources for employees with low error strain. Depending on the autonomy type, learning from errors enhanced or reduced the relationship between perceived autonomy and job crafting.

Discussion

This study showed the importance of addressing the higher level of individual autonomy in self-managing organizations and offered starting points for interventions to support employees with handling high autonomy. Reducing error strain but increasing error learning and risking errors could help increase job crafting and work engagement, particularly in self-managing organizations.

Age and Time Horizons Are Associated With Preferences for Helping Colleagues

The present study examined the causal role of time horizons in age differences in worker motivation. Based on socioemotional selectivity theory (SST), we hypothesized that under unspecified time horizons, older workers prefer to engage in emotionally meaningful work activities more so than younger workers. We further hypothesized that when time horizons at work are expanded or limited, age differences are eliminated. We recruited a sample of employees (N = 555) and randomly assigned them to one of three experimental conditions: a no-instruction condition in which time horizons were not specified, an expanded time horizons condition, or a limited horizons condition. We asked participants to choose from among three options for work-related activities: Helping a colleague or a friend, working on a career-advancing project, or working on a project which may take the company in a new direction. Consistent with SST postulates, we found that age was associated with preferences for helping colleagues in the unspecified horizons condition, and that age differences were eliminated when time horizons were extended or limited. As hypothesized, expanding time horizons reduced employees' likelihood of choosing to help colleagues. Contrary to our hypothesis, limiting time horizons also reduced the likelihood of choosing to help colleagues. Alternative explanations are considered. Findings suggest that age differences in worker motivation are shaped by time horizons and that modification of time horizons can alter work preferences.

Environmentally Specific Servant Leadership and Brand Citizenship Behavior: The Role of Green-Crafting Behavior and Employee-Perceived Meaningful Work

Sustainability and environmental concerns have become increasingly important in the business world, with organizations seeking to integrate sustainable practices and enhance their brand citizenship behavior. Servant leadership that is focused on the environment is a type of leadership approach that gives prominence to preserving and promoting environmental sustainability. This study aims to examine the impact of environmentally specific servant leadership on brand citizenship behavior, with a focus on the mediating roles of green-crafting behavior and employee-identified meaningful work. Drawing on data from a survey of 319 employees working in hotels, this study conducted partial least square-structural equation modeling (PLS-SEM) to test a dual-moderated mediation model to explore the direct and indirect effects of environmentally specific servant leadership on brand citizenship behavior. The results of this study reveal that environmentally specific servant leadership has a significant and positive impact on green-crafting behavior and employee meaningful work. Moreover, green-crafting behavior and employee-perceived meaningful work both mediate the link between environmentally specific servant leadership and brand citizenship behavior. Specifically, green-crafting behavior acts as a mediator between environmentally specific servant leadership and employee-perceived meaningful work, while employee-perceived meaningful work mediates the link between green-crafting behavior and brand citizenship behavior. These findings have important implications for managers and organizations that seek to enhance their sustainability and brand citizenship behavior. Specifically, this study highlights the critical role of environmentally specific servant leadership (ESSL) in promoting green-crafting behavior and employee-perceived meaningful work, which in turn influence brand citizenship behavior. Therefore, organizations can improve their brand citizenship performance by developing ESSL behaviors and practices that foster green-crafting behavior and employee-perceived meaningful work.

Staying healthy during COVID-19 crisis: well-being and salutogenic crafting among German and Swiss working population

The COVID-19 pandemic induced considerable changes regarding our working and private lives. This study aimed to examine the psychosocial effects of the COVID-19 crisis on German and Swiss employees. We analyzed the impact of the crisis on working and private life, well-being and health indicators. We tried to understand how the salutogenic behavior of crafting helps to overcome adversities during the COVID-19 pandemic and to maintain well-being and health. Therefore, we conducted a follow-up online survey from 9 to 22 April 2020 among 597 employees that had participated in the first wave of the survey in June 2019. This follow-up study design offered the opportunity to compare the situation of survey participants before and after the COVID-19 outbreak. This pre-post comparison was possible through the design of our study, which allowed us to link participants in an individual, yet anonymized way from t0 to t1. Results of the study showed that the situation concerning psychosocial factors at work and in private life and several well-being and health indicators was stable or even improved. Many study variables even remarkably improved among high crafters-a group of employees who tend to regularly craft their job and private life. Our findings indicate that employees are coping with the crisis surprisingly well. Moreover, there seem to exist beneficial, salutogenic behaviors (i.e. crafting) that allow people to better cope with crises such as the COVID-19 pandemic. These behaviors should be induced and promoted by interventions as they could be especially beneficial for low crafters.

Relationship between leadership-member exchange (LMX) and flow at work among medical workers during the COVID-19: the mediating role of job crafting

Based on relational leadership theory and self-determination theory, this study aims to investigate the relationship between leader-member exchange (LMX), job crafting, and flow at work among medical workers in the context of the COVID-19 pandemic. Participants in the study consisted of 424 hospital employees. The results showed that: (1) the LMX positively predicted flow at work; (2) two types of job crafting (increasing structural job resources and challenging job demands) played a mediating role between the LMX and flow at work; and (3) gender did not moderate these mediating effects as suggested by previous studies. These results indicate that the LMX can not only directly predict flow at work, but also indirectly predict work-related flow through job crafting by increasing structural job resources and challenging job demands, thus providing new insights for enhancing flow experiences of medical workers.

Job crafting strategies of nurse mentors as mentors and nurses and their impact on missed nursing care: A cross-sectional study

BACKGROUND

Nurse mentors face challenging circumstances because of their dual role as nurses and mentors. As nurses, they are expected to provide high-quality care for patients and as mentors, they are concomitantly engaged with developing the next generation of nurses.

OBJECTIVES

To examine the relationship between job crafting strategies and missed nursing care among nurse mentors, in their roles as nurses and mentors.

DESIGN

A cross-sectional design.

SETTING

Various wards and hospitals during 2021.

PARTICIPANTS

Eighty nurse mentors responsible for supervising nursing students.

METHODS

Participants completed on-line survey, including the MISSCARE questionnaire, the Job Crafting Scale, and control variables. SPSS was used to conduct two multivariable linear regressions.

RESULTS

As a nurse, higher enhancing structural job resources was significantly associated with lower missed nursing care, while higher enhancing social job resources was significantly associated with higher missed nursing care. As a mentor, higher enhancing structural job resources was significantly associated with lower missed care, while higher enhancing challenging job demands was significantly associated with higher missed care.

CONCLUSION

The results indicate that not all job crafting strategies are effective in maintaining high-quality care among nurse mentors. In their dual role as nurses and mentors, nurse mentors often face a Catch-22 situation, namely, meeting expectations of both students and patients. Thus, they increase their job resources and challenging demands; however, not all strategies improve the quality of care. Nursing policymakers and managers should provide tailored interventions that enhance the structural job resources of nurse mentors and avoid the use of challenging job demands and social job resource strategies when mentoring nursing students.

Service Employees' Mindfulness and Job Crafting amid COVID-19: The Roles of Resilience, Organizational Health Climate, and Health-Oriented Leadership

Due to changes in the work environment resulting from the COVID-19 pandemic, service employees' behavior, that proactively reshapes the content and meaning of work (i.e., job crafting), is increasingly important. We identified mindfulness as a key individual trait contributing to job crafting in the pandemic context. The purpose of our study was to examine the mediating effect of resilience on the relationship between mindfulness and job crafting, and the moderating effects of perceived organizational health climate and health-oriented leadership on the mindfulness-resilience relationship. We administered two-wave online surveys to 301 South Korean service employees after the onset of COVID-19 (January 20, 2020). Data for mindfulness, resilience, perceived organizational health climate, and health-oriented leadership were collected via participants' self-report in March, 2020. One month later (April, 2020), we obtained their self-ratings of job crafting. Results showed that resilience mediated the relationship between mindfulness and job crafting. The positive relationship between these two variables was more pronounced when perceived organizational health climate was high than when it was low. Perceived organizational health climate further moderated the indirect effect of mindfulness on job crafting through resilience.

Exploring hospitality workers' career choices in the wake of COVID-19: Insights from a phenomenological inquiry

The COVID-19 pandemic severely hit the hospitality industry and caused employees concerns over health, finance, and well-being. These challenges may trigger their decisions to leave the profession, leading to major talent crises in the industry. Guided by the transactional model of stress and coping and the career construction theory, this study explored how their experiences with the pandemic affected their career choices moving on. A phenomenological approach was adopted, and 31 current and past hospitality employees were interviewed. The findings supported the conceptual model and addressed the connection between stress management and career decisions among the participants. It is also noted that, besides generational differences, most participants' career decisions at this critical moment were influenced by their personality traits, industry involvement, and employer-employee relationships. Thus, to create a sustainable, resilient, and engaged workforce, hospitality practitioners must commit to crafting positive relationships with their employees both in regular and crisis times.

“Crafting your own success”: a time-lagged study on the mediating role of job crafting dimensions in the relationship between protean career and career success

Purpose

As the notions of protean career and job crafting share a common emphasis on self-management, proactivity and customization, this study aimed to examine if the associations between protean career, subjective and objective career success were mediated by job crafting, assessed via its three main dimensions (i.e. increasing structural job resources, increasing social job resources and increasing challenging job demands).

Design/methodology/approach

The authors sampled 594 Italian employees using a time-lagged research design: protean career was assessed at T1 and job crafting and career success at T2. Responses were analyzed through structural equation modeling.

Findings

This study’s results showed that increasing structural job resources mediated the association of protean career with subjective career success, while increasing challenging job demands mediated its association with objective career success.

Originality/value

In contrast to previous studies, in this contribution, the mediating role of job crafting is disentangled by taking into account its three respective dimensions. Additionally, the authors included both forms of career success as outcomes of protean career. Implications for future research and practical recommendations are presented and discussed.

It all depends on which side of the fence you are standing: agent and recipient perspectives are differently linked with job crafting

BACKGROUND

In social contexts, people may view themselves as agents, who are in control of the environment, or recipients, who succumb to what others have decided. Here, we investigated how these perspectives determine job crafting (JC)-self-initiated employee behaviors targeted at altering job characteristics to fit them with one's needs.

METHODS

Study 1 tested the relationships between chronic agent-recipient tendencies and JC in a cross-lagged panel design. Study 2 was a randomized experiment where agent-recipient perspectives were manipulated to predict JC intentions in the week to follow.

RESULTS

Supporting our predictions, while agents sought structural job resources and increased challenging demands, recipients resorted to reducing hindering demands (Study 1). Study 2 revealed that activating an agent perspective led to stronger intentions to increase structural job resources and challenging demands.

CONCLUSIONS

We conclude that agent and recipient perspectives are linked with differential patterns of JC behaviors. Strengthening agency is a vital step in forming job redesign goals during JC interventions.

How job crafting is related to the individual readiness to organizational change

This article aims to examine the relationship between job crafting activities and employees' readiness to change. Confirmatory factor analysis and hierarchical regression analysis were conducted on a representative sample of 500 employees. Sampling was carried out in a European country in a period strongly affected by COVID-19 to isolate the five dimensions of job crafting and their separate effects on employees' readiness to change. The findings show that the five dimensions of job crafting can be distinguished from each other and that they have differential effects on employees' readiness to change. Extending task crafting shows a positive relationship with employees' readiness to change while reducing task crafting showed no significant relationship. Surprisingly extending and reducing relationship crafting showed no significant relationship with readiness to change. Cognitive crafting was found to be significantly positively related to the dependent variable. This research contributes to the development of job crafting theory by providing empirical support that job crafting can be associated with readiness to change but that this relationship may vary across its dimensions. The results may also provide important conclusions for change leaders and HR professionals.

Work limitations as a moderator of the relationship between job crafting and work performance: results from an SEM analysis of cross-sectional survey data

PURPOSE

Job crafting is an incremental, employee-initiated job design process used to achieve a better fit between job demands and worker skills. Persons with work limitations face multiple barriers to optimal work performance. Some persons with work limitations may innately use job crafting as a strategy to achieve better alignment with their job tasks and demands, however the extent to which job crafting may be helpful in improving work performance and engagement is unknown. The purpose of this study is (1) to examine the moderating role of work limitations in the relationship between job crafting and work performance and (2) to understand the complex relationship between job crafting, work limitations, work engagement, work performance, readiness to change, and worker characteristics.

METHODS

We conducted an online survey of workers with and without disabilities (final N = 742) in 2020-2021. Our sample included workers aged 18 and older. Descriptive statistics, bivariate statistics, and Partial Least Squares-Structural Equation Modeling (PLS-SEM) were used to assess the relationships among job crafting, work limitations, work engagement, work performance, readiness to change, and worker characteristics.

RESULTS

Work limitation moderates the relationship between job crafting and work performance by weakening the impact of innate job crafting on work performance. Worker characteristics such as education and years of work experience predict crafting behaviors and work engagement mediates the relationship between job crafting and work performance.

CONCLUSIONS

Work limitation weakens the relationship between job crafting and work performance. Workers with limitations may benefit from job crafting interventions to increase work engagement and performance.

Employability Development during Internships: A Three-Wave Study on a Sample of Psychology Graduates in Italy

This study adopts a resource perspective to investigate the development of graduates’ resource-based employability across a 1-year internship. We examined factors referring to agency (job crafting in the form of crafting challenges and crafting resources) and context (organizational social socialization tactics) as mechanisms contributing to employability development during initial work experiences (internships). Data were collected in Italy from 316 master graduates in psychology at three time points. Longitudinal structural equation modeling results showed that baseline employability was positively associated with job crafting. However, job crafting was only significantly associated with employability at the end of the internship among those reporting high crafting resources and medium-to-high organizational social socialization tactics. Hence, beyond a focus on proactivity only, organizational support and opportunities to form social networks are essential to sustain interns’ employability development.

Occupational self-efficacy, job crafting and job satisfaction in newcomer socialization: a moderated mediation model

Purpose

Drawing on job crafting theory and the social cognitive theory of work satisfaction, the purpose of this study is to examine the impacts of task, relational and cognitive crafting on job satisfaction and how occupational self-efficacy (OSE) and hierarchical organizational culture affect the execution and outcome of job crafting behaviors.

Design/methodology/approach

Data were collected at four time points among Chinese media professionals (N = 198) during three consecutive months. Regression analysis and the bootstrap method were used for hypothesis testing.

Findings

Only cognitive crafting was found to mediate the positive relationship between OSE and job satisfaction. In a hierarchical organizational culture, the positive effects of OSE on task, relational and cognitive crafting became stronger, while the effect of task crafting on job satisfaction became negative. The authors also identified a conditional negative effect of OSE on job satisfaction via task crafting. The mediating effect of cognitive crafting was consistent despite the levels of hierarchical culture.

Practical implications

To retain new hires, organizations should look for efficacious individuals and encourage the individuals to cognitively craft individuals' jobs, especially in a hierarchical culture. Moreover, job crafting interventions should be carefully designed in this type of culture.

Originality/value

This research identifies the three dimensions of job crafting as mediators that link OSE to job satisfaction and reveals the role of hierarchical culture in moderating these relationships.

Adolescent personality development as a longitudinal marker for burnout and happiness in emerging adulthood

This study examined whether individual differences in personality (development) from adolescence to emerging adulthood were associated with burnout and happiness in emerging adulthood. At Time 1 (2009; Mage = 15.7 years), Time 2 (2012), and Time 3 (2015), Belgian participants ( N = 329; 43.1% boys) reported on the personality dimensions of extraversion, agreeableness/benevolence, conscientiousness, emotional stability, and openness/imagination. Burnout (exhaustion, disengagement) and happiness (life satisfaction, overall affect) were measured through self-reports at Time 4 (2018). For each personality dimension, except benevolence, higher levels were associated with fewer burnout symptoms. Initial levels of all personality dimensions were related to more happiness. Shallower decreases in extraversion, emotional stability, and stronger increases in imagination were related to fewer burnout symptoms and more happiness. Results indicate the importance of studying personality development as a determinant of later well-being, above and beyond effects of initial levels. Findings offer new insights into the field of personality, occupational, and positive psychology.

More humility for leaders, less procrastination for employees: the roles of career calling and promotion focus

Purpose

Based on the conservation of resources theory, the authors explore the relationship between humble leadership and employee procrastination by introducing career calling and promotion focus, and constructing a moderated mediation model aiming to reveal the influence of humble leadership on employee procrastination.

Design/methodology/approach

A total of 217 valid samples were obtained using a two-time point paired questionnaire. The proposed hypotheses were tested using hierarchical regression.

Findings

Hierarchical regression results indicated that humble leadership had a significant negative effect on employee procrastination. Career calling played a fully mediating role in humble leadership and employee procrastination. Promotion focus not only plays a positive moderating role between humble leadership and career calling but also moderates the mediating role of career calling.

Practical implications

Managers should pay attention to the cultivation of their own character of humility in the process of communicating with their subordinates, increase employees' career calling from various aspects to improve employees’ sense of meaning and value for their work and understand employees' situation for personalized management.

Originality/value

This study reveals for the first time the inhibitory effect of humble leadership on employee procrastination through the conservation of resources theory. This helps in expanding research on the antecedents of procrastination behavior and enriching research on the effects of implementing humble leadership. For this reason, the study contributes to the literature on humble leadership, employee procrastination and the conservation of resources theory.

Relationships between proactive personality, work locus of control, and vocational satisfaction: the role of level of education

In this study, we examine the relationships between proactive personality, work locus of control, and vocational satisfaction. Moreover, we argue that these relationships vary depending on employees' levels of education (i.e., employees with academic degrees versus without academic degrees). Drawing on Trait Activation Theory, we expected more pronounced relationships of proactive personality and work locus of control with vocational satisfaction for employees with academic degrees. We collected data of N = 2068 employees with a broad range of occupational backgrounds to test our assumptions. A partial disaggregation model revealed that both proactive personality and work locus of control were positively related to vocational satisfaction and that these relationships differed depending on the level of education. Regarding the relationship between proactive personality and vocational satisfaction, we only found evidence among employees with academic degrees. Although work locus of control and vocational satisfaction were significantly related among both groups of employees, the relationship was even more pronounced among employees without academic degrees. Consequently, our results underline the importance of taking inter-individual differences, such as the level of education, into consideration when looking at the effects of proactive personality and work locus of control on work-related well-being.

Job crafting interventions: what works, for whom, why, and in which contexts? Research protocol for a systematic review with coincidence analysis

BACKGROUND

Recent challenges in the working world that resulted from the pandemic and technological advances have underlined the importance of flexibility in how jobs are designed. Job crafting (JC) refers to self-initiated changes that employees introduce to their jobs to optimize their job design and increase the fit between the job and their needs and preferences. These behaviors can be stimulated by job crafting training interventions, which aim to change how individual employees design, organize, or manage their work. However, since the interventions are implemented in various ways, we do not know which context and intervention factors are necessary or sufficient to achieve desired outcomes. Without this knowledge, benefitting from the potential of job crafting interventions is limited. The overall aim of this project will be to investigate what combinations of context, intervention, and mechanism factors are linked with effective JC interventions. Specifically, we will detect what factors are minimally sufficient and/or necessary to produce a successful JC intervention, how they combine, as well as what are the multiple alternative paths to their success.

METHODS

We will perform a systematic review of the JC interventions literature combined with coincidence analysis (CNA). We will search electronic databases of journals and utilize Rayyan software to make decisions regarding inclusion. Data regarding context (e.g., fit), intervention (e.g., types of activities), mechanisms (e.g., intention implementation), and outcomes (e.g., employee well-being, job performance) will be extracted using a pre-piloted form and coded into a crisp-set (factor present vs. absent). Analyses will be carried out using the CNA package in R.

DISCUSSION

This review will address gaps in knowledge about the context, intervention, and mechanism-related factors that may impact the effects of JC interventions. Consequently, this review will help develop a program theory for JC interventions that explains what works, how and under which circumstances. Applying CNA to synthesize these complex solutions across multiple studies provides an innovative method that may be used in future review attempts evaluating the implementation of interventions. Finally, our synthesis will provide knowledge relevant to organizational practitioners and scholars who want to implement JC interventions.

TRIAL REGISTRATION

https://osf.io/2g6yx.

Linking job crafting, innovation performance, and career satisfaction: The mediating role of work engagement

BACKGROUND

The demand for innovation and satisfaction is increasing rapidly due to technological advancement and the fast-changing business environment.

OBJECTIVE

The purpose of this article is to investigate how job crafting augments work outputs (i.e., innovation performance and career satisfaction) through work engagement.

METHODS

Data were collected from 477 workers working in the Pakistan manufacturing sector. A structural equation modeling technique was used to investigate the mediation model.

RESULTS

Job crafting has a direct and indirect association with innovation performance and career satisfaction - via employees' work engagement. Additionally, the mediating impact was stronger for innovation performance than for career satisfaction. The findings advocate that managers should pay attention to employees' job crafting to improve employees' work engagement in manufacturing organizations. To improve employees' innovation performance and career satisfaction via work engagement, it is important to improve organization-wide job crafting in traditional manufacturing organizations. Strategic and managerial actions related to job crafting might boost employees' engagement in the organization that environments provide incessantly better outcomes.

CONCLUSION

By linking job crafting and work engagement to their attitude towards career satisfaction and innovation performance in Pakistani manufacturing firms, this study adds a new dimension to the study of Pakistani manufacturing employees and typically to the best practices in career debates. This knowledge is important and unique because it accentuates that in addition to work engagement, which focuses primarily on employee growth in the organization, job crafting should also be given equal importance to advance manufacturing employees' outcomes.

Can intrinsic motivation be attained through psychological detachment and job crafting: the mediating role of emotional stability

Purpose

This paper conceptualizes the broaden-build and self-determination theories that act as the major theoretical framework to investigate the role of psychological detachment and job crafting behaviours in predicting intrinsic motivation through emotional stability. It was hypothesized that emotionally stable employees are better able to detach themselves from work and craft their job according to their preference and abilities, which would inculcate experience and make them intrinsically motivated.

Design/methodology/approach

The sample comprised 396 employees, who are employed in different organizations across India. To test the hypotheses, the authors conducted structural equation modelling on SPSS AMOS 22.

Findings

The results highlight the partial mediating role of emotional stability in the association of psychological detachment with intrinsic motivation as well as the fully mediating role between job crating and intrinsic motivation.

Research limitations/implications

The study is conducted in a non-western collectivist culture and it makes significant contribution to the available literature on intrinsic motivation by proving that psychological detachment and job crafting act as predictor and highlighting the psychological state through emotional stability. The study further adds toward theory building around the construct of emotional stability, as it is still in its infancy.

Practical implications

This study has depicted that emotionally stable employees who are psychologically detached and have proactive job crafting behaviour can achieve higher intrinsic motivation.

Originality/value

On the basis of the recovery process (i.e. the effort-recovery model), the broaden and build theory and self-determination theory (SDT), this paper demonstrates that emotional stability plays the role of mediator that drives psychological detachment and encourages job crafting, which has the ability to intrinsically motivate the employees.

The impact of emotional intelligence, increasing job demands behaviour and subjective well-being on teacher performance: teacher-gender differences

Purpose

The purpose of this paper is to explore the critical roles of emotional intelligence, increasing job demands behaviour and subjective well-being in teachers' performance throughout their gender.

Design/methodology/approach

In this study, the authors used multi-group structural equation modelling and mediation analysis of a sample of 602 primary school teachers in Iran.

Findings

This study found that emotional intelligence significantly affected teachers' performance. Teachers' emotional intelligence and increasing job demands behaviour were significant predictors of teacher performance in both genders. Furthermore, increasing job demand behaviour had a stronger mediating effect than subjective well-being on the relationship between emotional intelligence and teachers' performance in both genders.

Originality/value

This model is an attempt to examine possible gender differences on the relationships between teachers' emotional intelligence and their job performance by mediating roles of subjective well-being and increasing job demands behaviours in a specific societal and educational context.

The Effect of Job Crafting on Performance and Satisfaction: Physical Engagement as a Mediator and Cognitive and Emotional Engagement as Moderators

This study explores the relationship between job crafting on task performance and job satisfaction among faculty members in higher educational institutions. A conceptual model was developed wherein the moderating role of cognitive and emotional engagement and the mediating role of physical engagement in influencing the task performance. Data was collected from 592 faculty members from higher educational institutions in southern India. First, the instrument’s psychometric properties were checked by performing structural equation modelling using the LISREL package. The hypothesized relationships were tested using Hayes’ PROCESS macros. The findings indicate that (a) job crafting and physical engagement are positively related to task performance, (b) job crafting is positively related to physical engagement, (c) physical engagement mediates the relationship between job crafting and task performance and (d) task performance mediates between job crafting and job satisfaction. The results also suggest that cognitive engagement moderates between job crafting and physical engagement.

Furthermore, emotional engagement (second moderator) moderates the relationship between job crafting and cognitive engagement (first moderator) in influencing task performance mediated through physical engagement. The three-way interaction between task crafting, emotional engagement and cognitive engagement in influencing physical engagement is a novel contribution of this study. The implications for theory and practice in human resource management and personnel psychology are discussed.

How self-leadership promotes job crafting: Based on the perspective of self-determination theory

According to self-determination theory, the present study develops a moderated mediation model to investigate how and when self-leadership promotes employees' job crafting, emphasizing the mediating effect of autonomous motivation and the moderating effect of leader empowering behavior. We analyze and test the hypotheses based on 269 valid three-wave data from employees. The findings show that self-leadership has a significantly positive impact on job crafting, and a positive indirect effect on job crafting via autonomous motivation. Furthermore, leader empowering behavior not only enhances the positive impact of self-leadership on autonomous motivation, but also positively moderates the mediating effect of autonomous motivation in the relationship between self-leadership and job crafting. Practically, our study provides insights into how to promote job crafting. We also propose limitations and directions for future research.