scholarly journals THE EFFECT OF JOB CRAFTING ON WORK PERFORMANCE OF LAN RI MEDIATED BY WORK ENGAGEMENT AND JOB SATISFACTION

2021 ◽  
Vol 04 (04) ◽  
pp. 400-415
Author(s):  
Syahrul ◽  
Abdul Rahman Lubis ◽  
Nurdasila
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Work Performance ◽  
Job Crafting

Employees shaping their own jobs: how to enable job crafting?

2018 ◽  
Vol 26 (5) ◽  
pp. 27-29
Author(s):  
Thomas J. Menachery
Keyword(s):  
Job Satisfaction ◽  
Continuous Improvement ◽  
Work Engagement ◽  
Design Methodology ◽  
Work Performance ◽  
Well Being ◽  
Job Design ◽  
Job Crafting ◽  
Top Down ◽  
Content Type

Purpose The purpose of this study is to review the latest developments in the area of job crafting and provide guidelines on how to enable job crafting. Design/methodology/approach The concept of job crafting is examined through a review, and the author gives his insights on the conditions to be created to enable job crafting. Findings In job crafting, individual employees and groups of employees customize their jobs by changing perceptions, tasks, and interactions related to their jobs in ways that would lead to work engagement and job satisfaction. Job crafting behavior is positively linked to engagement, work performance, job satisfaction, and employees’ well-being. Organizations can benefit by enabling job crafting to supplement top-down traditional job design approaches, thereby facilitating continuous improvement of jobs and innovation. Originality/value The different ways in which employees shape their jobs are examined, and guidelines on how to enable job crafting are elucidated.

Job crafting and turnover intention: The mediating role of work engagement and job satisfaction

2020 ◽  
Vol 48 (2) ◽  
pp. 1-9 ◽  
Author(s):  
Taotao Zhang ◽  
Bingxiang Li
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Structural Equation ◽  
Job Crafting ◽  
Equation Modeling ◽  
Employee Turnover Intention ◽  
Validated Questionnaire

The aims in this study were to examine the influence of job crafting, job satisfaction, and work engagement on employee turnover intention, and to investigate the role of work engagement and job satisfaction as mediators in the relationship between job crafting and employee turnover intention. A validated questionnaire was used to collect data from 212 employees of a service company in China. The results of structural equation modeling showed that work engagement and job satisfaction partially mediated the job crafting–turnover intention relationship. These findings extended prior research and confirmed that job crafting, job satisfaction, and work engagement were each a predictor of employee turnover intention. These findings suggest that the turnover intention of employees could be reduced through generating job-crafting behaviors, and by improving job satisfaction and work engagement.

scholarly journals New insights into self-initiated work design: the role of job crafting, self-undermining and five types of job satisfaction for employee’s health and work ability

2021 ◽  
pp. 239700222110290
Author(s):  
Antonia-Sophie Döbler ◽  
André Emmermacher ◽  
Stefanie Richter-Killenberg ◽  
Joshua Nowak ◽  
Jürgen Wegge
Keyword(s):  
Job Satisfaction ◽  
Emotional Exhaustion ◽  
Work Engagement ◽  
Work Ability ◽  
Job Demands ◽  
Well Being ◽  
Job Crafting ◽  
Equation Modeling ◽  
Personal Resources

The present study provides evidence for the important role of job crafting and self-undermining behaviors at work, two new concepts that were recently integrated into the well-known job demands-resources (JD-R) theory (Bakker and Demerouti, 2017). We investigate how these behaviors are associated with work engagement, emotional exhaustion, and work ability as a long-term indicator of employee’s well-being. Furthermore, we examine the moderating role of personal resources in the stress-strain process by comparing groups of employees representing the five types of job satisfaction defined by Bruggemann (1974). Data was collected in a cross-sectional study within a German DAX company’s manufacturing plant from 1145 blue- and white-collar workers. Results of structural equation modeling provided, as expected, support for an indirect effect of job demands and job resources on emotional exhaustion and work engagement through job crafting and self-undermining. Work ability, on the other hand, was mainly affected by emotional exhaustion, but not by work engagement. Most important, we found significant differences between path coefficients across the five types of job satisfaction indicating that these types represent important constellations of personal resources and job demands that should be considered both for analyzing stress at work and for offering tailored stress interventions in organizations.

scholarly journals Relational job crafting: Exploring the role of employee motives with a weekly diary study

2018 ◽  
Vol 72 (4) ◽  
pp. 859-886 ◽  
Author(s):  
Yasin Rofcanin ◽  
Arnold B. Bakker ◽  
Aykut Berber ◽  
Ismail Gölgeci ◽  
Mireia Las Heras
Keyword(s):  
Impression Management ◽  
Work Engagement ◽  
Work Performance ◽  
Positive Association ◽  
Job Crafting ◽  
Work Outcomes ◽  
Dark Side ◽  
Diary Study ◽  
Research Stream ◽  
Matched Data

In this weekly diary study, we integrated research on job crafting to explore the associations between expansion and contraction oriented relational job crafting, work engagement and manager-rated employee behaviours (work performance and voice). Furthermore, we investigated cross-level moderations of prosocial and impression management motives on our proposed associations. We tested our hypotheses with matched data collected over seven weeks in Istanbul, Turkey. The results from multilevel analyses revealed that (a) expansion oriented relational job crafting is positively related with work performance and voice via work engagement, while (b) contraction oriented relational job crafting is negatively related with work performance and voice via work engagement, all measured at the week level. Furthermore, impression management motives of employees moderated the association between expansion oriented relational job crafting and work engagement in that this positive association is stronger for employees low on impression management motives. Our results contribute to job crafting research in two ways. First, it focuses on relational job crafting and discusses how and why the two opposite types of relational job crafting (expansion versus contraction oriented) impact on work engagement and employees’ key outcomes in the way they do. This addresses the question ‘ is there a dark side to job crafting?’ Second, it focuses on the importance of context and integrates two motives relevant to understand how relational job crafting unfolds, thereby taking a step to address questions for whom (i.e. what kinds of employees), relational job crafting is more effective and translates into enhanced (vs deteriorated) work outcomes. Moreover, our use of a weekly within-person design adds to a recently growing research stream emphasizing the dynamic nature of job crafting.

scholarly journals The practice of job crafting and its impact on job outcomes

2020 ◽  
Vol 9 (5) ◽  
pp. 192-199
Author(s):  
Banta Karollah ◽  
Yuli Monita ◽  
Vilzati Vilzati ◽  
Muhammad Muhammad ◽  
Mahdani Ibrahim
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Sampling Method ◽  
Linear Regression Analysis ◽  
Simple Random Sampling ◽  
Job Crafting ◽  
Primary Data ◽  
Simple Linear Regression ◽  
Job Outcomes ◽  
Selection Of

This study aims to investigate the effect of job crafting practices on job outcomes (work engagement and job satisfaction). This research was conducted on workers at Perseroan Terbatas (PT). Petra Arun Gas (PAG) with a working population of 180 people. Samples were taken as many as 123 people based on Krejcie and Morgan Sample Tables (in Sekaran & Bougie, 2009, pp. 254-255). The selection of sample members was carried out using the simple random sampling method. Primary data is obtained by distributing questionnaires to all samples. Data were analyzed using simple linear regression analysis tools with the help of SPSS. The results of the research data analysis show that job crafting has a significant effect on the two dependent constructs, namely work engagement and job satisfaction.

Study of Indian IT workers shows reverse monitoring and job crafting improve work engagement, leading to improved performance

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Work Engagement ◽  
Work Performance ◽  
Age Groups ◽  
Job Crafting ◽  
Content Type ◽  
Software Firms ◽  
Withdrawal Behavior ◽  
Improved Performance ◽  
Areas Of Interest ◽  
The Relationship

Purpose The purpose was to explore the role of work engagement in mediating between the resources of reverse mentoring and job crafting and the potential outcomes of improved performance and work withdrawal behavior Design/methodology/approach The authors investigated the subjects in the Indian IT sector. They administered a survey online to volunteers from 14 software firms. They received 369 completed questionnaires. The majority of respondents were aged between 25 and 34 and 73.7pc were men. Findings Results showed that both reverse monitoring and job crafting increase levels of work engagement, leading to improved performance and less work withdrawal behavior. The study also looked at work engagement as a mediating factor: It partially mediated the relationship between job crafting and both outcomes, fully mediated the relationship between reverse mentoring and withdrawal behavior, and partially mediated the relationship between reverse monitoring and work performance. Originality/value The results have practical implications. Organizations need to take note that reverse monitoring and job crafting could motivate employees to reciprocate in kind with higher levels of work engagement. By fostering opportunities for reverse monitoring, organizations could stimulate learning and connections across management levels and age groups. Meanwhile, job crafting would help employees to focus on their strengths, or areas of interest, making their work more enjoyable and productive.

scholarly journals Job crafting and its impact on work engagement and job satisfaction in mining and manufacturing

2016 ◽  
Vol 19 (3) ◽  
pp. 400-412 ◽  
Author(s):  
Leon T De Beer ◽  
Maria Tims ◽  
Arnold B Bakker
Keyword(s):  
Job Satisfaction ◽  
Factor Structure ◽  
Work Engagement ◽  
Structural Equation ◽  
Discriminant Validity ◽  
Job Demands ◽  
Job Crafting ◽  
Job Resources ◽  
Primary Data ◽  
Cross Sectional Survey

The purpose of this study was to investigate job crafting and its relationship with work engagement and job satisfaction within the South African context. This research is important as job crafting has been shown to have a positive influence on employee motivation. A cross-sectional survey design was used to collect primary data from organisations in the mining and manufacturing industries of South Africa (N = 470). The results of multi-group structural equation modelling showed that the original four-factor structure of the job crafting scale was supported by the data, but that a three-factor structure was necessary due to a discriminant validity concern regarding two job crafting dimensions. Regression results revealed that increasing structural job resources with challenging job demands, and increasing social job resources were significant predictors of work engagement in both groups. Contrary to expectations decreasing hindering job demands was a negative predictor of job satisfaction in the mining group. Furthermore, increasing social job resources was also a significant predictor of job satisfaction in both groups. This study indicates the importance of job crafting for work engagement and job satisfaction in organisations.

scholarly journals The Potential Importance of Social Capital and Job Crafting for Work Engagement and Job Satisfaction among Health-Care Employees

2020 ◽  
Vol 17 (12) ◽  
pp. 4272 ◽  
Author(s):  
Göran Jutengren ◽  
Ellen Jaldestad ◽  
Lotta Dellve ◽  
Andrea Eriksson
Keyword(s):  
Job Satisfaction ◽  
Health Care ◽  
Social Capital ◽  
Work Engagement ◽  
Well Being ◽  
Mediating Effect ◽  
Job Crafting ◽  
Turnover Rates ◽  
Health Care Employees ◽  
Over Time

(1) Background: Both employees and organizations benefit from a work environment characterized by work engagement and job satisfaction. This study examines the influence of work-group social capital on individuals’ work engagement, job satisfaction, and job crafting. In addition, the mediating effect of job crafting between social capital on the one side and job satisfaction and work engagement on the other side was analyzed. (2) Methods: This study used data from 250 health-care employees in Sweden who had completed a questionnaire at two time points (six to eight months apart). Analyses of separate cross-lagged panel designs were conducted using structural regression modeling with manifest variables. (3) Results: Social capital was predictive of both job satisfaction and work engagement over time. The results also indicated that higher degrees of social capital was predictive of more cognitive and relational, but not task-related job crafting over time. There was no clear evidence for a mediating effect of job crafting for social capital to work engagement or job satisfaction. (4) Conclusion: It would be beneficial for the health-care sector to consider setting up the organizations to promote social capital within work groups. Individual workers would gain in well-being and the organization is likely to gain in efficiency and lower turnover rates.

scholarly journals The effect of Job Autonomy on Job Satisfaction

2016 ◽  
Vol 29 (4) ◽  
pp. 573-590
Author(s):  
NaYoung Kwon ◽  
MinSoo Kim ◽  
InSoo Oh
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Structural Equation ◽  
Job Crafting ◽  
Multilevel Structural Equation Modeling ◽  
Equation Modeling ◽  
Future Research ◽  
Job Autonomy ◽  
Individual Level ◽  
Measurement Design

Work engagement has been widely studied in organizational research owing to its impact on organizational behaviors and outcomes. We proposed and tested a mediation model that examine within-individual level job crafting and work engagement relationships between job autonomy and job satisfaction. We collected multilevel data using repeated measurement design and 119 participants and 1190 data points at within-individual level. To analyze hypotheses, we use multilevel structural equation modeling (MSEM). The results showed that within-individual level job crafting positively related to work engagement. Also, job crafting and work engagement mediated the relationship between job autonomy and job satisfaction. Implications of these results for theory, practice and directions for future research are discussed.

scholarly journals Job Crafting among Labor Union Representatives: Its Impact on Work Engagement and Job Satisfaction

2019 ◽  
Vol 8 (1) ◽  
pp. 20 ◽  
Author(s):  
Almer Villajos ◽  
Cristina García-Ael ◽  
Gabriela Topa
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Labor Union ◽  
Well Being ◽  
The Other ◽  
Job Crafting ◽  
Work Activity ◽  
Union Activity ◽  
Trade Unionism ◽  
The One

Labor Union activity still lacks recognition as an ordinary work activity. However, on the one hand, labor union representatives must deal with many tasks (internal and external) that can sometimes be overwhelming. On the other hand, given its vocational nature and the possibility that it offers for the workers themselves to organize their work, the area of trade unionism can be interesting for the study of job crafting and other phenomena associated with well-being, such as burnout or work engagement. Unfortunately, to date, there are no investigations that address these phenomena, especially job crafting in the labor union environment. Therefore, the objective of the present study is to explore the existing relationships between the job crafting of the labor union representatives and their well-being and health. A sample of 78 participants engaged in labor union activity for an average of 12.62 years completed job satisfaction and work engagement measures. The results indicate that job crafting dimensions predicted participants’ job satisfaction and engagement.

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