Summaries

2020 ◽  
Vol 33 (3) ◽  
Keyword(s):  
Work Performance ◽  
Well Being ◽  
Job Design ◽  
Job Crafting ◽  
Technological Innovations ◽  
Inaugural Address ◽  
Work Processes ◽  
Life Balance ◽  
Sustainable Performance ◽  
Technological Transition

Organizations usually implement technological innovations with the aim of improving and optimizing the efficiency of services and work processes. However, it appears that a technological transition does not always lead to the intended result and may even result in poorer performance and reduced well-being of employees. This is also referred to as the technology paradox. The central question that is addressed in this extensive adaptation of my inaugural address is how employees can continue to perform sustainable under the rapidly changing circumstances of digitalization. Four factors are discussed that are important for sustainable work performance, also in times of digitalization: (1) a healthy job design; (2) a good work-life balance; (3) attention for diversity of personnel; (4) opportunities for job crafting. In addition, it is explored how digitalization influences these factors. Finally, some ideas for research are discussed to better understand how sustainable performance in times of digitalization can be assured so that we can reduce the technology paradox and optimize the potentials of technology.

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.

scholarly journals Workplace Innovation through Proactivity. Job Crafting and Work Engagement Dynamics among Remote Workers in Italy.

2021 ◽  
Author(s):  
Arianna Costantini ◽  
Serena Rubini
Keyword(s):  
Work Engagement ◽  
Well Being ◽  
Job Crafting ◽  
Bayesian Estimator ◽  
Work Organisation ◽  
Remote Work ◽  
Work Processes ◽  
Work Related ◽  
Remote Workers ◽  
Workplace Innovation

In this chapter, we adopt a psychological perspective to the study of workplace innovation in Italy. Framing our contribution in the context of remote working and workplace innovation before, during, and after the COVID-19 emergency, we investigate how proactive behaviours (i.e., job crafting) transforming remote work processes resulted in different levels of work engagement during the pandemic. Three-wave longitudinal data were collected from a final sample of 35 remote workers (N=105 observations). Results from multilevel analyses with Bayesian estimator showed that remote working was associated with higher frequencies of behaviours aimed at actively distancing by one’s work role, which in turn was associated with lower work engagement. On the other side, employees reporting more efforts to optimise their work processes proactively reported higher engagement than those displaying less proactivity towards remote work organisation. These findings highlight the need for remote working solutions to account for individual proactivity in enacting remote work processes, since such behaviours are significant predictors of work engagement, a key factor to allow higher organisational performance and work-related well-being.

scholarly journals Workplace Well-Being: The Role of Job Crafting, Perceived Organizational Support and Perceived Autonomy Support

2017 ◽  
Vol 4 (3) ◽  
Author(s):  
Dr. Chandrani Sen ◽  
Ruchi Khandelwal
Keyword(s):  
Organizational Support ◽  
Autonomy Support ◽  
Perceived Organizational Support ◽  
Positive Relationship ◽  
Well Being ◽  
Job Design ◽  
Job Crafting ◽  
Perceived Autonomy Support ◽  
Do So

At workplace, managers have adopted practices to increase the well-being of the staff. Job crafting has been recently recognized as something that organizations can stimulate them to do so themselves by making them think about job design that puts employees “ in the driver’s seat” in cultivating meaningfulness in their work. Along with job crafting, perceived organizational support, perceived autonomy support can also play a lot of role in the well-being of employees. The present paper results revealed a significant positive relationship between all the variables and regression also predicted Perceived organizational Support as the most contributing factor to Workplace Well-being.

scholarly journals The Vital Worker: Towards Sustainable Performance at Work

2019 ◽  
Vol 16 (6) ◽  
pp. 910 ◽  
Author(s):  
Jan de Jonge ◽  
Maria Peeters
Keyword(s):  
Older Workers ◽  
Work Performance ◽  
Well Being ◽  
Special Issue ◽  
Diverse Workforce ◽  
Sustainable Performance ◽  
Societal Relevance ◽  
Current State ◽  
New Findings ◽  
The Relationship

Vitality at work is an important factor for organizations to build a healthier, more engaged, sustainable, and productive workforce. The organizational and societal relevance of vitality at work is high, particularly with regard to an aging and more diverse workforce. This Special Issue focusses on what might be called sustainable performance at work: Maximizing work performance as well as worker health and well-being through employee vitality. Currently, there are still many gaps of knowledge with regard to the relationship between employee vitality and sustainable performance at work. Examples of knowledge gaps are concerned with potential determinants of vitality at work for different occupational groups (such as older workers, ethnic minority workers, and handicapped workers), pathways linking vitality to sustainable performance, or health effects of interventions targeting employee vitality and/or sustainable performance at work. With this Special Issue, we hope to provide readers with solid new findings extending the current state of knowledge about employee vitality and sustainable work performance.

scholarly journals Perceived Opportunities to Craft Scale: adaptation and evidence of the construct validity of the Brazilian version

2020 ◽  
Vol 33 (1) ◽  
Author(s):  
Rita Pimenta de Devotto ◽  
Clarissa Pinto Pizarro de Freitas ◽  
Solange Muglia Wechsler
Keyword(s):  
Factor Analysis ◽  
Confirmatory Factor Analysis ◽  
Convergent Validity ◽  
Work Performance ◽  
Well Being ◽  
Job Crafting ◽  
Structure Reliability ◽  
Brazilian Version ◽  
Confirmatory Factor ◽  
Unidimensional Structure

Abstract Employees’ perceived opportunities to craft (POCs) influence actual job crafting behavior, which may have consequences for their well-being and work performance. This study aimed to validate the perceived opportunities to craft scale (POCS) in the Brazilian context. We collected data from Brazilian employees (N = 1451) in two separate samples. The factor structure, reliability, and convergent validity of the POCS were tested using confirmatory factor analysis (CFA), multigroup confirmatory factor analysis (MGCFA), and external variables. The results indicated that the POCS-Brazilian version (with seven-point and five-point Likert scale) replicated the unidimensional structure of the original instrument. POCs showed significant positive and moderate correlations with occupational self-efficacy, work engagement and job crafting, and negative associations with workaholism. Both POCS-Brazilian versions were reliable according to three types of reliability indexes and also showed discriminant and convergent validity evidence.

Job Crafting Interventions: What Works, for Whom, Why, and in Which Contexts? Research Protocol for a Realist Synthesis With Coincidence Analysis

2021 ◽  
Author(s):  
Marta Roczniewska ◽  
Anna Rogala ◽  
Magdalena Marszałek ◽  
Henna Hasson ◽  
Arnold B. Bakker ◽  
...  
Keyword(s):  
Well Being ◽  
Job Design ◽  
Realist Synthesis ◽  
Job Crafting ◽  
Related Factors ◽  
Training Interventions ◽  
Theoretical Approaches ◽  
What Works ◽  
Multiple Alternative ◽  
Complex Solutions

Abstract Background: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, knowledge on JC interventions and their effects is still scarce. Additionally, the findings are spread across distinct theoretical approaches and the interventions are implemented in various ways. We have yet to determine which context and intervention factors are necessary or sufficient to achieve desired outcomes. The overall aim of this project will be to investigate how to implement effective JC interventions. Specifically, we will detect what factors are minimally sufficient and/or necessary to produce a successful JC intervention, as well as the multiple alternative paths to their success.Methods: We will perform a realist synthesis 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 CNA package in R.Discussion:This realist synthesis 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 realist syntheses evaluating the implementation of interventions. Finally, our synthesis will provide knowledge relevant to organizational practitioners and scholars who want to implement JC interventions.Systematic review registration:https://osf.io/2q7cn (registration pending)

Work Life Balance and Job Satisfaction - A Structural Equation Modeling

GIS Business ◽  
2019 ◽  
Vol 14 (6) ◽  
pp. 156-162
Author(s):  
Dr. D. Shoba ◽  
Dr. G. Suganthi
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Well Being ◽  
Work Life ◽  
Work Life Balance ◽  
Equation Modeling ◽  
Subjective Well Being ◽  
Life Balance ◽  
Study Results

Work-Life balance has its importance from ancient days and the concept is very old, from the day the world has been created. There was a drastic change that has occurred in the market of teachers and their personal profiles. There are tremendous changes in various families which have bartered from the ‘breadwinner’ role of traditional men to single parent families and dual earning couples. This study furnishes an insight into work life balance and job satisfaction of teachers working in School of Villupuram District. The sample comprises of 75 school teachers from Government and private schools in Villupuram District. The Study results that there is increasing mediating evidence in Work-life balance as well as Job satisfaction of teachers are not affected by the type of school in which they are working. Job satisfaction or Pleasure of life will be affected as a whole by Work life balance of an individual which is the main which can be calculated by construct of subjective well being.

Multi-dimensional Individual Work Performance: Predictors and Mediators

2019 ◽  
Vol 7 (1) ◽  
pp. 54-60 ◽  
Author(s):  
Rostiana Rostiana ◽  
Daniel Lie
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Work Performance ◽  
Psychological Empowerment ◽  
Well Being ◽  
Subjective Well Being ◽  
Individual Work ◽  
Holistic Understanding ◽  
Perceived Organisational Support ◽  
The Relationship

Objective - Individual work performance (IWP) has been researched time and time again in the past few decades. Interestingly enough, existing research on IWP focuses mainly on the area of work production and lacks an in-depth holistic understanding of IWP and other interrelated work behaviours. In this study, IWP is explored in the context of a multidimensional construct that includes the dimensions of task, contextual, and counterproductive behaviours. The purpose of this research is to investigate whether the three variables of work engagement (WE), psychological empowerment (PE), and subjective well-being (SWB) mediate and correlate with the relationship between perceived organisational support (POS) and IWP. Methodology/Technique - 780 employees from 4 organisations in Jakarta were selected to participate in this study. The respondents were tasked with responding to five questionnaires including (1) IWP of Koopmans, (2) POS of Eisenberger, (3) SWB of Diener, (4) WE of Baker and Schaufeli, (5) PE of Spreitzer. The data was analysed using structural equation modelling. Findings - The results show that the proposed structural model aligns with the empirical data [X2 (0, N = 780) = 0, p = 1.000; RMSEA=.000]. This research concludes that the relationship between POS and IWP is best mediated by either WE, PE or SWB. Among the three mediators, WE plays the greatest role in mediating the relationship between POS and IWP. Novelty - These findings expand on previous research on the weak relationship between POS and IWP. Type of Paper - Empirical. Keywords: Individual Work Performance; Perceived Organizational Support; Psychological Empowerment; Subjective Well-being; Work Engagement. JEL Classification: L20, L25, L29.

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