Income loss is an ever-existing threat for entrepreneurs that may decrease their well-being and goal attainment. This study suggests that four crafting strategies (i.e., seeking resources, optimizing ...demands, seeking challenges, and leisure crafting) may buffer those negative effects. A weekly diary study (N = 189 weeks, N = 69 entrepreneurs) confirmed that in weeks with high income loss, the strategy seeking resources mitigated the negative effect of income loss on entrepreneurs’ goal attainment and optimizing demands helped with their well-being. However, weekly crafting behavior was not always effective. In weeks with high income loss, seeking challenges and seeking resources strengthened its negative effect of income loss on entrepreneurs’ well-being and optimizing demands did so for goal attainment. Thus, we demonstrated that crafting strategies may help entrepreneurs deal with weekly income loss peaks, but different strategies are needed to improve either their weekly well-being or weekly goal attainment.
Background Occupational commitment (OC) is a multidimensional construct that predicts turnover intentions. The interindividual variability of nurses’ OC merits further exploration. Therefore, this ...study aims to examine patterns of OC and its relationship with psychological empowerment and job crafting in nurses. Methods A sample of 1,061 nurses was recruited from February 2022 to April 2022 by using a stratified four-stage cluster sampling procedure. A self-report survey included the Psychological Empowerment Scale, Job Crafting Scale, and Occupational Commitment Scale. Latent profile analysis (LPA) was used to examine the patterns of OC. Associations of the latent class membership with individual characteristics, psychological empowerment and job crafting were examined using multinomial logistic regression. Results Three patterns of OC were identified: (1) “Low OC group” ( n = 224, 21.1%); (2) “Moderate OC group” ( n = 665, 62.7%); (3) “High OC group” ( n = 172, 16.2%). Nurses with higher education, fewer years of service, working in medicine, lower psychological empowerment and lower job crafting had a higher likelihood of belonging to Class 1 (Low OC group). In contrast, nurses working in emergency and with higher psychological empowerment and job crafting were more likely to belong to Class 3 (High OC group). Conclusion The findings revealed the heterogeneity of occupational commitment among nurses in China and could guide the identification and early intervention of nurses with low level of occupational commitment.
In today's "new world of work," knowledge workers are often given considerable flexibility regarding where and when to work (i.e., time-spatial flexibility) and this has become a popular approach to ...redesigning work. Whilst the adoption of such practices is mainly considered a top-down approach to work design, we argue that successful utilization of time-spatial flexibility requires proactivity on the part of the employee in the form of
. Previous research has demonstrated that time-spatial flexibility can have both positive and negative effects on well-being, performance, and work-life balance; yet remains mute about the underlying reasons for this and how employees can handle the given flexibility. Drawing on research from work design, we posit that in order for employees to stay well and productive in this context, they need to engage in time-spatial job crafting (i.e., a context-specific form of job crafting that entails reflection on time and place), which can be considered a future work skill. We propose a theoretical model of time-spatial job crafting in which we discuss its components, shed light on its antecedents, and explain how time-spatial job crafting is related to positive work outcomes through a time/spatial-demands fit.
The actions that individuals take to proactively craft their jobs are important to help create more meaningful and personally enriching work experiences. But do these proactive behaviors have ...implications beyond working life? Inspired by the suggestion that individuals aim for a meaningful life we examine whether on days when individuals craft their jobs, they are more likely to craft non-work activities. It also seems likely that characteristics of the home environment moderate these cross-domain relationships. We suggest that crafting crosses domains particularly when individuals gain resources through high autonomy and high workload at home. We partly supported our model through a daily diary study, in which 139 service sector employees from six European countries (Belgium, Denmark, Germany, Netherlands, Spain, UK) reported their experiences twice a day for five consecutive workdays. Home autonomy and home workload strengthened the positive relationship between seeking resources at work and at home. Moreover, home autonomy strengthened the positive association between seeking challenges at work and at home, and the negative relation between reducing demands at work and at home. These findings suggest that the beneficial implications of job crafting transcend life boundaries thereby providing advice for how individuals can experience greater meaning in their lives.
Although scholars imply that job crafting contributes to person–job fit and meaningful work, to date, no study examined the relationships between these variables. The present three-wave weekbook ...study was designed to gain more knowledge about the influence of job crafting on person–job fit and meaningfulness. We collected data among a heterogeneous group of employees (N=114) during three consecutive weeks (N=430 occasions). At the end of their working week, employees reported their job crafting behaviors, their person–job fit (demands–abilities fit and needs–supplies fit), and the meaningfulness of their work that week. Results indicated that individuals who crafted their job by increasing their job resources (e.g., support, autonomy) and challenging job demands (e.g., participate in new projects), and by decreasing their hindering job demands (e.g., less emotional job demands) reported higher levels of person–job fit the next week. In turn, demands–abilities fit related to more meaningfulness in the final week. No support was found for alternative causal models. These findings suggest that by crafting their job demands and job resources, individuals can proactively optimize their person–job fit and as a consequence experience their work as meaningful.
•Longitudinal study testing relationships among job crafting, fit and meaningful work•Results show that job crafting predicts person–job fit in the next week.•Moreover, person–job fit in turn predicts meaningful work the following week.•Person–job fit is assessed with demands–abilities fit and needs–supplies fit.•Job crafting indirectly relates to meaningful work via demands–abilities fit only.
Abstract In an era where home and work domains have become inseparable, it is surprising that extant research has placed less emphasis on examining the boundary conditions and mechanisms to ...understand the home‐to‐work crossover and spillover process. Building on the work–home resources theory and the crossover‐spillover perspectives, we test a resource‐based crossover‐spillover model of how one partner's work–family spousal support provision relates to the other partner's creativity at work. We propose that “phubbing” at home affects the crossover process of resource exchange between partners. Regarding the spillover from home to work, we propose that job crafting mediates the association between work–family spousal support and employee creativity. Daily diary data were collected from 65 dual‐earner couples, over 15 working days in the United States. Results from the multilevel actor–partner interdependence model show that work–family support enhances employee creativity by prompting the employee's relational job crafting and cognitive job crafting at work. Moreover, our results reveal that the high level of phubbing at home weakens the work–family support crossover between partners. We contribute to the literature by adding evidence regarding the mechanisms that enable social support at home to turn into employee creativity at work.
The present paper addresses two crafting strategies employees may display in different life domains in order to attain desired outcomes. On the one hand, job crafting is targeted at increasing social ...and structural job resources and challenging job demands. On the other hand, leisure crafting is the proactive pursuit of leisure activities targeted at goal setting, human connection, learning, and personal development. We hypothesized that job crafting relates positively to employee work engagement and meaning‐making, especially when occupational role salience is high. Furthermore, we hypothesized that leisure crafting relates positively to meaning‐making, especially when job crafting opportunities are low. Using a sample of 105 Dutch employees and a weekly survey with three measurements, we found support for most of our hypotheses. All job crafting dimensions related positively to work engagement when occupational role salience was high. Also, increasing structural resources related positively to meaning‐making when occupational role salience was high. Leisure crafting related positively to meaning‐making when job crafting opportunities were low. We discuss directions for future research on work and leisure, and suggest how employees and organizations may benefit by encouraging job and leisure crafting.
Practitioner points
Employees can proactively build their own work engagement using job crafting, especially when they view their work as a source of personal satisfaction and development.
In workplaces where opportunities to craft are low, employees could focus on their leisure time as a source of meaning and self‐reflection.
Managers can empower and coach employees to proactively seek growth and self‐fulfilment both at work and outside work, via job crafting and leisure crafting.
Organizations and managers should encourage employees to flourish not only at work but also during leisure time, communicating that work and leisure are two life domains that can help and complement each other.
This intervention study examined the effects of a career crafting training on physicians' perceptions of their job crafting behaviors, career self-management, and employability. A total of 154 ...physicians working in two hospitals in a large Dutch city were randomly assigned to a waitlist control group or an intervention group. Physicians in the intervention group received an accredited training on career crafting, including a mix of theory, self-reflection, and exercises. Participants developed four career crafting goals during the training, to work on in the subsequent weeks, after which a coaching conversation took place over the phone. Physicians in the control group received no intervention. A pre- and post-test 8 weeks later measured changes in job crafting and career self-management (primary outcomes) and employability (secondary outcome) of 103 physicians that completed the pre- and post-test. RM ANOVAs showed that the intervention enhanced perceptions of career self-management and job crafting behavior to decrease hindering job demands. No support was found for the effect of the intervention on other types of job crafting and employability. This study offers novel insights into how career crafting can be enhanced through training, as this is the first empirical study to examine a career crafting intervention. HR managers can use the outcomes to develop tailored career policies and career development practices.
This article describes a quasi-experiment that evaluates the relationship between a job crafting intervention and work engagement. More particularly, we focused on three different types of job ...crafting: crafting towards strengths, crafting towards interests, and crafting towards development. Building on the conservation of resources theory, we hypothesized that participating in a job crafting intervention will be positively associated with job crafting, which in turn will promote work engagement. Additionally, based on the activation theory, we hypothesized that employees with a relatively high workload will benefit more from a job crafting intervention compared with employees with a relatively low workload. In all, 99 employees from a Dutch health care organization participated in our study (n = 45 in the treatment group; n = 54 in the control group). Results indicated that there was no association between the intervention and job crafting behaviors. However, the job crafting intervention was found to be positively related to interests crafting for workers with a relatively high workload, which in turn was associated with an increase in dedication and absorption. Additionally, we found that job crafting towards strengths was associated with all aspects of work engagement (vigor, dedication, and absorption), whereas job crafting towards interests was related to dedication and absorption, and crafting towards development was not associated with work engagement. We conclude that a job crafting intervention can be an effective tool for enhancing work engagement for employees with a high workload.
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