Introduction
The gig economy is extolled for its potential to stimulate economic and social development. This study examines the mediating roles of controlled and autonomous motivation in the ...relationship between job crafting and innovative behavior in the context of knowledge workers in the gig economy.
Methods
To examine these relationships, we propose and test a conceptual framework using an online survey conducted among knowledge workers in China. The participants consisted of 302 knowledge workers who voluntarily participated in the study. We used structural equation modeling to test the proposed relationships among the variables.
Results
Controlled and autonomous motivation mediates the relationship between job crafting and innovative behavior.
Discussion
Our study shed light on the knowledge workers’ motivation dilemma in the gig economy, with theoretical implications for research regarding job crafting, motivation, and practice implications about the job crafting and innovative behavior of knowledge workers.
Volunteer satisfaction is a significant concern, as volunteers have lower barriers to exit than employees and tend to leave nonprofits when dissatisfied. While volunteer management predominantly ...focuses on the implementation of management practices, this study alters that perspective. Through job crafting, one form of proactive behavior in organizational contexts, we study volunteers as active participants in their volunteer experience. We posit that volunteer job crafting is an important, yet overlooked, factor in volunteer outcomes such as satisfaction and organizational identification. We test and (partially) confirm our hypotheses using a sample of 678 volunteers in one youth-serving nonprofit organization in the Midwest region of the USA. This study extends job crafting research further into the non-work domain by adding a multifaceted conceptualization of job crafting in the context of volunteer work. We distinguish between behavioral and cognitive crafting and provide empirical support on how those crafting forms relate to volunteer satisfaction and organizational identification.
Job crafting has gained prominence in research and organizational practice as an important work behaviour that can cultivate positive workplace outcomes. The present study uses job crafting theory to ...argue that experienced meaningfulness plays a mediating role in the link between task, cognitive and relational crafting behaviours and peer-ratings of job performance over time. Additionally, this study validates the weekly version of the Job Crafting Questionnaire (JCQ). A total of 134 employees participated in a weekly diary study over the course of three weeks (N = 402 observations). Results of multilevel confirmatory factor analyses showed that the JCQ has a three-factor structure, and differentiates between task, cognitive and relational crafting. Consistent with predictions, cognitive crafting indirectly influenced both peer-rated in-role and extra-role performance through meaningfulness, while task crafting had a partial indirect relationship with peer-rated in-role performance. We also found that relational crafting significantly predicted peer-rated extra-role performance. In addition, crafting in previous weeks increased meaningfulness and job performance in subsequent weeks. We conclude that job crafting is an important means for improving individual and organizational outcomes and that cognitive crafting specifically is an important workplace behaviour in achieving meaningfulness at work.
Job crafting is a form of proactive work behavior that involves employees actively changing the (perceived) characteristics of their jobs, including behaviors aimed at increasing challenging and ...decreasing hindering job demands, as well as those directed at increasing structural and social job resources (Tims & Bakker, 2010). Research on job crafting has rapidly increased over the past decade, but findings have thus far not been quantitatively synthesized. We first integrate job crafting as conceptualized by Tims and Bakker (2010) with a more general theoretical model of proactive work behavior. Then, we present a meta-analysis (K=122 independent samples representing N=35,670 workers) of relationships between job crafting behaviors and their various antecedents and work outcomes derived from our model. We consider both overall and dimension-level job crafting relationships. Notably, overall job crafting was found to be strongly associated with proactive personality (rc=0.543), promotion regulatory focus (rc=0.509), and work engagement (rc=0.450). Differential results emerged when considering specific job crafting dimensions. For example, increasing challenging job demands was associated with other-rated work performance (rc=0.422), whereas decreasing hindering job demands was related to turnover intentions (rc=0.235). Beyond these zero-order relationships, a meta-analytic confirmatory factor analysis provides support for the operationalization of overall job crafting based upon the proposed dimensions, with the exception of decreasing hindering demands. Additionally, results of meta-analytic relative weights analyses speak to the unique relationships of all four job crafting dimensions with different work outcomes.
•This meta-analysis considers antecedents, correlates, and outcomes of job crafting.•Job crafting has notable relationships with engagement, satisfaction, and performance.•Results support unique relationships of job crafting dimensions with work outcomes.•CFA and moderator analyses question the overall conceptualization of job crafting.
Abstract
Background
Nurses’ well-being is a topic of interest at both individual and organizational levels. Studies that explore the relationship between nurses’ job crafting, work engagement, and ...well-being are scarce. Therefore, the purpose of this study was to confirm the effect of job crafting and work engagement on nurses’ well-being.
Methods
This cross-sectional survey study involved 207 nurses within a week in July 2022 across two centers, among whom the response rate was 99%. Three following instruments were used in the survey: the 14-item well-being scale, the 12-item job crafting scale, and the 9-item Utrecht Work Engagement Scores (UWES). Path analysis was performed and goodness of fit was evaluated.
Results
Job crafting and work engagement were strongly correlated with well-being, and nurses’ well-being was affected by job crafting and work engagement. Path model fit indices were adequate. The mediating effect of work engagement on the relationship between job crafting and well-being revealed that task job crafting influenced psychological well-being through work engagement (Effect: 0.15, 95% confidence interval CI: 0.08–0.22, p = 0.001). Furthermore, relational job crafting influenced social well-being through work engagement (Effect: 0.22, 95% CI: 0.11–0.38, p = 0.001).
Conclusion
The study’s findings can help strategize human resource management programs to enhance relational job crafting to improve nurses’ social well-being and enhance task job crafting to improve their psychological well-being. Furthermore, through job crafting, improved human resource policies can enhance work engagement and improve nurses’ well-being.
Purpose
The purpose of the study is to ascertain the role of servant leadership in causing innovative work behavior. The study also examines the mediating role of job crafting and sequential ...mediating role of trust and job crafting between servant leadership and innovative work behavior.
Design/methodology/approach
The data were collected from 258 knowledge workers employed in software houses in Pakistan through survey design. The data analysis was done through structural equation modeling.
Findings
The results of the analysis of 258 respondents show that servant leadership is related with trust, job crafting and innovative work behavior. The mediation analysis revealed that job crafting mediates the relation between servant leadership and innovative work behavior. Finally, the relation between servant leadership and innovative work behavior was found to be sequentially mediated by trust and job crafting.
Originality/value
The current study contributes to delineating the linking mechanism between servant leadership and innovative work behavior. The main contributions of the study are exploring the mediating role of job crafting along with the sequential mediating role of trust and job crafting.
Job crafting has been proposed as a solution to alleviate boredom despite inconsistent empirical findings suggesting that interventions may require more nuance to account for boredom as a subjective ...experience that depends on the individual. Building on job demands-resources theory, we shed light on relationships between workplace boredom and job crafting depending on three personality traits: proactive personality, assertiveness, and promotion focus. A cross-sectional study measuring employee perceptions of boredom showed that the relationship between boredom and job crafting depended on proactive personality, but the nature of this effect was contrary to predictions. An experiment showed that likelihood to job craft when bored depended on assertiveness. Across both studies, personality factors were consistently strong predictors of job crafting, regardless of how boredom was operationalized (i.e., self-rated or experimentally manipulated). These findings have implications for organizations wishing to select individuals more or less inclined to job craft, and less disposed toward feeling bored. One caveat is individuals high in proactive personality or assertiveness might be more negatively impacted by experiencing boredom at work, resulting in less energy to job craft. This work highlights the value of using multiple methods to measure boredom, along with considering specific dimensions of job crafting.
•Job crafting after a boredom manipulation depends on assertiveness.•Proactive, assertive, and promotion focused tend to craft, regardless of boring jobs.•Focus on proactive and assertive individuals who may react more negatively to boredom.
The present study investigates the possible mechanisms involved in the link between daily job crafting and daily work engagement. Using self-determination theory, we hypothesize that daily job ...crafting is positively related to daily work engagement through momentary need satisfaction and momentary engagement. Additionally, using self-regulation theory, we predict that daily job crafting is negatively related to daily work engagement, through momentary energy depletion and (reduced) momentary work engagement. Participants from various occupational sectors (N = 66) responded to a daily diary questionnaire (N = 261) as well as momentary, task-related items (N = 1539) using a day reconstruction method at the end of each of four working days. The results of multilevel modeling were generally supportive of the hypotheses. We conclude that daily job crafting can have both positive and negative implications for daily work engagement, and discuss the practical implications of our findings.
•Employees who proactively modify their environment are more engaged in their work.•Job crafting satisfies the basic needs for autonomy, competence, and relatedness.•Job crafting may deplete the energy available for work tasks.
The radical changes deriving from the COVID-19 emergency have heavily upset some of the most familiar routines of daily work life. Abruptly, many workers have been forced to face the difficulties ...that come with switching to remote working. Basing on the theoretical framework proposed by the Job Demands-Resources model, the purpose of this paper was to explore the effect of work overload (workload and techno overload), on behavioral stress, meant as an outcome linked to the health impairment process. Furthermore, the aim of the study was to explore the mediating role of job crafting, considered as a second-order construct consisting of two dimensions (increasing structural resources and increasing challenging demands) in the abovementioned relation. Participants were 530 workers experiencing remote working or work-from-home during the first COVID-19 lockdown in Italy (March-May 2020). Hypotheses were explored by using three different latent variables, measured reflexively through indicators on a 5-point scale, extracted from validated questionnaires. Data analysis was performed through Structural Equation Modeling; to test the mediation, bootstrap validation was computed (
= 2,000). Results showed that the mediation of job crafting was partial. More specifically, the direct effect between work overload and behavioral stress was positive; moreover, the indirect, negative effect through the mediation of job crafting was also significant. Therefore, results showed that job crafting can play a crucial role as a protective factor supporting the activation and adjustment of suitable resources; these resources can be useful to deal with the negative effects of work overload, particularly under the condition of heavy remote working and use of technologies, on individual outcomes. Starting from the current global scenario of the pandemic that has not yet ceased its effects, the study suggested decisive theoretical and practical implications. Accordingly, findings extended the current trends in occupational health psychology research, with special reference to the mainstream topic "work and COVID-19" in the Italian context. Finally, results can give suggestions to companies engaged in managing change, recommending that they build a collaborative workplace at the individual and collective level to implement job crafting interventions and enrich the personal and organizational resources of workers, which is useful cope with the current demands.
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