Effects of a Job Crafting Intervention Program on Work Performance Among Japanese Employees

2022 ◽  
Vol Publish Ahead of Print ◽  
Author(s):  
Asuka Sakuraya ◽  
Akihito Shimazu ◽  
Kotaro Imamura ◽  
Norito Kawakami
Keyword(s):  
Work Performance ◽  
Intervention Program ◽  
Job Crafting ◽  
Japanese Employees

scholarly journals Effects of a job crafting intervention program on work engagement among Japanese employees: a pretest-posttest study

2016 ◽  
Vol 4 (1) ◽  
Author(s):  
Asuka Sakuraya ◽  
Akihito Shimazu ◽  
Kotaro Imamura ◽  
Katsuyuki Namba ◽  
Norito Kawakami
Keyword(s):  
Work Engagement ◽  
Intervention Program ◽  
Job Crafting ◽  
Japanese Employees

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.

Mindfulness-based intervention to reduce burnout and psychological distress, and improve wellbeing in psychiatry trainees: a pilot study

2019 ◽  
Vol 27 (3) ◽  
pp. 219-224 ◽  
Author(s):  
Matthew Kang ◽  
Rob Selzer ◽  
Harry Gibbs ◽  
Katie Bourke ◽  
Abdul-Rahman Hudaib ◽  
...  
Keyword(s):  
Psychological Distress ◽  
Pilot Study ◽  
Work Performance ◽  
Qualitative Data ◽  
Intervention Program ◽  
Limiting Factors ◽  
Healthcare Staff ◽  
Post Intervention ◽  
Number Of Factors ◽  
Metropolitan Hospital

Background: Healthcare professionals including psychiatry trainees experience high amounts of occupational stress. This pilot study aims to assess the impacts and feasibility of a mindfulness-based intervention program as an occupational intervention in a metropolitan hospital. Method: Psychiatry trainees participated in an mindfulness-based intervention training program consisting of 1-h weekly sessions over 8 weeks. Levels of psychological distress and mindfulness were measured pre and post-intervention. Qualitative data through an open-ended feedback survey were also collected. Results There was an improved level of mindfulness and a decreased level of burnout among trainees post-intervention. Advantages of the program included having a compassionate facilitator and the program being tailored to healthcare staff. Limiting factors included time restraints and clinical responsibilities. Conclusion: Psychiatry trainees can benefit from an occupational MBI program. This can positively impact their health as well as improve their work performance. A number of factors important for implementation of a mindfulness-based intervention program were also identified.

scholarly journals The Effects of Nursing Organizational Culture, Work Performance and Workplace Bullying Type on Workplace Bullying Consequence of Nurses

2019 ◽  
Vol 25 (4) ◽  
pp. 424-435
Author(s):  
Ga Yeon Jeong ◽  
Hyun Jung Jang
Keyword(s):  
Organizational Culture ◽  
Work Performance ◽  
Workplace Bullying ◽  
Intervention Program ◽  
Bullying Prevention ◽  
Stepwise Multiple Regression ◽  
Descriptive Research ◽  
Positive Correlations ◽  
Post Hoc ◽  
Culture Work

Purpose: The purpose of this study was to investigate the relationship among nursing organizational culture, work performance, and workplace bullying of nurses, and to identify the factors that affect workplace bullying. Methods: The design of this study was descriptive research, and the data were collected from October 26 to November 5, 2018. The research participants were 210 nurses in six general hospitals in G province. The data were analyzed by descriptive statistics, a t-test, one-way ANOVA, Scheff? post-hoc test, Pearson's correlation coefficient, and a stepwise multiple regression using SPSS 22.0. Results: The workplace bullying type showed negative correlations with innovation-oriented culture, relation-oriented culture, and work performance. The workplace bullying consequence showed negative correlations with the innovation-oriented culture, relation-oriented culture, and work performance, and showed positive correlations with the workplace bullying type. The factors influencing the results of the workplace bullying consequence were workplace bullying type followed by relation-oriented culture, and unmarried status. Conclusion: Workplace bullying among nurses was related to the nursing organizational culture and work performance. Therefore, in order to reduce the turnover rate of nurses and to help them adapt well to the nursing organizational culture, a bullying prevention and intervention program is necessary.

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.

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.

Leading by leaving: Exploring the relationship between supervisory control, job crafting, self-competence and performance

2018 ◽  
Vol 25 (04) ◽  
pp. 572-590
Author(s):  
Domenico Berdicchia ◽  
Giovanni Masino
Keyword(s):  
Significant Role ◽  
Supervisory Control ◽  
Work Performance ◽  
Positive Relationship ◽  
Negative Relationship ◽  
Job Crafting ◽  
Supervisory Styles ◽  
Negative Effect ◽  
And Performance ◽  
The Relationship

AbstractThe purpose of this paper is to examine whether different supervisory styles are relevant in facilitating or inhibiting job crafting, and whether job crafting plays a significant role in promoting self-competence and work performance. Data were gathered from 162 employees in a large manufacturing company. We found a positive relationship between promotive control and job crafting, and a negative relationship between restrictive control and job crafting. Some job crafting behaviors positively affect both self-competence and performance, while others have a negative effect. Our results suggest that organizations interested in promoting job crafting should encourage a promotive style of leadership.

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