To craft or not to craft

2015 ◽  
Vol 20 (2) ◽  
pp. 147-162 ◽  
Author(s):  
Veerle Brenninkmeijer ◽  
Marleen Hekkert-Koning
Keyword(s):  
Work Engagement ◽  
Regulatory Focus ◽  
Structural Equation ◽  
Job Crafting ◽  
Equation Modeling ◽  
Prevention Focus ◽  
Cross Sectional ◽  
Promotion Focus ◽  
Content Type ◽  
Perceived Employability

Purpose – The purpose of this paper is to examine relationships between regulatory focus, job crafting, work engagement and perceived employability. Regulatory focus theory distinguishes between promotion-focused individuals, who strive for growth and development, and prevention-focussed individuals, who strive for security. Job crafting refers to changes that individuals make in their work to meet their own preferences and needs. It was expected that job crafting would mediate associations between promotion focus and work-related outcomes. Design/methodology/approach – Questionnaires were collected among 383 registered candidates from a consultancy organization for recruitment, assessment and coaching that operates within the branches pharmacy, medical devices, food, and healthcare. Results were analyzed using structural equation modeling. Findings – Crafting structural and social resources were positively related to work engagement and employability, whereas negative relationships were found for crafting hindering demands. Promotion focus was associated with crafting resources and challenging demands, while prevention focus was associated with crafting hindering demands. Job crafting also mediated some of the relationships between promotion focus, prevention focus and work outcomes. Research limitations/implications – This study provided insight into possible antecedents and outcomes of job crafting. Unfortunately, this study used a cross-sectional design. Practical implications – These insights may help managers to encourage beneficial job crafting behaviors, while taking individuals’ foci into account. Originality/value – This study has provided insight in the relationships between regulatory focus, job crafting, work engagement, and perceived employability.

The mediational effect of regulatory focus on the relationships between mindfulness and job satisfaction and turnover intentions

2014 ◽  
Vol 19 (5) ◽  
pp. 494-507 ◽  
Author(s):  
Martha C. Andrews ◽  
K. Michele Kacmar ◽  
Charles Kacmar
Keyword(s):  
Job Satisfaction ◽  
Regulatory Focus ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Equation Modeling ◽  
Future Research ◽  
Snowball Sampling ◽  
Prevention Focus ◽  
Content Type ◽  
The Relationship

Purpose – The purpose of this paper is to explore the role of mindfulness as a predictor of the two components of regulatory focus theory (RFT): promotion and prevention focus. It further examines promotion focus and prevention focus as mediators of the mindfulness-job satisfaction and mindfulness-turnover intentions relationships. Finally, job satisfaction is also examined as a mediator of the mindfulness-turnover intentions relationship. Design/methodology/approach – The model was tested using data collected via a snowball approach. Online surveys were distributed to undergraduate students enrolled in a business course. Students were then given the opportunity to earn extra credit by sending the survey to potential respondents. The relationships were tested using structural equation modeling. Findings – Support was found for four of the six hypotheses. Prevention focus did not negatively mediate the relationship between mindfulness and job satisfaction as well as the relationship between mindfulness and turnover intentions. Research limitations/implications – One limitations of this research is the placement of mindfulness as an antecedent to promotion and prevention focus. Another plausible alternative is to consider mindfulness as a consequence. An additional limitation is the use of a snowball sampling technique. Future research should examine these findings using employees of a single organization. Originality/value – This research theoretically and empirically links RFT and mindfulness. This study also adds to the limited research empirically linking RFT and turnover intentions, both directly and indirectly via job satisfaction. Finally, this research extends previous research that established the positive relationship between mindfulness and job satisfaction by examining the mindfulness-job satisfaction-turnover intentions relationship.

Reverse mentoring and job crafting as resources for health: a work engagement mediation model

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Neha Garg ◽  
Wendy Marcinkus Murphy ◽  
Pankaj Singh
Keyword(s):  
Social Exchange ◽  
Work Engagement ◽  
Latent Variable ◽  
Structural Equation ◽  
Negative Relationship ◽  
Well Being ◽  
Job Crafting ◽  
Equation Modeling ◽  
Theoretical Frameworks ◽  
Content Type

PurposeThis paper examines whether employee-driven practices of reverse mentoring and job crafting lead to work engagement and, in turn, to higher levels of prospective mental and physical health.Design/methodology/approachIntegrating social exchange theory and the job demands and resources model as theoretical frameworks, survey data were collected from 369 Indian software developers to test the research model. Latent variable structural equation modeling was used to empirically test the hypothesized associations.FindingsThe findings reveal that both reverse mentoring and job crafting are significantly associated with work engagement. Work engagement fully mediated the negative relationship between 1) reverse mentoring and mental ill-health and 2) job crafting and physical ill-health, while it partially mediated the negative relationship between 1) reverse mentoring and physical ill-health and 2) job crafting and mental ill-health.Practical implicationsThe results demonstrate that by implementing the practices of reverse mentoring and job crafting, managers can achieve desired levels of engagement among employees and sustain organizational productivity by promoting employee health and well-being.Originality/valueThis study is one of the early attempts to empirically demonstrate the associated health outcomes of reverse mentoring and job crafting.

Job Crafting and Intent to Leave: The Mediating Role of Meaningful Work and Engagement

2020 ◽  
pp. 089484532091866
Author(s):  
Bogdan Oprea ◽  
Lucian Păduraru ◽  
Dragoş Iliescu
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Intent To Leave ◽  
Management Practice ◽  
Negative Relationship ◽  
Meaningful Work ◽  
Job Crafting ◽  
Equation Modeling ◽  
Staff Retention ◽  
Cross Sectional

Managing turnover is an essential human resource practice. One of the modern approaches that could have the potential to increase staff retention is the stimulation of employees’ job crafting, the set of changes regarding job demands and job resources that employees proactively make. Based on self-concept theory, we expected meaningful work and work engagement to serially mediate the negative relationship between job crafting and intent to leave. A cross-sectional study was conducted on a sample of 235 Romanian employees who responded to questionnaires about all variables. The mediation hypotheses were tested with bootstrapping procedures using structural equation modeling. Meaningful work and work engagement serially mediated the negative link between job crafting and intent to leave. Our results suggest that implementing job crafting interventions could reduce employees’ intentions to leave the organization. Future studies could verify whether these interventions may represent a new management practice to effectively control turnover.

Job crafting and motivation to continue working beyond retirement age

2016 ◽  
Vol 21 (5) ◽  
pp. 477-497 ◽  
Author(s):  
Philipp Wolfgang Lichtenthaler ◽  
Andrea Fischbach
Keyword(s):  
Sense Of Coherence ◽  
Structural Equation ◽  
Job Demands ◽  
Cross Sectional Study ◽  
Job Crafting ◽  
Equation Modeling ◽  
Retirement Age ◽  
Cross Sectional ◽  
Content Type ◽  
Older Employees

Purpose The purpose of this paper is to examine how promotion- and prevention-focussed job crafting impacts the motivation of older employees to continue working beyond retirement age. The authors hypothesized that promotion-focussed job crafting (i.e. increasing social and structural job resources, and challenging job demands) relates positively and prevention-focussed job crafting (i.e. decreasing hindering job demands) relates negatively with motivation to continue working after reaching the official retirement age, and that these relationships are sequential mediated by work sense of coherence and burnout. Design/methodology/approach Data from 229 older employees (mean age=55.77) were analyzed using structural equation modeling. Findings Promotion-focussed job crafting was positively and prevention-focussed job crafting was negatively related with employees’ work sense of coherence, which was predictive of employees’ burnout, which in turn was predictive of motivation to continue working beyond retirement age. Research limitations/implications Despite the cross-sectional study design, the results unfold how promotion- and prevention-focussed job crafting are related with motivation to continue working beyond retirement age through work sense of coherence and burnout. Practical implications Given today’s aging and shrinking workforce, older employees working beyond their official retirement age are a necessity for organizations’ functional capability. The results suggest that organizations should encourage employees’ promotion-focussed job crafting and limit prevention-focussed job crafting. Promotion-focussed job crafting facilitates employees’ work sense of coherence, which keeps them healthy and motivates older employees to continue working beyond retirement age. Originality/value This study adds to the literatures on job crafting and motivation to continue working beyond retirement age and explicates intervening processes in this relationship.

Collective job crafting and team service recovery performance: a moderated mediation mechanism

2017 ◽  
Vol 35 (5) ◽  
pp. 641-656 ◽  
Author(s):  
Tuan Trong Luu
Keyword(s):  
Data Analysis ◽  
Work Engagement ◽  
Structural Equation ◽  
Service Recovery ◽  
Team Work ◽  
Job Crafting ◽  
Equation Modeling ◽  
Content Type ◽  
Service Recovery Performance ◽  
Recovery Performance

Purpose The clinical team’s recovery performance for the failures in the patient care processes plays a crucial role in leveraging the healthcare service quality. The purpose of this paper is to investigate the relationship between collective job crafting and team service recovery performance via the mediation mechanism of team work engagement. Design/methodology/approach Clinicians including physicians and nurses from hospitals in Ho Chi Minh City of Vietnam were recruited as sources of data for the current study. Structural equation modeling was utilized to conduct the data analysis. Findings The data analysis demonstrated the role of team work engagement as a mediator for the positive link between collective job crafting and team service recovery performance. Serving culture was also found to have an interaction effect with collective job crafting in predicting team work engagement. Originality/value The current research extends service recovery research by examining service recovery performance at the team level as well as collective job crafting as its team-level antecedent.

Does innovation leadership enhance creativity in high-tech industries?

2016 ◽  
Vol 37 (5) ◽  
pp. 579-592 ◽  
Author(s):  
Feng-Cheng Tung ◽  
Tsu-Wei Yu
Keyword(s):  
Regulatory Focus ◽  
Structural Equation ◽  
High Tech ◽  
Employee Creativity ◽  
Prevention Focus ◽  
Promotion Focus ◽  
Supportive Leadership ◽  
Content Type ◽  
Common Goals ◽  
Innovation Leadership

Purpose – The purpose of this paper is to develop a greater understanding of the effect of innovation leadership (participative, supportive, and instrumental) on supervisory-rated employee creativity through greater employee regulatory focus (i.e. promotion and prevention). Design/methodology/approach – Data were collected from dyads of 103 employees and employee supervisors working in Taiwan’s high-tech industry. A structural equation modelling approach was used to examine the relationship posited in this study. Findings – Results reveal that both participative and supportive leadership are positively associated with the creativity of supervisory-rated subordinates when those subordinates adopted a focus on promotion. The data also show that these relationships are partially mediated by employee promotion focus. At the same time, the positive relationship between instrumental leadership and employee creativity is fully mediated by employee prevention focus. Originality/value – The results of this study show that participative and supportive leaders cultivate employee promotion focus, which then enhances employee creativity. Instrumental leaders will induce employee prevention focus, which also enhances employee creativity. These findings imply that when enhancing employee creativity, employees with a promotion focus are more suited to participative and supportive leaders, while employees who do not have a promotion focus may be more suited to leaders who provide these employees with specific instructions on the rules, regulations, and procedures to follow to accomplish given tasks and common goals.

Job resourcefulness, work engagement and prosocial service behaviors in the hospitality industry

2017 ◽  
Vol 29 (10) ◽  
pp. 2668-2687 ◽  
Author(s):  
Jui-Chang Cheng ◽  
Chien-Yu Chen
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Hospitality Industry ◽  
Hospitality Management ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Cross Sectional ◽  
Content Type ◽  
Service Employees ◽  
The Relationship

Purpose Prosocial service behaviors play a major role in the hospitality industry. However, few studies have examined how job resourcefulness affects prosocial service behaviors. This paper aims to investigate the relationship between job resourcefulness and prosocial service behaviors as well as clarify the mediating effect of work engagement. Design/methodology/approach A questionnaire was developed to collect data from 282 frontline service employees in Taiwan’s hotel industry. Structural equation modeling was conducted to test the hypotheses of this research. Findings The results indicate that job resourcefulness is positively related to role-prescribed service behaviors, extra-role service behaviors and cooperation. Furthermore, work engagement mediates the relationship between job resourcefulness and prosocial service behaviors. Research limitations/implications The design of cross-sectional research restricts inference to the findings of cause–effect relationships. Also, the design of this study could not rule out the effect of common method variance, as all the data used in the study were acquired using the same questionnaire. Originality/value The current study contributes to the hospitality management research by investigating the link between job resourcefulness and prosocial service behaviors, and elaborating the partially mediating role of work engagement in this relationship.

A multi-level test for social regulatory focus and team member creativity

2017 ◽  
Vol 38 (8) ◽  
pp. 1057-1077 ◽  
Author(s):  
Chen-Ju Lin
Keyword(s):  
Regulatory Focus ◽  
Creative Performance ◽  
Level Control ◽  
Prevention Focus ◽  
Empowering Leadership ◽  
Cross Sectional ◽  
Promotion Focus ◽  
Level Indicator ◽  
Content Type ◽  
Survey Team

Purpose In this study, self-leadership strategy serves as a self-regulatory mediating mechanism of individual differences in predicting individual creativity because it is related to actions intended to lead their own goal-directed activities. The purpose of this paper is to explore the boundary conditions of the effect of regulatory focus on employee self-leadership behaviors. Design/methodology/approach Considering the contextual influence, cross-level moderating effect of empowering leadership on the relationship between the promotion (prevention) focus and self-leadership has been examined. The research data were collected from 441 employees of 65 work teams from three software companies located in Northern Taiwan. A time-lagged design by implementing three time surveys was applied to minimize potential problems of cross-sectional design. At Time 1, employees completed the measures of promotion focus, prevention focus, empowering leadership, and individual-level control variables. At Time 2, employees reported the extent of their self-leadership at work. In the final survey, team leaders assessed the individual employee creativity. Findings This study concludes several findings. When self-leading behavior-focused strategies are considered as mediators, the indirect relationships that promotion focus and prevention focus had with individual creativity were confirmed. As an influential team-level indicator, empowering leadership could moderate the relatedness between employees promotion-focused strategies and behavior-focused strategies that positively influenced on individual creativity. Originality/value In this study, responding to the call by De Stobbeleir et al. (2011) to examine how employees actively manage their creative performance, the author zoomed in on self-leadership strategies and how these strategies relate to actual creative performance.

Does work engagement mediate the influence of job resourcefulness on job crafting?

2019 ◽  
Vol 31 (4) ◽  
pp. 1684-1701 ◽  
Author(s):  
Chien-Yu Chen
Keyword(s):  
Personality Traits ◽  
Work Engagement ◽  
Structural Equation ◽  
Work Conditions ◽  
Job Crafting ◽  
Equation Modeling ◽  
Content Type ◽  
Hotel Employees ◽  
The Relationship

PurposeResearchers and practitioners have remarked the critical nature of job crafting for employee and organizational effectiveness in the hotel industry. However, few studies have investigated the determinants of job crafting, especially the role of personality traits. Hence, this study aims to address this research gap by exploring how job resourcefulness influences job crafting and by clarifying the mediating role of work engagement.Design/methodology/approachThe sample of the present study comprised 433 Taiwanese frontline hotel employees. The hypothesized relationships were tested using structural equation modeling.FindingsThe results reveal that job-resourceful employees tend to engage themselves at work. Engaged employees tend to craft their jobs individually and collaboratively. That is, work engagement is a mediator between job resourcefulness and job crafting. Finally, the job resourcefulness–work engagement–individual crafting relationship is closer than the job resourcefulness–work engagement–collaborative crafting relationship.Research limitations/implicationsThe findings suggest that job resourcefulness can be considered as a criterion in selecting and retaining employees. Work engagement may serve as a mechanism for interpreting the relationship between job resourcefulness and job crafting. This study provides crucial insights to help hotel managers seek and aid employees who can actively reshape their work conditions. However, the sample comprises only frontline hotel employees and the generalization can be considered in the future studies.Originality/valueThis research is the first to examine the psychological process that mediates the connection between job resourcefulness and job crafting. The findings of this study contribute to the theory of the relationship between personality traits and job crafting and may serve as a reference in related practices.

Women’s glass ceiling beliefs predict work engagement and burnout

2017 ◽  
Vol 36 (9) ◽  
pp. 1125-1136 ◽  
Author(s):  
Senthil Arasu Balasubramanian ◽  
Remya Lathabhavan
Keyword(s):  
Glass Ceiling ◽  
Work Engagement ◽  
Structural Equation ◽  
Negative Relationship ◽  
Cross Sectional Study ◽  
Equation Modeling ◽  
Cross Sectional ◽  
Content Type ◽  
Female Employees ◽  
The Relationship

Purpose The purpose of this paper is to examine the relationship between glass ceiling beliefs, work engagement, and burnout. Design/methodology/approach A research model was developed based on the constructs from the Career Path Survey (CPS) and a literature review of research related to work engagement and burnout. Data from a cross-sectional study of 467 female employees from banks in India were collated and empirically tested, using structural equation modeling. Findings Denial and resilience were positively related to work engagement and negatively to burnout. Resignation and acceptance had a positive relationship with burnout and a negative relationship with work engagement. Research limitations/implications Further longitudinal studies focusing on different occupational sectors and career aspects can be considered for a more accurate and generalized insight into this concept. Practical implications Glass ceiling survey can be considered as an input for human resource functions for effectiveness of the organization. Originality/value This paper is the first to analyze the connection between the beliefs that women have about the glass ceiling and burnout and its components.

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