scholarly journals Workaholism versus work engagement and job crafting: What is the role of self-management strategies?

2018 ◽  
Vol 28 (2) ◽  
pp. 357-373 ◽  
Author(s):  
Marijntje E.L. Zeijen ◽  
Maria C.W. Peeters ◽  
Jari J. Hakanen
Keyword(s):  
Work Engagement ◽  
Management Strategies ◽  
Job Crafting ◽  
Self Management

Job crafting and extra-role behavior: The role of work engagement and flourishing

2015 ◽  
Vol 91 ◽  
pp. 87-96 ◽  
Author(s):  
Evangelia Demerouti ◽  
Arnold B. Bakker ◽  
Josette M.P. Gevers
Keyword(s):  
Work Engagement ◽  
Job Crafting ◽  
Role Behavior

Job crafting and turnover intention: The mediating role of work engagement and job satisfaction

2020 ◽  
Vol 48 (2) ◽  
pp. 1-9 ◽  
Author(s):  
Taotao Zhang ◽  
Bingxiang Li
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Structural Equation ◽  
Job Crafting ◽  
Equation Modeling ◽  
Employee Turnover Intention ◽  
Validated Questionnaire

The aims in this study were to examine the influence of job crafting, job satisfaction, and work engagement on employee turnover intention, and to investigate the role of work engagement and job satisfaction as mediators in the relationship between job crafting and employee turnover intention. A validated questionnaire was used to collect data from 212 employees of a service company in China. The results of structural equation modeling showed that work engagement and job satisfaction partially mediated the job crafting–turnover intention relationship. These findings extended prior research and confirmed that job crafting, job satisfaction, and work engagement were each a predictor of employee turnover intention. These findings suggest that the turnover intention of employees could be reduced through generating job-crafting behaviors, and by improving job satisfaction and work engagement.

scholarly journals New insights into self-initiated work design: the role of job crafting, self-undermining and five types of job satisfaction for employee’s health and work ability

2021 ◽  
pp. 239700222110290
Author(s):  
Antonia-Sophie Döbler ◽  
André Emmermacher ◽  
Stefanie Richter-Killenberg ◽  
Joshua Nowak ◽  
Jürgen Wegge
Keyword(s):  
Job Satisfaction ◽  
Emotional Exhaustion ◽  
Work Engagement ◽  
Work Ability ◽  
Job Demands ◽  
Well Being ◽  
Job Crafting ◽  
Equation Modeling ◽  
Personal Resources

The present study provides evidence for the important role of job crafting and self-undermining behaviors at work, two new concepts that were recently integrated into the well-known job demands-resources (JD-R) theory (Bakker and Demerouti, 2017). We investigate how these behaviors are associated with work engagement, emotional exhaustion, and work ability as a long-term indicator of employee’s well-being. Furthermore, we examine the moderating role of personal resources in the stress-strain process by comparing groups of employees representing the five types of job satisfaction defined by Bruggemann (1974). Data was collected in a cross-sectional study within a German DAX company’s manufacturing plant from 1145 blue- and white-collar workers. Results of structural equation modeling provided, as expected, support for an indirect effect of job demands and job resources on emotional exhaustion and work engagement through job crafting and self-undermining. Work ability, on the other hand, was mainly affected by emotional exhaustion, but not by work engagement. Most important, we found significant differences between path coefficients across the five types of job satisfaction indicating that these types represent important constellations of personal resources and job demands that should be considered both for analyzing stress at work and for offering tailored stress interventions in organizations.

The Three-Legged Stool: Synthesizing and Extending Our Understanding of the Career Advancement Facilitators of Persons With Disabilities in Leadership Positions

2020 ◽  
pp. 000765032090713
Author(s):  
Daniel Samosh
Keyword(s):  
Social Networks ◽  
Role Models ◽  
Career Advancement ◽  
Management Strategies ◽  
Self Management ◽  
Leadership Positions ◽  
Persons With Disabilities ◽  
Societal Factors ◽  
The Social

I examine the career advancement facilitators of organizational stakeholders who may be identified as simultaneously “core” and “fringe” in this article, via the insights of 21 leaders with disabilities. To navigate barriers and advance their careers, these leaders benefited from three categories of facilitators, including career self-management strategies, social networks, and organizational and societal factors. Facilitators are synthesized with a metaphor, the three-legged stool, which depicts three foundational pillars that underlie the leaders’ success. Focusing on an understudied element of the social networks pillar, I examine how leaders’ external networks (family, friends, acquaintances, and role models) facilitated their career advancement. Findings point to the role of strong and weak ties in developing leaders’ career self-management strategies as well as their access to core stakeholder positions. Last, contributions, implications, and limitations of this article are discussed.

scholarly journals Job Crafting, Work Engagement, Burnout: Mediating Role of Self- Efficacy

2020 ◽  
Vol 62 (2) ◽  
pp. 148-163
Author(s):  
Eva Rošková ◽  
Lucia Faragová
Keyword(s):  
Work Engagement ◽  
Self Efficacy ◽  
Job Crafting ◽  
Mediating Role

scholarly journals Self-management strategies of graduate employees to enhance work engagement

2021 ◽  
Vol 47 ◽  
Author(s):  
Nelesh Dhanpat ◽  
Dorothy L. Danguru ◽  
Oyisa Fetile ◽  
Kholeka Kekana ◽  
Kholosa N. Mathetha ◽  
...  
Keyword(s):  
Employee Engagement ◽  
Work Engagement ◽  
Management Strategies ◽  
Theory And Practice ◽  
The Self ◽  
Self Management ◽  
Research Approach ◽  
Structured Interviews ◽  
Managerial Implications ◽  
Value Add

Orientation: The hiring of graduates is valuable to organisations. It is necessary to understand the self-management behaviours they display and the behaviours required to keep them engaged.Research purpose: The purpose of this study was to explore how self-management strategies enhance work engagement of recent graduates who find themselves in a new environment of the world of work.Motivation for the study: Employee engagement is of both academic and practitioner interest. With organisations hiring graduates, it is valuable to understand the self-management behaviours needed to remain engaged.Research approach/design and method: A qualitative research approach was employed through an interpretivist research paradigm. A purposive sample of 12 graduate employees (median age = 24) in various fields of work were interviewed (women = 11, men = 1; black = 11, coloured = 1). The graduates participated in semi-structured interviews. A thematic analysis was conducted and five themes emerged.Main findings: Through an inductive approach, the five themes that emerged concerning self-management strategies used by graduates to enhance their work engagement are goal setting, self-cueing, self-observation, self-reward and self-punishment and work engagement practices.Practical/managerial implications: Self-management strategies help to sustain an engaged workforce. Organisations that make use of graduate recruitment will largely benefit from the findings.Contribution/value-add: There is limited research on the topic pertaining to graduate employees. Graduates remain relevant in the organisation, and hence, the study makes a contribution to theory and practice. A model is presented with recommendations for graduates and the organisation, which, when implemented, have the potential to enhance work engagement.

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