scholarly journals Workplace Innovation through Proactivity. Job Crafting and Work Engagement Dynamics among Remote Workers in Italy.

2021 ◽  
Author(s):  
Arianna Costantini ◽  
Serena Rubini
Keyword(s):  
Work Engagement ◽  
Well Being ◽  
Job Crafting ◽  
Bayesian Estimator ◽  
Work Organisation ◽  
Remote Work ◽  
Work Processes ◽  
Work Related ◽  
Remote Workers ◽  
Workplace Innovation

In this chapter, we adopt a psychological perspective to the study of workplace innovation in Italy. Framing our contribution in the context of remote working and workplace innovation before, during, and after the COVID-19 emergency, we investigate how proactive behaviours (i.e., job crafting) transforming remote work processes resulted in different levels of work engagement during the pandemic. Three-wave longitudinal data were collected from a final sample of 35 remote workers (N=105 observations). Results from multilevel analyses with Bayesian estimator showed that remote working was associated with higher frequencies of behaviours aimed at actively distancing by one’s work role, which in turn was associated with lower work engagement. On the other side, employees reporting more efforts to optimise their work processes proactively reported higher engagement than those displaying less proactivity towards remote work organisation. These findings highlight the need for remote working solutions to account for individual proactivity in enacting remote work processes, since such behaviours are significant predictors of work engagement, a key factor to allow higher organisational performance and work-related well-being.

scholarly journals The Intertwined Relationship Between Job Crafting, Work-Related Positive Emotions, and Work Engagement. Evidence from a Positive Psychology Intervention Study

2018 ◽  
Vol 11 (1) ◽  
pp. 210-221 ◽  
Author(s):  
Arianna Costantini ◽  
Riccardo Sartori
Keyword(s):  
Positive Psychology ◽  
Work Engagement ◽  
Positive Emotions ◽  
Well Being ◽  
Job Crafting ◽  
Work Related ◽  
Positive Psychology Intervention ◽  
Public Organisation ◽  
Emotions In The Workplace ◽  
The Impact

Purpose: The present study examines the impact of a positive psychology intervention on job crafting, positive emotions and work engagement. Design: A sample of 43 employees working in a public organisation received a three day-long resource-based intervention grounded on meaningfulness and practical exercises. Findings: Results showed that the intervention had a positive effect on job crafting, positive job-related affective well-being and work engagement. Moreover, findings from a mediation model show that the intervention was effective in sustaining work engagement resulting from experienced positive emotions, which in turn resulted from job crafting behaviours. Originality/Value: To the best of our knowledge, this study is the first to investigate the intertwined relationships between job crafting behaviours, positive emotions in the workplace, and work engagement. Moreover, our findings provide evidence of the effectiveness of the proposed positive psychology intervention to support work engagement resulting from proactive adjustment to the work environment and the positive emotions deriving from it.

scholarly journals Dealing with economic and demographic challenges: Workplace innovation practices as a timely and effective response to older workers' needs

2016 ◽  
Vol 2 (1) ◽  
Author(s):  
Dimitra Gkiontsi ◽  
Maria Karanika-Murray
Keyword(s):  
Work Engagement ◽  
Older Workers ◽  
Well Being ◽  
Work Organisation ◽  
Effective Response ◽  
Workplace Innovation ◽  
Workplace Practices ◽  
Innovation Practices ◽  
The Impact ◽  
Health And Well Being

Abstract There is substantial evidence that workplace practices can support employee health and well-being. In the present paper we explore the role of a specific type of practices, workplace innovation (WI) practices, for older workers’ health and well-being. We start by arguing for a more comprehensive and less fragmented approach to workplace practices and for practices that can create the conditions to support both quality of working life and organisational performance. We then suggest that WI practices offer such an approach and present the evidence that links the effects of four types of WI practices (work organisation, structure and systems, learning and reflection, and workplace partnership) to a range of health and well-being outcomes (health, well-being, work engagement, performance, and decisions to delay retirement). Even though there is currently no direct empirical evidence that links WI practices to the health and well-being of older workers, the available research offers indirect support for a number of propositions for research and practice. These propositions can help and contribute to the development of a fruitful line of research on the impact of WI on older workers’ health and well-being. Keywords: Older workers, workplace innovation practices, human resource management, health, well-being, work engagement, performance, retirement

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.

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.

Occupational health

2021 ◽  
pp. 457-472
Author(s):  
David Koh ◽  
Wee Hoe Gan
Keyword(s):  
Occupational Health ◽  
Occupational Diseases ◽  
Public Health Practice ◽  
Well Being ◽  
Health Practice ◽  
Work Processes ◽  
Workplace Hazards ◽  
Mortality And Morbidity ◽  
Work Related ◽  
Lost Productivity

Occupational health is the ‘promotion and maintenance of the highest degree of physical, mental, and social well-being of workers in all occupations’. Work-related ill-health and injuries cause considerable mortality and morbidity to workers worldwide, and are a major cause of disability, lost productivity, and sickness absence. In the occupational setting, workers may suffer from occupational diseases (those directly caused by workplace hazards); ‘work-related diseases’ (those that are multifactorial in origin with occupational exposures contributing to part of the aetiology); and non-occupational diseases that affect the general population. Primary, secondary, and tertiary preventive measures can be used to reduce the burden of disease at the workplace. Prevention of occupational ill-health requires an understanding of the work processes, the range and extent of exposures to hazards, and the steps that may be available to reduce exposure. It also requires recognition of vulnerable occupational groups such as workers in developing nations, migrant workers, child labour, women workers, and impaired workers. The standard hierarchy of control strategies for reducing exposure to workplace hazards includes elimination, substitution, isolation, engineering measures, administrative procedures, and personal protective equipment. The workplace can be a suitable venue for health promotion activities although this should not be at the expense of elimination and control of exposure to occupational hazards. As occupational health practice has evolved to consideration of health issues beyond the ‘factory gate’, the discipline now has much in common with environmental health and encompasses the philosophy and principles of good public health practice.

Science, Technology, Enterprise and Society

2020 ◽  
pp. 239395752096780
Author(s):  
Christian Smit
Keyword(s):  
Work Environment ◽  
Well Being ◽  
First Century ◽  
Work Organisation ◽  
Positive Perception ◽  
Work Processes ◽  
New Developments ◽  
Science Technology ◽  
Digital Work ◽  
Further Development

One of the greatest challenges for civil societies, politicians and organisations around the globe in the twenty-first century is the digitisation and automatisation of work processes. Through means of machine learning, new mechanical product developments, and a further development of digital work organisation, fundamental aspects of the working reality are changing. The arguments of this essay show that some scholars predict a massive replacement of manufacturing jobs by machines. Others show that people fear to arrive at a feeling of overextension through constant availability or new developments in how firms are organised. All of these aspects can have drastic implications on a macroeconomic level and for the mental health and general well-being of workers. Henceforth, it is utterly important to analyse the implications of digitisation thoroughly and not prematurely arrive at an overly positive perception of such changes in the work environment.

scholarly journals The role of work-related needs in the relationship between job crafting, burnout and engagement

2016 ◽  
Vol 42 (1) ◽  
Author(s):  
Fabrice Travaglianti ◽  
Audrey Babic ◽  
Isabelle Hansez
Keyword(s):  
Structural Equation ◽  
Well Being ◽  
Psychological Needs ◽  
Job Crafting ◽  
Added Value ◽  
Specific Information ◽  
Specific Work ◽  
Work Related ◽  
Mediating Role

Orientation: Knowing that it is imperative to better understand the antecedents and consequences of needs-supplies fit, the present research had two main objectives. Firstly we wanted to extend our knowledge about traditional psychological needs, for example highlighted through the Self-Determination Theory, by presenting more specific work-related needs. Secondly, following the new directions of organisational fit theories, we wanted to better understand how individuals make sense of fit.Research purpose: The purpose of this study is to propose more specific work-related needs in terms of employment quality and to test job crafting as an antecedent of needs-supplies fit (NS fit). We tested the double mediating role of NS fit (i.e. specific: based on more specific work-related needs, and general: based on global job perceptions) between job crafting and individual outcomes namely burnout and work engagement.Motivation for the study: By taking into account more specific work-related needs, this study aimed to add more specific information to better help predict well-being at work. Moreover, the present research responds to the need to better understand how individuals make sense of fit.Research design, approach, and method: Data were collected in a Belgian Public Federal Service (N = 1500). Our research model was tested using Structural Equation Modelling with Mplus.Main findings: Results show, (1) that specific NS fit perception was positively related to a global NS fit perception and (2) the partial mediating role (specific and general) of NS fit between job crafting and burnout and work engagement.Practical/managerial implications: Managers should encourage crafting behaviours and should know their team and that team’s specific needs.Contribution/added-value: By taking into account more specific work-related needs, our study suggests that needs-supplies may have more than one dimension. Moreover, it shows that job crafting is a way to increase NS fit.

scholarly journals The effects of job crafting on subjective well-being amongst South African high school teachers

2016 ◽  
Vol 42 (1) ◽  
Author(s):  
Sergio Peral ◽  
Madelyn Geldenhuys
Keyword(s):  
High School ◽  
South African ◽  
High School Teachers ◽  
Work Engagement ◽  
Well Being ◽  
Job Crafting ◽  
Subjective Well Being ◽  
School Teachers ◽  
Psychological Meaningfulness ◽  
The Relationship

Orientation: Job crafting can result in a number of positive outcomes for teachers, such as increased meaningfulness and engagement at work. Increased work engagement and psychological meaningfulness may yield positive benefits for the practice of teaching, thus highlighting the pivotal role of job crafting.Research purpose: The study’s aim was to investigate the relationship between job crafting and subjective well-being amongst South African high school teachers. Subjective well-being comprises psychological meaningfulness and work engagement. The potential mediating effect that psychological meaningfulness had on this relationship was further explored.Motivation for the study: Being in a highly stressful occupation, teachers need to continuously find ways to craft their working practices in order to deal effectively with their job demands and to capitalise on their available job resources. Furthermore, South Africa’s current education system calls for serious proactive measures to be taken to improve and rectify the current status, such as job crafting.Research approach, design and method: A quantitative, cross-sectional survey design was used and administered to a sample of South African high school teachers situated in Gauteng, South Africa (N = 251).Main findings: A positive relationship was found between job crafting (increasing structural resources and challenging job demands) and work engagement. Furthermore, psychological meaningfulness mediated the relationship between job crafting and work engagement amongst the sampled high school teachers.Practical/managerial implications: Teachers who craft their work to better suit their preferences and needs will obtain greater meaning in their work and experience increased levels of work engagement. Training programmes and/or group-based interventions targeted around job crafting techniques may be particularly useful in the South African teaching context.Contribution/value-add: This study highlights the importance of job crafting to the well-being of teachers. It further contributes to the literature pertaining to job crafting and teaching specifically, as well as to the limited job crafting research that has been conducted in the South African context.

scholarly journals The Link Between Personal Factors and Workaholism: The Role of Remote Working During the COVID-19 Pandemic

Psichologija ◽  
2021 ◽  
Vol 64 ◽  
pp. 12-22
Author(s):  
Modesta Morkevičiūtė ◽  
Auksė Endriulaitienė
Keyword(s):  
Type A ◽  
Well Being ◽  
Important Variable ◽  
Remote Work ◽  
Personal Factors ◽  
Remote Workers ◽  
Type A Personality ◽  
The Relationship ◽  
The Way

The aim of the present study was to investigate the role of the way of doing work for the relationship between employees’ perfectionism, type A personality and workaholism during COVID-19 pandemic. A total of 668 Lithuanian employees participated in a study. The sample included employees who worked in the workplace (n = 331), as well as those who worked completely from home (n = 337). The levels of workaholism were measured using DUWAS-10 (Schaufeli et al., 2009). A multidimensional perfectionism scale (Hewitt et al., 1991) was used for the measurement of perfectionism. Type A personality was assessed with the help of the Framingham type A personality scale (Haynes et al., 1980). It was revealed in a study that the positive relationship between perfectionism and workaholism was stronger in the group of complete remote workers. It was further found that the moderating role of the way of doing work was not significant for the relationship between type A personality and workaholism. Overall, the findings support the idea that remote work is an important variable determining the development of health-damaging working behaviors among those employees who excel perfectionistic attributes. Therefore, the way of doing work must be considered when addressing the well-being of employees.

scholarly journals Reality Meets Belief: A Mixed Methods Study on Character Strengths and Well-Being of Hospital Physicians

2021 ◽  
Vol 12 ◽  
Author(s):  
Timo Kachel ◽  
Alexandra Huber ◽  
Cornelia Strecker ◽  
Thomas Höge ◽  
Stefan Höfer
Keyword(s):  
Work Engagement ◽  
Qualitative Data ◽  
Character Strengths ◽  
Well Being ◽  
Mental Illnesses ◽  
Worth Living ◽  
Medical Specialist ◽  
Work Related ◽  
Resident Physicians ◽  
Hospital Physicians

Positive psychology deals with factors that make life most worth living and focuses on enhancing individual potentials. Particularly, character strengths can positively contribute to well-being and work-related health, bearing a promising potential for professions, such as physicians, who are at risk for burnout or mental illnesses. This study aims to identify beneficial character strengths by examining the quantitative and qualitative data. In a cross-sectional multi-method study, 218 hospital physicians completed an online survey assessing their character strengths and their general and work-related well-being, comprising thriving, work engagement, and burnout dimensions (outcome variables). Quantitative data were analyzed for the total sample and by tertiary split. Additionally, interview-gathered opinions of four resident physicians and four medical specialist educators were collected to expand the perspective on which character strengths might be beneficial for the well-being of the resident physicians. The highest significant correlations between character strengths and outcome variables were found for hope and thriving (r = 0.67), zest, and work engagement (r = 0.67) as well as emotional exhaustion (r = −0.47), perseverance/leadership and depersonalization (r = −0.27), bravery, and reduced personal accomplishment (r = −0.39). Tertiary splits revealed that some correlations were not consistent across the entire scale continuum, for example, creativity was only significantly correlated with comparatively high levels of thriving (r = 0.28) or forgiveness with comparatively high levels of depersonalization (r = −0.34). Humility, social intelligence, and teamwork showed predominantly low correlations with all outcome variables (r = −0.17 − 0.34), although humility was stated by all interviewed medical specialist educators to be the most relevant for the well-being at work, and the latter two by three resident physicians, respectively. Different perspectives resulting from quantitative and qualitative data in terms of beneficial character strengths for work-related well-being may be driven by different work experiences, professional understandings, generational beliefs, or social expectations. Some significant correlations between character strengths and well-being outcomes varied depending on low, medium, or high outcomes. This raises questions about suitable work-related well-being interventions, as simple single intervention approaches (one intervention fits all) may not work for the respective outcome levels. These new findings warrant further research on how to foster the well-being of resident physicians at work.

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