Curiosity has Comprehensive Benefits in the Workplace: Developing and Validating the Multidimensional Work Related Curiosity Scale in United States and German Employees

2018 ◽  
Author(s):  
Todd Barrett Kashdan ◽  
David Disabato ◽  
Fallon Goodman ◽  
Patrick McKnight
Keyword(s):  
Work Engagement ◽  
Work Relationships ◽  
Job Crafting ◽  
Comprehensive Model ◽  
Trait Mindfulness ◽  
High Performing ◽  
Work Related ◽  
Multiple Dimensions ◽  
Healthy Work ◽  
Workplace Outcomes

Curiosity is a fundamental human motive that is beginning to garner closer attention by researchers and practitioners interested in workplace functioning. Recent work suggests that rather than designating someone as possessing curiosity, there is benefit in detailing the various elements of curiosity. To date, there is no research on how multiple dimensions of curiosity operate in the workplace. Across four samples, we developed and validated the Multidimensional Work Related Curiosity Scale. Participants were American and German employees from a range of industries. We found evidence for four workplace curiosity dimensions: Joyous Exploration, Deprivation Sensitivity, Stress Tolerance, and Openness to People’s Ideas. These workplace curiosity dimensions predicted a substantial amount of variance in adaptive outcomes including job satisfaction, work engagement, job crafting, healthy work relationships, and innovation; as a test of construct specificity, workplace curiosity outperformed trait mindfulness in predicting each of these workplace outcomes. Results offer support for a comprehensive model of curiosity that identifies high performing, satisfied individuals in the workplace. These findings underscore the importance of understanding, assessing, leveraging, and developing curiosity in teams and organizations.

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 Leader–member exchange fosters work engagement: The mediating role of job crafting

2017 ◽  
Vol 43 (0) ◽  
Author(s):  
Mirjam Radstaak ◽  
Ayla Hennes
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Job Demands ◽  
Job Crafting ◽  
Job Resources ◽  
Leader Member Exchange ◽  
High Quality ◽  
Work Related ◽  
Member Exchange ◽  
Quality Relationships

Orientation: The right balance between job demands and job resources are essential for employees to bring energy and enthusiasm to work. Employees who experience high-quality relationships with their supervisors may actively craft their job demands and job resources and feel more engaged.Research purpose: The current study examined the associations between leader–member exchange (LMX), job crafting and work engagement. Motivation: This study attempts to gain more insight in the associations between LMX, job crafting and work engagement. It was hypothesised that high-quality relationships with supervisors fosters work engagement because it stimulates employees to craft their jobs by increasing social and structural job resources and challenging job demands and by decreasing hindering job demands.Research approach, design and methodology: Participants (N = 402) working for a leading mail and parcels company in the Netherlands completed questionnaires measuring LMX, work engagement and job crafting. Structural equation modelling was used to examine the hypotheses.Main findings: Increasing social job resources (β = 0.01, SE = 0.00, p < 0.001) and increasing challenging job demands (β = 0.08, SE = 0.04, p < 0.05) were significant mediators in the association between LMX and work engagement. Increasing structural job resources (β = 0.00, SE = 0.00, p = 0.92) and decreasing hindering job demands (β = -0.00, SE 0.00, p = 0.09) were not significant mediators.Practical and managerial implications: Supervisors who are capable of building high-quality relationships with their employees based on trust, respect and loyalty will foster a positive, fulfilling work-related state of mind among employees because they are more willing to proactively craft a challenging and resourceful work environment.Contribution or value-add: The findings of this study showed the importance of high-quality relationships with supervisors and were unique in examining the association between LMX and job crafting.

scholarly journals Hubungan Trait Mindfulness dan Keterikatan Kerja dengan Melibatkan Peran Mediasi Modal Psikologis

2020 ◽  
Vol 8 (1) ◽  
pp. 1-17
Author(s):  
Arvidyani Anindita ◽  
Arum Etikariena
Keyword(s):  
Work Engagement ◽  
Stress Reduction ◽  
Psychological Capital ◽  
Academic Research ◽  
Organizational Factors ◽  
Well Being ◽  
Cross Sectional Study ◽  
Trait Mindfulness ◽  
Cross Sectional ◽  
Work Related

Abstract— Trait mindfulness received great attention in academic research in the past years. Early research about trait mindfulness in the professional area focused on stress reduction and well-being outcomes yet little known its impact on performance and work-related outcomes. This study aimed to know trait mindfulness’ impact on work engagement, with psychological capital as the mediator. This is cross-sectional study with 591 white-collar workers in Indonesia as the sample. The result showed that psychological capital partially mediates the relationship between trait mindfulness and work engagement even after controlling demographic and organizational factors (age, gender, education level, job tenure, job level, and organization type). The findings of this study indicated the positive benefits of developing trait mindfulness and psychological capital in employees.Abstrak— Beberapa tahun terakhir, trait mindfulness mendapat banyak perhatian di dunia ilmiah. Penelitian-penelitian awal mengenai trait mindfulness di dunia kerja lebih berfokus pada kesejahteraan karyawan dan penurunan stres namun belum banyak diketahui dampaknya terhadap performa dan hasil kerja. Penelitian ini bertujuan untuk melihat dampak trait mindfulness terhadap keterlibatan kerja karyawan, dengan modal psikologis sebagai mediator. Penelitian ini merupakan studi cross-sectional dengan 591 karyawan kerah putih di Indonesia sebagai sampel. Hasilnya menunjukkan bahwa modal psikologis secara parsial memediasi hubungan antara trait mindfulness dan keterlibatan kerja karyawan bahkan setelah mengontrol faktor demografis dan faktor organisasi (usia, gender, tingkat pendidikan, masa kerja, tingkat jabatan, dan jenis organisasi). Hasil penelitian ini mengindikasikan adanya manfaat positif dari mengembangkan trait mindfulness dan modal psikologis karyawan.

The Conceptualization and Measurement of Job Crafting

2016 ◽  
Vol 60 (4) ◽  
pp. 173-186 ◽  
Author(s):  
Philipp Wolfgang Lichtenthaler ◽  
Andrea Fischbach
Keyword(s):  
Factor Structure ◽  
Work Engagement ◽  
Job Demands ◽  
Job Crafting ◽  
Future Research ◽  
Validity Study ◽  
German Version ◽  
Total N ◽  
Structure Reliability ◽  
German Speaking

Abstract. This research redefined the job demands–resources (JD-R) job crafting model ( Tims & Bakker, 2010 ) to resolve theoretical and empirical inconsistencies regarding the crafting of job demands and developed a German version of the Job Crafting Scale (JCS; Tims, Bakker, & Derks, 2012 ) in two separate studies (total N = 512). In Study 1 the German version of the JCS was developed and tested for its factor structure, reliability, and construct validity. Study 2 dealt with the validity of our redefined JD-R job crafting model. The results show that, like the original version, the German version comprises four job crafting types, and the German version of the JCS is a valid and reliable generic measure that can be used for future research with German-speaking samples. Evidence for the redefined JD-R job crafting model was based on findings relating job crafting to work engagement and emotional exhaustion.

The Mediating Effect of Work Engagement Between Job Expectations, Job Crafting, and Intention to Stay

2018 ◽  
Vol 13 (4) ◽  
pp. 1-29
Author(s):  
Min He Yoo ◽  
◽  
Doo Hun Lim ◽  
Woocheol Kim ◽  
Daeyeon Cho ◽  
...  
Keyword(s):  
Work Engagement ◽  
Mediating Effect ◽  
Job Crafting ◽  
Intention To Stay ◽  
Job Expectations

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.

Job crafting, workplace civility and work outcomes: the mediating role of work engagement

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Anuj Gupta ◽  
Pankaj Singh
Keyword(s):  
Life Satisfaction ◽  
Work Engagement ◽  
Cost Effective ◽  
Job Crafting ◽  
Intention To Quit ◽  
Work Outcomes ◽  
Equation Modeling ◽  
Content Type ◽  
General Life Satisfaction ◽  
Workplace Civility

Purpose The antecedents and consequences of work engagement have been extensively discussed and analyzed in the previous literature; however, identifying cost-effective measures that can sustain work engagement to boost work outcomes has received sparse attention in the Indian information technology (IT) context. This study aims to provide new insights concerning the associations of job crafting and workplace civility with work engagement and its corresponding outcomes, such as change perception, general life satisfaction and intention to quit. Design/methodology/approach Hypotheses were tested using structural equation modeling on data obtained from 369 software developers in India using questionnaire surveys. Findings Results confirmed that work engagement partially mediated the association of job crafting and workplace civility with the perception of change and general life satisfaction. The negative associations of job crafting and workplace civility with the intention to quit were also partially mediated by work engagement. The findings can be used to inform human resources strategies to boost work engagement and subsequent work outcomes. Research limitations/implications The results of this empirical work will offer insights to managers who are looking for cost-effective interventions and behaviors aimed at increasing work engagement and, consequently, achieving effective work outcomes. Originality/value This study contributes by empirically testing the application of novel employee-driven practices in improving work engagement and work outcomes, particularly in the context of IT companies in India.

scholarly journals How and When Job Crafting Relates to Employee Creativity: The Important Roles of Work Engagement and Perceived Work Group Status Diversity

2021 ◽  
Vol 18 (1) ◽  
pp. 291
Author(s):  
Wenqing Tian ◽  
Huatian Wang ◽  
Sonja Rispens
Keyword(s):  
Work Engagement ◽  
Work Group ◽  
Work Environments ◽  
Job Crafting ◽  
Diary Study ◽  
Creative Performance ◽  
Group Status ◽  
Creative Processes ◽  
Energy Company ◽  
Weekly Work

Creative employees are treasured assets for organizations. However, relatively little is known about what specific actions employees can take to manage their own creative process. Taking a motivational perspective, this study examined how job crafting behaviors positively link to employee creative performance through work engagement, and whether perceived work group status diversity moderates this relationship. We conducted a weekly diary study in which 55 employees from a Chinese energy company were asked to fill in diaries over four consecutive weeks (176 observations in total). Results of the multilevel analyses showed that weekly job crafting behaviors were positively related to weekly creative performance through increasing weekly work engagement. In contrast to our expectation, we found that weekly job crafting behaviors were more positively related to weekly creative performance when perceived work group status diversity was high. In summary, our study suggests that job crafting behaviors are effective actions employees can take to manage their creative processes through increasing work engagement. In addition, we stress that status diversity in existing work environments is an important contextual factor that shapes the job crafting process.

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