scholarly journals The Relationship Between Job Crafting, Work Engagement, and Performance: A Meta-Analysis.

2019 ◽  
Author(s):  
Benedikt Alexander Schuler ◽  
Carmen Binnewies ◽  
Paul - Christian Bürkner
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Meta Analysis ◽  
Job Demands ◽  
Job Crafting ◽  
Job Resources ◽  
Equation Modelling ◽  
Study Results ◽  
And Performance ◽  
The Relationship

Although much research on the relationship between job crafting, work engagement, and performance has been conducted, mainly building on the job demands-resources (JD-R) model, it is still unclear whether work engagement mediates the relationship between the job crafting dimensions and performance as assumed by the JD-R model. To test this we statistically integrated 44 primary studies via random effects meta-analysis and examined the assumed mediation through work engagement via meta-analytic structural equation modelling. Moreover, we conducted exploratory moderator analyses to identify systematic variations in the relationships under study. Results showed that increasing structural and social job resources, as well as increasing challenging job demands were positively related to work engagement and performance, whereas decreasing hindering job demands was negatively related to work engagement and unrelated to performance. The relationships between job crafting practices and performance were mediated by work engagement to various extents. Exploratory moderator analyses demonstrated that the employees’ culture (individualistic vs. collectivistic) consistently moderated the relationships under study.

scholarly journals Employees’ Job Characteristics and Job Crafting Behavior: The Mediating Role of Perceived Opportunities to Craft

2018 ◽  
Vol 8 (4) ◽  
pp. 65
Author(s):  
Jessica Van Wingerden ◽  
Rob Poell
Keyword(s):  
Health Care Professionals ◽  
Structural Equation ◽  
Job Demands ◽  
Job Characteristics ◽  
Job Crafting ◽  
Job Resources ◽  
Mediating Role ◽  
Dutch Health ◽  
The Relationship

The present study was designed to gain knowledge about the relationship between job characteristics in the workplace (job demands and job resources), employees’ perceived opportunities to craft, and subsequently their actual job crafting behavior. Specifically, the potential mediating role of perceived opportunities to craft could shed better light on the mechanisms that lead employees to job craft in the context of particular work characteristics. We collected data among a group of Dutch health care professionals working in an organization that offers care for patient with mental disabilities (N=522). Participants of the study reported their job demands; workload, emotional demands and work-home interference, their job resources; role clarity, communication and team cohesion, their perceived opportunities to craft, and their job crafting behavior. We tested the hypothesized antecedents of job crafting perceptions and behavior model with structural equation modelling (SEM) analyses. Results indicated that perceived opportunities to craft mediates the relationship between job resources and employees actual job crafting behavior. The insights provided in this study do not only build on job crafting literature but are also helpful to understand which aspects of the workplace influence employees’ job crafting behavior. Therefore, these insights may be useful for the deliberate cultivation of job crafting behavior within organizations.

scholarly journals Job crafting and its impact on work engagement and job satisfaction in mining and manufacturing

2016 ◽  
Vol 19 (3) ◽  
pp. 400-412 ◽  
Author(s):  
Leon T De Beer ◽  
Maria Tims ◽  
Arnold B Bakker
Keyword(s):  
Job Satisfaction ◽  
Factor Structure ◽  
Work Engagement ◽  
Structural Equation ◽  
Discriminant Validity ◽  
Job Demands ◽  
Job Crafting ◽  
Job Resources ◽  
Primary Data ◽  
Cross Sectional Survey

The purpose of this study was to investigate job crafting and its relationship with work engagement and job satisfaction within the South African context. This research is important as job crafting has been shown to have a positive influence on employee motivation. A cross-sectional survey design was used to collect primary data from organisations in the mining and manufacturing industries of South Africa (N = 470). The results of multi-group structural equation modelling showed that the original four-factor structure of the job crafting scale was supported by the data, but that a three-factor structure was necessary due to a discriminant validity concern regarding two job crafting dimensions. Regression results revealed that increasing structural job resources with challenging job demands, and increasing social job resources were significant predictors of work engagement in both groups. Contrary to expectations decreasing hindering job demands was a negative predictor of job satisfaction in the mining group. Furthermore, increasing social job resources was also a significant predictor of job satisfaction in both groups. This study indicates the importance of job crafting for work engagement and job satisfaction in organisations.

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 The Motivational Potential of Human Resource Development: Relationships Between Perceived Opportunities for Professional Development, Job Crafting and Work Engagement

2018 ◽  
Vol 8 (2) ◽  
pp. 27 ◽  
Author(s):  
Naomi Grosze Nipper ◽  
Jessica van Wingerden ◽  
Rob Poell
Keyword(s):  
Professional Development ◽  
Human Resource Development ◽  
Work Engagement ◽  
Job Demands ◽  
Job Crafting ◽  
Job Resources ◽  
Future Research ◽  
Changing Economy ◽  
The Relationship ◽  
Practical Implications

The importance of work engagement for organizational success in a rapidly changing economy has been emphasized in literature for several decades. A possible strategy for organizations to strengthen employees’ work engagement may be related to their professional development. Based on the job crafting and job demands-resources literatures, we hypothesize that perceived opportunities for professional development have a positive relationship with work engagement and that this relationship is partially mediated by employees’ job crafting behavior. To test the hypothesized relationships, we conducted a bootstrapping analysis using a sample of 859 employees working in various sectors and organizations in The Netherlands. The outcomes revealed that job crafting partially mediated the relationship between perceived opportunities for professional development and employees’ work engagement. More specifically, two job crafting strategies were the strongest mediators in the relationship between perceived opportunities for professional development and work engagement, namely increasing structural job resources and increasing challenging job demands. Theoretical contributions, limitations, suggestions for future research and practical implications are discussed.

Customer Incivility and Service Recovery Performance: Job Crafting as a Buffer

2021 ◽  
pp. 097226292199196
Author(s):  
Adil Zahoor ◽  
Mushtaq Ahmad Siddiqi
Keyword(s):  
Structural Equation ◽  
Service Recovery ◽  
Job Demands ◽  
Job Crafting ◽  
Equation Modelling ◽  
Negative Effect ◽  
Service Recovery Performance ◽  
Recovery Performance ◽  
The Impact ◽  
The Relationship

This study explores the impact of customer incivility (CI) on service recovery performance (SRP) of Indian frontline banking employees with emotional exhaustion (EE) as a mediator. Whether job crafting behaviour of the employees would assuage the effect of uncivil customer interactions and, thereby, help in maintaining superior recovery performance is further investigated. Data from 428 dyads of employees were gathered to test the hypothesized relationships using structural equation modelling in AMOS 23. The results indicated that CI negatively influences SRP, and EE significantly mediates this relationship. Increasing social and structural resources significantly alleviate the negative effect of (a) CI on EE, (b) CI on SRP and (c) EE on SRP. On the other hand, increasing challenge job demands and decreasing hindrance job demands do not moderate the relationship between (a) CI and EE and (b) CI and SRP. However, decreasing hindrance job demands significantly moderate the negative effect of EE on SRP while, surprisingly, increasing challenge job demands strengthens the relationship between EE and SRP.

scholarly journals INVESTIGATING THE ROLE OF JOB SATISFACTION: DOES IT ACT AS A MODERATOR OR MEDIATOR BETWEEN ORGANIZATIONAL IDENTIFICATION AND WORK ENGAGEMENT?

2019 ◽  
Vol 6 (4) ◽  
Author(s):  
Sevcan KILIÇ AKINCI
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Social Identity Theory ◽  
Organizational Identification ◽  
Structural Equation ◽  
Mediating Effect ◽  
Business Units ◽  
Equation Modelling ◽  
The Relationship

This study extends Social Identity Theory by examining the link between organizational identification (OI) and work engagement (WE) through enhanced job satisfaction (JS) and testing it in a non-US environment, which makes contribution to the literature. The study was conducted on a large sample (527) of Turkish blue and white-collar employees from business units of 15 independent companies from 10 different industry types and data was analyzed with Structural Equation Modelling. The results showed that organizational identification is positively related with work engagement. Job satisfaction did not moderate the relationship between OI and WE, but it mediated 54 % of the effect of OI and thus, confirmed the applicability of Social Identitiy Theory in a Turkish context. Results revealed that a sense of identification may be a precondition for work engagement; but it is the mediating effect of job satisfaction, which enhances this relationship.

scholarly journals The Relationship between Recruiter Burnout, Work Engagement and Turnover Intention: Evidence from Serbia

2020 ◽  
Vol 31 (2) ◽  
pp. 197-210
Author(s):  
Tatjana Ivanovic ◽  
Sonja Ivancevic ◽  
Milica Maricic
Keyword(s):  
Work Engagement ◽  
Turnover Intention ◽  
Structural Equation ◽  
Negative Impact ◽  
Positive Impact ◽  
Online Questionnaire ◽  
Academic Literature ◽  
Equation Modelling ◽  
High Degree ◽  
The Relationship

Contemporary research on disorders in modern-day work environment marks burnout among employees in different professions as an important disorder with serious consequences. Practice has shown that recruiters are one of the professions frequently facing burnout. The relationship between burnout, work engagement and turnover intention has often been investigated in the literature. However, even though scholars are increasingly interested in these relationships in other professions, there is a growing need for studies evaluating the relationship between the three concepts among human resource (HR) professionals, particularly recruiters. Having this in mind, the aim of this study is to identify, understand and examine the relationship between burnout, engagement and turnover intention of recruiters in Serbia. The data was collected using an online questionnaire within a sample of 100 recruiters in Serbia. Copenhagen Burnout Inventory was used for measuring burnout, UWES-9 for measuring work engagement and TIS-6 for measuring turnover intention. Structural equation modelling (SEM) was used for evaluating the relationships between burnout, turnover intention and work engagement. The results of the research showed that work engagement has a negative impact on burnout and that burnout has a positive impact on turnover intention, while the relationship between work engagement and turnover intention was not confirmed. The correlation analysis confirmed all three examined relationships. The results largely support the findings from the literature for other professions confirming that employees who suffer from a high degree of burnout are more likely to have a turnover intention. Finally, the implications of these results and recommendations for organizations and recruiters themselves to prevent and decrease burnout are discussed. The findings of this study can make a contribution to the specific academic literature on burnout among recruiters and initiate further research on this topic of high interest.

scholarly journals Are managers also ‘crafting leaders’? The link between organizational rank, autonomy, and job crafting

2017 ◽  
Vol 48 (2) ◽  
pp. 198-211 ◽  
Author(s):  
Marta Anna Roczniewska ◽  
Malwina Puchalska-Kamińska
Keyword(s):  
Job Demands ◽  
Job Crafting ◽  
Job Resources ◽  
The Relationship ◽  
The Way

Abstract Although research has examined the role leaders may play in shaping job re-design behaviors among their subordinates, little is known about the way managers craft their jobs as compared to other employees. In two crosssectional studies we tested whether organizational rank affects the frequency of job crafting (H1), and to what extent this relationship is mediated via perceived autonomy (H2). Study 1 (N = 267) demonstrated that managers craft their jobs more frequently than non-managers by increasing structural job resources and seeking challenges at work. We also showed that autonomy explains the relationship between organizational rank and the frequency of increasing structural and social job demands, as well as seeking challenges. However, managers did not craft their jobs by decreasing job demands more often than regular employees. In Study 2 (N = 262) we replicated this pattern of results, subsequently demonstrating that managers with shorter tenure use their autonomy to craft their jobs via decreasing job demands. We discuss the contributions and potential implications of these results.

A Confirmatory Investigation of a Job Demands-Resources Model Using a Categorical Estimator

2012 ◽  
Vol 111 (2) ◽  
pp. 528-544 ◽  
Author(s):  
Leon de Beer ◽  
Sebastiaan Rothmann ◽  
Jaco Pienaar
Keyword(s):  
Organizational Commitment ◽  
Structural Equation ◽  
Job Demands ◽  
Theory And Practice ◽  
Dual Process ◽  
Alternative Methods ◽  
Job Resources ◽  
Medium Effect ◽  
Economic Sectors ◽  
The Relationship

A confirmatory investigation of a job demands-resources model was conducted with alternative methods, in a sample of 15, 633 working adults aggregated from various economic sectors. The proposed model is in line with job demands-resources theory and assumes two psychological processes at work which are collectively coined “the dual process.” The first process, the energetic, presents that job demands lead to ill-health outcomes due to burnout. The second process, the motivational, indicates that job resources lead to organizational commitment due to work engagement. Structural equation modelling analyses were implemented with a categorical estimator. Mediation analyses of each of the processes included bootstrapped indirect effects and kappa-squared values to apply qualitative labels to effect sizes. The relationship between job resources and organizational commitment was mediated by engagement with a large effect. The relationship between job demands and ill-health was mediated by burnout with a medium effect. The implications of the results for theory and practice were discussed.

The influence of age on the job resources-engagement relationship

2019 ◽  
Vol 27 (4) ◽  
pp. 1218-1238 ◽  
Author(s):  
Wei Ning ◽  
Albi Alikaj
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Job Resources ◽  
Equation Modeling ◽  
Content Type ◽  
Work Arrangements ◽  
Older Employees ◽  
Age Related ◽  
Employee Work Engagement ◽  
The Relationship

PurposeThe purpose of this paper is to examine the moderating role of employee age in the relationship between work engagement and several job resources.Design/methodology/approachThe study used questionnaire-based surveys completed by 804 employees from firms located in West China. The data were then analyzed by conducting latent moderated structural equation modeling.FindingsThe results of the study show that certain job resources (autonomy, recognition, colleague support, participation, job security and flexible work arrangements) are more effective for older employees in promoting work engagement, while other resources (job feedback, opportunities for development, skill variety and internal promotion) are more tailored toward younger employees.Research limitations/implicationsThe results suggest that job resources are not equally effective in affecting employee work engagement. Therefore, future studies should adopt a dynamic lifespan perspective when studying the relationship between job resources and work engagement.Practical implicationsThe current study indicates that to increase younger employees’ work engagement, organizations need to rely more on development-oriented job resources, and to increase older employees’ work engagement, they need to focus more on maintenance-oriented resources.Originality/valueThe literature on work engagement has assumed that the strength of the relationship between job resources and work engagement is uniform among employees at all ages. This study refers to two life-span theories from the development psychology literature to explain that there are age-related differences in the effect of job resources on employee work engagement.

Sign in / Sign up

Export Citation Format

Share Document