scholarly journals Interactions of Approach and Avoidance Job Crafting and Work Engagement: A Comparison between Employees Affected and Not Affected by Organizational Changes

2020 ◽  
Vol 17 (23) ◽  
pp. 9084
Author(s):  
Piia Seppälä ◽  
Lotta Harju ◽  
Jari J. Hakanen
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Well Being ◽  
Job Crafting ◽  
Equation Modeling ◽  
Organizational Changes ◽  
Approach And Avoidance ◽  
Employee Behaviors ◽  
Work Avoidance

Job crafting describes proactive employee behaviors to improve the design of their work and working conditions, and to adapt their job to better suit their abilities and needs. During organizational changes, employees may use job crafting to adjust to the changes in their work and protect their well-being and motivation, i.e., work engagement. However, research shows that although the effects of job crafting strategies that expand the design of work (approach job crafting) have been positive on work engagement, the effects of job crafting strategies that diminish the scope of work (avoidance job crafting) have often been negative. This study investigated the effects of the interactions between different job crafting strategies on work engagement, an aspect that has not thus far been studied. Specifically, we hypothesized that avoidance job crafting is not harmful for work engagement when it is conducted in combination with approach job crafting, particularly during times of organizational change. A two-wave, 18-month follow-up study was conducted among public sector workers who either experienced (n = 479) or did not experience (n = 412) changes in their work. Latent moderated structural equation modeling revealed that avoidance job crafting did not reduce work engagement when combined with approach job crafting behaviors. Moreover, job crafting best benefited work engagement when it was combined with these opposing strategies. However, job crafting was beneficial for work engagement only among employees who were affected by organizational changes, that is, among employees whose job design had changed. Practically, organizations implementing changes could encourage proactive job redesign approaches among their employees—particularly both approach and avoidance types of job crafting strategies.

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.

scholarly journals Examining Job Complexity on Job Crafting Within Conservation of Resources Theory: A Dual-Path Mediation Model

2021 ◽  
Vol 12 ◽  
Author(s):  
Jing Yi Bai ◽  
Qing Tian ◽  
Xia Liu
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Job Crafting ◽  
Equation Modeling ◽  
Conservation Of Resources ◽  
Mediation Model ◽  
Costs And Benefits ◽  
Job Complexity ◽  
Approach And Avoidance ◽  
Practical Implications

This study examined the different ways in which job complexity influences employees’ job crafting. Specifically, we draw on conservation of resources (COR) theory to hypothesize that job complexity is positively related to approach crafting via work engagement (i.e., resource gain process). At the same time, job complexity may also induce employees to engage in avoidance crafting (i.e., resource loss process) as employee energy resources are depleted. Our data consist of 251 employees working in Macau. We used structural equation modeling (SEM) in Mplus software to test the proposed hypotheses. Our findings confirm that job complexity has differential effects on approach and avoidance crafting through work engagement and energy depletion. These findings highlight the importance of costs and benefits of job complexity and the importance of resources in the employees’ job crafting process. We discuss the practical implications for modern organizations in which complex jobs are prevalent.

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.

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.

scholarly journals Workaholism, Work Engagement and Child Well-Being: A Test of the Spillover-Crossover Model

2020 ◽  
Vol 17 (17) ◽  
pp. 6213 ◽  
Author(s):  
Akihito Shimazu ◽  
Arnold B. Bakker ◽  
Evangelia Demerouti ◽  
Takeo Fujiwara ◽  
Noboru Iwata ◽  
...  
Keyword(s):  
Work Engagement ◽  
Behavioral Problems ◽  
Family Conflict ◽  
Structural Equation ◽  
Well Being ◽  
Work Attitudes ◽  
Emotional And Behavioral Problems ◽  
Equation Modeling ◽  
Cross Sectional Survey ◽  
Cross Sectional

This study examines how working parents’ work attitudes (i.e., workaholism and work engagement) are associated with their child’s psychological well-being. Based on the Spillover-Crossover model (SCM), we hypothesize that (a) work-to-family spillover (i.e., work-to-family conflict and facilitation) and (b) employee happiness will sequentially mediate the relationship between parents’ work attitudes and their child’s emotional and behavioral problems. A cross-sectional survey was conducted among Japanese dual-earner couples with pre-school child(ren). On the basis of valid data from 208 families, the hypothesized model was tested using structural equation modeling. For both fathers and mothers simultaneously, workaholism was positively related to work-to-family conflict, which, in turn, was negatively related to happiness. In contrast, work engagement was positively related to work-to-family facilitation, which, in turn, was positively related to happiness. Fathers’ and mothers’ happiness, in turn, were negatively related to their child’s emotional and behavioral problems. Results suggest that parents’ workaholism and work engagement are related to their child’s emotional and behavioral problems in opposite ways, whereby parents’ spillover and happiness mediate this relationship. These findings support the SCM and suggest that decreasing workaholism and improving work engagement may not only improve employees’ happiness, but also decrease their child’s emotional and behavioral problems.

scholarly journals The Role of Person-Organization Value Fit in Employees’ Experience of Meaningful Work, Use of Strengths and Work Engagement

2018 ◽  
Vol 9 (2) ◽  
pp. 1 ◽  
Author(s):  
Jessica van Wingerden ◽  
Laura Berger ◽  
Rob Poell
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Work Engagement ◽  
Structural Equation ◽  
Meaningful Work ◽  
Well Being ◽  
Work Behavior ◽  
Equation Modeling ◽  
Value Fit

Research in the field of management, in particular human resource management (HRM), increasingly highlights the importance of person-organization value fit. Adding to this growing body of research, this study examines the complex relation between person-organization value fit, employees’ perceptions of work, employees’ behavior at work and their well-being. More precisely, we hypothesize that person-organization value fit has a positive relationship with employees’ work engagement (well-being) via both the experience of meaningful work (perceptions) and the use of their strengths at work (behavior). We conducted a structural equation modeling on a sample of 1050 employees working in various occupations, organizations, and industries in The Netherlands. The results provided support for the proposed model, indicating an important role for person-organization value fit in the on-going pursuit of meaningful work and well-being at work. The insights provided in this study do not only contribute theoretically; they are also helpful for managers and HR professionals in optimizing human resource management policies and practices.

scholarly journals Longitudinal stability and interrelations between health behavior and subjective well-being in a follow-up of nine years

PLoS ONE ◽  
2021 ◽  
Vol 16 (10) ◽  
pp. e0259280
Author(s):  
Säde Stenlund ◽  
Niina Junttila ◽  
Heli Koivumaa-Honkanen ◽  
Lauri Sillanmäki ◽  
David Stenlund ◽  
...  
Keyword(s):  
Structural Equation Modeling ◽  
Health Behavior ◽  
Health Behaviors ◽  
Structural Equation ◽  
Well Being ◽  
Equation Modeling ◽  
Subjective Well Being ◽  
Cross Sectional ◽  
The Cross

Background The bidirectional relationship between health behavior and subjective well-being has previously been studied sparsely, and mainly for individual health behaviors and regression models. In the present study, we deepen this knowledge focusing on the four principal health behaviors and using structural equation modeling with selected covariates. Methods The follow-up data (n = 11,804) was derived from a population-based random sample of working-age Finns from two waves (2003 and 2012) of the Health and Social Support (HeSSup) postal survey. Structural equation modeling was used to study the cross-sectional, cross-lagged, and longitudinal relationships between the four principal health behaviors and subjective well-being at baseline and after the nine-year follow-up adjusted for age, gender, education, and self-reported diseases. The included health behaviors were physical activity, dietary habits, alcohol consumption, and smoking status. Subjective well-being was measured through four items comprising happiness, interest, and ease in life, and perceived loneliness. Results Bidirectionally, only health behavior in 2003 predicted subjective well-being in 2012, whereas subjective well-being in 2003 did not predict health behavior in 2012. In addition, the cross-sectional interactions in 2003 and in 2012 between health behavior and subjective well-being were statistically significant. The baseline levels predicted their respective follow-up levels, the effect being stronger in health behavior than in subjective well-being. Conclusion The four principal health behaviors together predict subsequent subjective well-being after an extensive follow-up. Although not particularly strong, the results could still be used for motivation for health behavior change, because of the beneficial effects of health behavior on subjective well-being.

scholarly journals Leader-member exchange affects work engagement: The role of psychological well-being mediation

2019 ◽  
Vol 4 (1) ◽  
pp. 95
Author(s):  
Winny Yus Permatasari ◽  
Fendy Suhariadi
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Well Being ◽  
Partial Least Square ◽  
Civil Servants ◽  
Least Square ◽  
Equation Modeling ◽  
Leader Member Exchange ◽  
Psychological Well Being ◽  
Member Exchange

Work engagement has a contribution to the success of an organization. Governmental institutions are often criticized for showing less satisfying performance and less effective services due to the misconducts of the civil servants such as coming late to work, leaving at working hours, and being less enthusiastic at work. This study aimed to examine civil servants' working conditions using three variables, namely leader-member exchange, psychological well-being, and work engagement. The measuring tools used referred to the Leader-Member Exchange Multidimensional (Liden & Maslyn, 1998), Psychological Well-being Scale (Ryff, 1989) and Utrecht Work Engagement Scale (Schaufeli & Bakker, 2004). There were 80 civil servants involved in this study as the subjects. They were selected using simple random sampling technique. Statistical techniques used in this study Structural Equation Modeling-Partial Least Square (SEM-PLS) with Warp PLS 5.0 Software. The result indicated that the three variables had a positive correlation with one another, and psychological well-being mediated the influence of leader-member exchange on work engagement.

scholarly journals Organizational Support and Adaptive Performance: The Revolving Structural Relationships between Job Crafting, Work Engagement, and Adaptive Performance

2020 ◽  
Vol 12 (12) ◽  
pp. 4872 ◽  
Author(s):  
Yoonhee Park ◽  
Doo Hun Lim ◽  
Woocheol Kim ◽  
Hana Kang
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Structural Equation ◽  
Job Crafting ◽  
Equation Modeling ◽  
Positive Contribution ◽  
Adaptive Performance ◽  
Structural Relationships ◽  
The Relationship

This study has two primary purposes: (1) examining the structural relationships between organizational support, job crafting, work engagement, and adaptive performance, and (2) identifying a revolving relationship derived from these relationships. To that end, the research sampled 250 human resources professionals in companies with at least 300 employees in South Korea and employed structural equation modeling. The study’s findings showed that organizational support affects adaptive performance through job crafting and work engagement. In addition, job crafting and adaptive performance mediated the relationship between organizational support and work engagement. Lastly, revolving relationships existed among job crafting, work engagement, and adaptive performance. Our findings make a positive contribution to comprehending the role of adaptive performance in motivating individuals further to craft their jobs creatively. Moreover, it advances our understanding of the complexities of the revolving relationships among job crafting, work engagement, and adaptive performance.

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