Job Crafting Competences and the Levels of Self-Organization, Job Satisfaction and Job Redesign in a Mature Organization

Abstract

This research focused on the effect of employee competences on job crafting in a mature organization, but the levels of self-organization, job satisfaction and job redesign were also investigated. In order to assess the relationship between variables and the significance of differences between response groups, contingency tables were used and chi-square tests were conducted, with p < 0.05 as the limit of statistical significance. All calculations were performed using IBM SPSS. The opinions of employees (n = 300) were analyzed in the context of job satisfaction, competences recognized as strengths, self-organization in the workplace and the acceptance of supervisors of suggested job redesign. The research showed that employees of a mature organization consider the following competence areas to be their strengths: cooperation with others, work organization and timely implementation of tasks. According to the survey, employees were able to redesign their jobs in the area of work organization, working time and task timeline, and they obtained the approval of their superiors. Self-organization in the workplace and job satisfaction were important to them, but in some areas they had limited freedom to implement job crafting. As an important starting point for extended studies, the results of the research might encourage responsible staff management to focus on the modeling of sustainable work.