Abstract
Orientation: Jobs in the financial services industry are in constant flux because of the ever-changing nature of the products and services provided to customers. This could result in employee disengagement and turnover intention.Research purpose: The purpose of the study was to examine the role of job crafting, proactive personality and meaningful work in predicting employee engagement and turnover intention among employees in the financial services industry based on the central tenets of the Job Demands-Resources theory.Motivation for the study: Organisations or incumbents may redesign jobs. The self-initiated proactive behaviour that incumbents exhibit to shape the meaning of their work is known as job crafting. The relationships that exist among job crafting, proactive personality, meaningful work, employee engagement and turnover intention were, therefore, investigated.Research design, approach and method: A quantitative cross-sectional survey design was used to gather primary data in service-providing firms across South Africa (n = 391).Main findings: Results demonstrated that job crafting, proactive personality and meaningful work significantly predict variance in employee engagement and turnover intention.Practical and managerial implications: Specific human resource practices and interventions are proffered to foster job crafting, proactivity and meaningful work and, in doing so, address employee disengagement and turnover intention.Contribution or value-add: The study highlights the importance of encouraging employees to craft their jobs as it has specific implications for prominent work-related outcomes, such as employee engagement and turnover intention, among employees in the financial services industry.
Highlights
Research has shown that employees perform optimally in challenging, resourceful work environments, as these environments foster employee engagement (Bakker & Demerouti, 2014)
Item analysis An item analysis was done on each latent variable scale that was included in the web-based survey
The researchers drew on the central tenets of the Job DemandsResources (JD-R) theory to examine the role of job crafting, proactive personality and meaningful work in predicting employee engagement and turnover intention among employees in service-providing firms that operate in the financial services industry
Summary
Research has shown that employees perform optimally in challenging, resourceful work environments, as these environments foster employee engagement (Bakker & Demerouti, 2014). The researchers argue that it is just as important for employees themselves to adjust their work conditions proactively. This can be achieved through crafting behaviour (i.e. job crafting) (Wrzesniewski & Dutton, 2001). Job crafting is the process whereby employees, through their personal initiative, adjust their work environment to ensure that their need for congruence with their environment is met and to improve the meaningfulness of their work-related activities (Wrzesniewski & Dutton, 2001). As opposed to other bottom-up but reactive approaches to job redesign (e.g. employee participation in job redesign), job crafting denotes a self-initiated proactive work behaviour (Crant, 1995)
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