Abstract
Although job crafting enhances work environment fit perceptions and work-related attitudes and behavior, few scholars have examined the relationships between these two constructs in hospitality settings. This study explicates the relationships between both constructs by categorizing job crafting across four subdimensions and three aspects of fit perceptions. Work engagement and two behavioral outcomes for hospitality organizations—innovative and extra-role behaviors—are also considered. A two-wave survey (n = 288) was performed to evaluate the proposed structural model. Results indicated that employees experienced higher fit perceptions with (a) increasing structural/social job resources and challenging job demands and (b) decreasing hindering job demands. Enhanced fit perceptions inspired more intense work engagement along with innovative and extra-role behavior. The job resource and demand domains of job crafting had serial indirect effects on innovative and extra-role behaviors through needs–supplies fit and work engagement. Theoretical and practical implications are summarized in closing.
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