The Effect of the Congruence between Job Characteristics and Personality on Job Crafting.

Mihee Kim,Seung Ik Baek,Yuhyung Shin

doi:10.3390/ijerph17010052

Abstract

This study examined the effect of the fit between personality (i.e., openness to experience) and core job characteristics (i.e., skill variety, task significance, and task identity) on job crafting. We collected survey data from 200 college students who were assigned a team project during the semester. Using polynomial regression analysis, we tested the effects of the fit between personality and job characteristics on job crafting. The results revealed that a high level of openness to experience was significantly associated with a high level of job crafting (i.e., task, relational, and cognitive crafting). Furthermore, when both openness to experience and job characteristics were congruent at a high level, the tendency to proactively perform one’s tasks was also high. These findings enhance our understanding of the effect of the fit between openness to experience and three core job characteristics on job crafting.

Highlights

Fast-changing business environments and recent advancements in information technology have resulted in a gradual rallying of organizational members’ proactive attitudes and behaviors
To examine the effect of the fit between individual and job characteristics on job crafting, the present study examined the independent effects of the two factors on job crafting and used polynomial regression analysis and a response surface test to investigate the fit
The results of the polynomial regression analysis are depicted in Table 5.With regard to the main effects, skill variety (β = 0.32, p < 0.001) and task identity (β = 0.17, p < 0.05) predicted cognitive crafting positively and significantly, but the other variables did not emerge as significant predictors.After control variables were included, the polynomials were entered to examine the effect of the fit between openness to experience and skill variety (∆R2 = 0.19, p < 0.001)

Summary

Introduction

Fast-changing business environments and recent advancements in information technology have resulted in a gradual rallying of organizational members’ proactive attitudes and behaviors. It is necessary for members to demonstrate proactive attitudes and behaviors when they perform their tasks. Organizations should dispense with conventional approaches to job design and promote job crafting, which refers to a member-oriented job redesign process. Job crafting refers to the process by which members’ proactive behaviors transform the characteristics and limitations of their jobs [1,2]. Changes in contemporary working environments (e.g., the provision of resources that are voluntarily utilized by organizational members and the increasing importance of job-oriented human resource practices) underscore the importance of researching job crafting. Many research studies have found that job crafting reduces job burnout [3] and has a positive effect on job satisfaction [4]

Methods

Results

Discussion

Conclusion