Abstract

Despite the considerable focus on job characteristics and individual differences in job crafting research, the influence of social factors on job crafting has not been well-acknowledged. Based on social interaction and job crafting literature, this meta-analysis estimates the associations between social factors (i.e., organizational insiders and outsiders) and job crafting, and how these social factors contribute to employee outcomes through their job crafting. Based on a sample of 51 empirical studies that included 54 independent samples (N = 17,863), we found that social factors of positive leadership styles (e.g., empowering and transformational) and coworker support were positively related to employee job crafting. Moreover, leadership showed a stronger correlation with employee job crafting than coworker support and Leader-Member-Exchange (LMX). Further, our study showed that employee job crafting positively mediates the relationships between social factors and work outcomes (e.g., job performance and well-being). Our study contributes to job crafting literature by integrating social factors into the job crafting model and demonstrating that the social context of work (in particular organizational insiders) plays a crucial role in shaping employees’ job crafting behavior. We also emphasize the critical role that job crafting plays in transmitting valuable social resources into improved work outcomes. Building on our results, we provide future direction for job crafting research and discuss how our results can imply practice in terms of job crafting training.

Highlights

  • IntroductionEmployees’ initiated job crafting behavior (e.g., seeking resources and seeking challenges) has been positively linked to employee health, job attitude (e.g., job satisfaction), well-being (e.g., work engagement), and performance (for meta-analytic reviews, see [4,5])

  • Job crafting, referring to actions employees take to change the task, relation, or cognitive boundaries of a job [1,2], has been a focal research topic in job design literature since the early 2000s [3].Employees’ initiated job crafting behavior has been positively linked to employee health, job attitude, well-being, and performance

  • Due to dependency of effect sizes in our study, we used the three-level meta-analysis approach to test the overall effect of social factors on job crafting

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Summary

Introduction

Employees’ initiated job crafting behavior (e.g., seeking resources and seeking challenges) has been positively linked to employee health, job attitude (e.g., job satisfaction), well-being (e.g., work engagement), and performance (for meta-analytic reviews, see [4,5]). It brings substantial benefits for organizations, such as a higher level of group and organizational performance [6]. Increasing research has investigated various ways to stimulate employees’ job crafting behavior In this respect, cumulative evidence has shown that job characteristics and personal traits are important factors that influence employee job crafting (for reviews, see [4,7]). Proactive personality [8], self-efficacy [9], regulatory focus [5], job autonomy [4], and job resources [10] were positively related to employee job crafting

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