Abstract
Orientation: Personality provides a foundation for understanding employee job behaviours. It determines and reflects how they respond to their work situations. There is a shortage of previous researches that have specifically dealt with the predictive role of personality on job crafting. Job crafting is also a significantly new concept in the South African work context. It has both positive and negative consequences on employee job behaviours.Research purpose: The present study investigated the role of big five factors on predicting job crafting propensities amongst administrative employees in Alice, South Africa.Motivation for the study: The present study aimed to determine the role of big five factors on predicting job crafting propensities amongst administrative employees. It was premised on previous research that the big five factors are associated with many employee job behaviours.Research approach, design and method: The present study employed a quantitative, crosssectional research design with a sample of 246 administrative employees in Alice, South Africa. A biographical questionnaire, a Big Five Inventory, and a job crafting questionnaire were used to collect data.Main findings: The findings showed that big five factors of Conscientiousness, Extraversion, Agreeableness, Openness to experience and Neuroticism play a significant role in predicting job crafting propensities.Practical implications: The present study suggests that big five factors of Conscientiousness, Extraversion, Agreeableness, Openness to experience and Neuroticism have a predictive role on job crafting behaviours. Managers of tertiary institutions can therefore consider these big five personalities to understand and predict the impacts of their job design strategies on administrative employees’ behaviours.Contribution: The contribution of the study was significant in that it contributed to research literature representing the influence of the big five factors in understanding job crafting propensities of employees.Keywords: Personality; Job redesign; Job Demands-Resources model; Administration.
Highlights
Job crafting is still a new concept even in the South African environment (Vreugdenhil, Kooij & Van Veldhoven, 2012)
exploratory factor analysis (EFA) was preferred because the present study used a small sample of 246 and was designed to make an additive contribution to the body of knowledge on big five personality and job crafting amongst administrative employees in an institution environment
This study found that administrative employees within a tertiary institution environment with a conscientious, agreeable, open to experience or neurotic personality engage themselves in job crafting behaviours
Summary
Job crafting is still a new concept even in the South African environment (Vreugdenhil, Kooij & Van Veldhoven, 2012). It remains a very difficult task for managers to develop an optimal job design to suit the specific needs of all employees (Berg, Dutton & Wrzesniewski, 2007). Job crafting is a strategy employed by employees to redesign their jobs (Tims, Bakker & Derks, 2013) They proactively adjust the attributes of their jobs to optimise the balance between the features of the job and their own needs, competences and preferences (Tims et al, 2013). These researchers argued that employees create changes in their jobs for three different reasons. The third one is that employees may change their http://www.sajhrm.co.za
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