Abstract
Orientation: Knowing that it is imperative to better understand the antecedents and consequences of needs-supplies fit, the present research had two main objectives. Firstly we wanted to extend our knowledge about traditional psychological needs, for example highlighted through the Self-Determination Theory, by presenting more specific work-related needs. Secondly, following the new directions of organisational fit theories, we wanted to better understand how individuals make sense of fit.Research purpose: The purpose of this study is to propose more specific work-related needs in terms of employment quality and to test job crafting as an antecedent of needs-supplies fit (NS fit). We tested the double mediating role of NS fit (i.e. specific: based on more specific work-related needs, and general: based on global job perceptions) between job crafting and individual outcomes namely burnout and work engagement.Motivation for the study: By taking into account more specific work-related needs, this study aimed to add more specific information to better help predict well-being at work. Moreover, the present research responds to the need to better understand how individuals make sense of fit.Research design, approach, and method: Data were collected in a Belgian Public Federal Service (N = 1500). Our research model was tested using Structural Equation Modelling with Mplus.Main findings: Results show, (1) that specific NS fit perception was positively related to a global NS fit perception and (2) the partial mediating role (specific and general) of NS fit between job crafting and burnout and work engagement.Practical/managerial implications: Managers should encourage crafting behaviours and should know their team and that team’s specific needs.Contribution/added-value: By taking into account more specific work-related needs, our study suggests that needs-supplies may have more than one dimension. Moreover, it shows that job crafting is a way to increase NS fit.
Highlights
According to the person-environment fit (PE fit) theory, ‘the misfit between the person and the environment may produce psychological, physiological, and behavioural strains and can take two different forms: (1) the extent to which the demands and requirements of the environment match the skills and abilities of the person and (2) the extent to which the rewards and supplies provided by the environment match the needs and preferences of the person’ (Edwards & Van Harrison, 1993, p. 628)
Following Kristof-Brown et al (2005), it is recognised that PE fit is a multidimensional concept which includes person-organisation fit (PO fit), person-group fit (PG fit), personsupervisor fit (PS fit), person-vocation fit (PV fit), and person-job fit (PJ fit)
The results indicate that this hypothesised measurement model fit the data reasonably well (c2(df) = 336.83 (80), p < 0.001, comparative fit index (CFI) = 0.98, SRMR = 0.04, root mean square error of approximation (RMSEA) = 0.05)
Summary
According to the person-environment fit (PE fit) theory, ‘the misfit between the person and the environment may produce psychological, physiological, and behavioural strains and can take two different forms: (1) the extent to which the demands and requirements of the environment match the skills and abilities of the person and (2) the extent to which the rewards and supplies provided by the environment match the needs and preferences of the person’ (Edwards & Van Harrison, 1993, p. 628). In this context, because individuals who can choose a working environment in congruence with their personal characteristics will experience more positive work-related outcomes, it is not surprising that PE fit has become one of the most studied concepts in work and organisational psychology (Kristof-Brown, Zimmerman & Johnson, 2005). Following the new directions of organisational fit theories (Kristof-Brown & Billsbery, 2013), we wanted to better understand how individuals make sense of fit. To this end, and because it represents proactive behaviour through which people take initiative to make changes in their jobs (Yu, 2013), we tested job crafting (JC) as an antecedent of NS fit. We tested the double mediating role of specific NS fit (i.e. based on more specific work-related needs) and global NS fit (i.e. based on global job perceptions) between JC and two individual outcomes, namely burnout (BO) and work engagement (WE)
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