Cognitive Crafting Research Articles

The Impact of Job Crafting Dimensions on Work Engagement Among Nurses: The mediating role of psychological capital

Work significantly influences individual well-being and human growth. Jobs are not solely formulated by companies based on their needs but are also actively modified by the individuals who hold those positions. High-stress professions, such as nursing, highlight how stress levels are influenced by factors like resource availability, patient demands, colleague interactions, and workplace cultural dynamics. Hence, this study investigates the effect of job crafting dimensions on work engagement, and examines psychological capital's mediating role in this relationship. It aims to reveal how job crafting can improve both personal and organizational well-being. This study is a descriptive cross-sectional study. The study was conducted with 348 nurses at Al Dhafra Hospitals in Abu Dhabi, UAE. The analysis utilized in this study was conducted using Structural Equation Modeling (SEM) through SmartPLS 4 and SPSS version 27 for descriptive and correlation analysis. The findings demonstrate that the impacts of job crafting dimensions—task crafting, cognitive crafting, and relational crafting—on work engagement and psychological capital are statistically significant. Additionally, the influence of psychological capital on work engagement is statistically significant. Path analysis revealed that psychological capital mediates the interaction between job crafting dimensions and work engagement. These relationships were shown to be statistically significant. This study reinforces the significance of psychological capital and job crafting dimensions as crucial attributes in the workplace. Hence, it advocates for the healthcare industry to consider the implementation of targeted programs aimed at fostering these attributes within nursing teams. Such strategic initiatives are poised to improve individual well-being among nurses, which is expected to result in enhanced organizational efficiency and a notable decrease in turnover rates over time.

Relationship between job crafting and emotional exhaustion: focusing on the difference between effects of physical and cognitive crafting

PurposeRecently, physical crafting has been found to positively affect emotional exhaustion through workload. However, the role of cognitive crafting in this process remains unexamined. To address this research gap, this study examined the relationship between cognitive crafting and emotional exhaustion, as well as whether cognitive crafting moderates the positive indirect effects of physical crafting on emotional exhaustion through workload.Design/methodology/approachThe data were collected through an Internet survey conducted with 2,143 Japanese employees, and path regression analysis was conducted to analyze the data.FindingsThe results show that cognitive crafting was negatively correlated with emotional exhaustion, weakened the relationship between workload and emotional exhaustion and weakened the indirect effects of physical crafting on emotional exhaustion.Practical implicationsThe practical implications of these findings suggest that practitioners should encourage the improvement of cognitive crafting. Implementation of job crafting interventions and customer participation could be effective in enhancing cognitive crafting.Originality/valueThe study provides a deeper understanding of how cognitive crafting influences emotional exhaustion and how it influences the process through which physical crafting influences emotional exhaustion, aligning with the transactional model. The results reiterate the importance of cognitive crafting, an aspect that has received little attention since the introduction of the job demands-resources (JD-R) model of job crafting.

유아교사의 잡 크래프팅 척도 개발과 타당화

Objectives This study aims to develop and validate a Job Crafting Scale for early childhood teachers, which is possible to measure job crafting performed by early childhood teachers to find the value and meaning of their jobs and work.
 Methods To develop the job crafting scale for early childhood teachers, literature review, Focus Group Interview with teachers and administrators of early childhood education, content validity, and preliminary survey of 203 early childhood teachers were conducted. To validate the developed scale, 342 early childhood teachers were surveyed.
 Results The final Job Crafting Scale for early childhood teachers developed and validated in this study is a 5-point Likert scale which consists of 29 items of 6 factors including Cognitive crafting (5 items), Curriculum planning crafting (4 items), Curriculum implementing crafting (8 items), Child relational crafting (4 items), Teacher relational crafting (4 items), and Parental relational crafting (4 items).
 Conclusions This scale is meaningful in that it can be used as an example for early childhood teachers to self-evaluate their own job crafting and practice job crafting. In addition, we hope that it will be used in various empirical studies to find support measures at the individual, organizational, and national levels to improve the Job Crafting of early childhood teachers.

Job Crafting and Resilience among Medical Interns: The Moderating Role of Social Media Use Intensity

COVID‐19 brought many difficulties for medical workers’ mental health. They tend to exhibit a high turnover rate, which has deteriorated the situation of high demands on the healthcare workforce. Thus, enhancing medical interns’ resilience is of great significance. Previous studies have delved into how job crafting relates to resilience, but there has been limited exploration of how the three dimensions of job crafting interplay with resilience. Thus, our research examined the moderating role of social media use intensity in associations between task crafting, cognitive crafting, relational crafting, and resilience. A total of 605 medical interns were obtained. The results revealed that task crafting, cognitive crafting, and relational crafting exhibited significant and positive associations with resilience. More importantly, social media use intensity moderated associations between task crafting, cognitive crafting, and resilience, with these associations being weaker for individuals with high levels of social media use intensity. However, the moderating role of social media use intensity was not significant between relational crafting and resilience. Finally, the findings provided some guidance for instructors to enhance medical interns’ resilience and thus prepare them for employment.

Managing the tensions of standardized work processes in healthcare operations: The job crafting lens

This study investigates how professionals respond to tensions of standardized processes when implemented in healthcare settings, and their multiple effects. We advance existing knowledge on the management of such tensions by employing a theoretical lens known as job crafting, which scrutinizes the changes that professionals make in the physical, cognitive, or relational boundaries of their work. Our study consists of a detailed longitudinal, single case study at a national hospital in the UK. We have found numerous tensions inherent to standardized processes that encouraged job crafting behavior as healthcare professionals attempted to uphold service standards despite challenging conditions. We add to both OM and HRM literatures by scrutinizing the multilevel influence of crafting behavior as well as the changes in perception of ones work, known as cognitive crafting.

피부관리실 종사자의 잡 크래프팅이 직무열의, 직무만족에 미치는 영향

This study attempted to investigate the influence of job crafting on job engagement and job satisfaction against aesthetic salon workers as a way of enhancing their working environments and job satisfaction. Specifically, it examined the effects of job crafting on job engagement and job satisfaction and the influence of job engagement on job satisfaction to help aesthetic salons manage human resources more efficiently. For this, a questionnaire survey was performed against 199 respondents from March 17 to 20, 2023. Prior to the main survey, a pilot survey was conducted against 100 respondents from February 27 to March 10, 2023. Based on the results of the survey, the main survey was carried out. The questionnaire was constructed based on previous studies. The demographic characteristics of questionnaire items were measured, using a nominal scale while others were examined with the 5-point Likert scale. The collected data were analyzed, using SPSS 21.0 and AMOS 21.0, and the results found the followings:
 The hypothesis ‘job crafting would have a positive influence on job engagement’ was partially supported. Job crafting had no statistically significant effect on job engagement while a significant influence was observed in cognitive crafting and relative crafting only. The hypothesis ‘job crafting would have a positive influence on job satisfaction’ was partially accepted. Job crafting had no statistically significant effect on job satisfaction while a significant influence was found in cognitive crafting and relative crafting only. Lastly, job crafting revealed a positive influence on job satisfaction.
 This study is meaningful in that it examined job crafting against aesthetic salon workers. It is anticipated that the study results would be available as basic data in improving working environments and enhancing employees’ welfare based on the fact that cognitive crafting and relative crafting have an influence on job satisfaction and job engagement in aesthetic salons.

Sustainability of Passion for Work? Change-Related Reciprocal Relationships Between Passion and Job Crafting

Although the importance of developing and sustaining passion for work over time has long been underscored, how this can be accomplished has yet to be elaborated and substantiated in the literature. Drawing upon the self-concordance model, we proposed a theoretical model in which harmonious work passion (i.e., passion derived from an autonomous internalization of work into one's identity) may develop and be sustained over time through promoting job crafting behaviors that, in turn, spur greater subsequent passion later on. However, obsessive work passion (i.e., passion emanated from a controlled internalization of work with intra- or interpersonal contingencies attached) is less likely to promote this self-reinforcing cycle. Multivariate latent change score modeling of six-wave longitudinal data over 15 months revealed the hypothesized relationships between harmonious work passion and overall job crafting but not between obsessive work passion and overall job crafting. Furthermore, through bivariate latent change score modeling, we found a change-related reciprocal relationship between harmonious passion and cognitive and task crafting but not with relational crafting. Interestingly, we also observed a change-related reciprocal relationship between obsessive passion and cognitive crafting. This research contributes to the literature on passion and job crafting by demonstrating a self-reinforcing cycle for workplace passion and job crafting over time.

Job Crafting and Work–Life Balance in a Mature Organization

The aim of this research was to identify individualization areas in which employees (generations Y and Z) have the freedom to make changes. The study required an analysis of factors that might affect the balance between professional and personal life, i.e., working time and work organization, autonomy at work, or linking the nature of work with employee interests. As a result, the following topics were examined: areas of individualization, the work that respondents carried out and would like to carry out, and their participation in job crafting and professional development. The study focused on two areas of job crafting: modifying job activities by employees (task crafting) and their mental perception of the work they carried out (cognitive crafting). A substantial literature review was included in the paper; additionally, the research consisted of a survey, questionnaires, discussions, and an analysis of working conditions. Employees’ opinions (n = 300) were analyzed. The three most frequently mentioned individualization areas in which the respondents were allowed to make changes were work organization, working time, and task timeline. A strong link between job crafting and work–life balance was indicated. A positive relationship between the ability to develop job crafting in the work organization and satisfaction areas was also found. Calculations were performed using IBM SPSS. It was found that, in mature organizations, employees were able to identify individualization areas and in some cases were allowed to implement job crafting. Most of them were satisfied with their jobs, which means that they were able to maintain a good work–life balance. This research could be used as a basis for further studies.

Fostering successful ageing at work: The role of cognitive job crafting, work certainty and perceived remaining time at work

AbstractThis research emphasizes the role of employees in managing their experiences of successful ageing at work. Following a lifespan developmental framework, we propose a new model in which employees, who proactively engage in cognitive job crafting and work uncertainty regulation, are more effective in altering their perceptions of remaining time at work. This, in turn, enhances their experiences of successful ageing in the workplace (i.e. the likelihood to sustain longer, healthier and more productive working lives). We test the conceptual model in two consecutive studies with workers from the United States of America (Study 1) and China (Study 2). The results replicate across the two studies, confirming the indirect positive effect of cognitive crafting on successful ageing at work through perceived remaining time at work. In addition, in Study 2, we find that the effect of cognitive crafting on perceived remaining time at work is stronger for employees with higher (vs. lower) levels of work certainty. Finally, work predictability indirectly moderates the relationship between cognitive crafting and perceived remaining time at work via work certainty. These findings offer important theoretical insights into the fields of work and ageing, job design and uncertainty regulation and provide the evidence base for building capacity, improving organizational practice and policymaking on active ageing at work and beyond.

When does cognitive crafting matter more in enhancing employee thriving at work? The moderating role of skill variety and job autonomy.

The job crafting literature has not devoted much attention to the effects of specific forms of job crafting, particularly cognitive crafting. The present study builds on Conservation of Resources theory to explain how cognitive crafting might influence work meaningfulness for employees, and in turn, increase their experienced thriving at work. Moreover, we hypothesise that the impact of cognitive crafting on these outcomes is influenced by two motivational job characteristics: skill variety and job autonomy. To test our hypotheses, we collected three-wave survey data from 223 employees employed in a variety of occupations and industries in China. Results indicate that engaging in cognitive crafting enhances employees' work meaningfulness, resulting in thriving at work. Furthermore, skill variety and job autonomy are crucial moderators of these relationships. Specifically, when employees perceived low levels of skill variety or job autonomy, engaging in cognitive crafting was more likely to lead to enhanced work meaningfulness, which in turn resulted in higher levels of thriving at work. Implications for research, theory and practice are discussed.

Job Crafting Perawat Saat Pandemi Covid-19: Studi Perbadingan Pada 3 Jenis Kepemilikan Rumah Sakit Sulawesi Selatan

ABSTRACT The COVID-19 pandemic has changed the structure and working methods of nurses to become more complex, dynamic and challenging. Nurses as the frontline are required to more quickly adapt to changes in the work environment. Proactive work behavior by giving assignments, relationships and work perceptions of nurses is the implementation of Job Crafting (JC). This study aims to compare how JC nurses are between 3 types of hospital ownership that provide Covid-19 services. This study involved 250 nurses in teaching hospitals, private hospitals and government hospitals in South Sulawesi, Indonesia. Data were analyzed using Compare Means and Linearity Test of Anova. The results showed that the highest scores were for Task Crafting (17.47), Cognitive Crafting (21.73) and Relational Crafting (18.44) in Government Hospitals. The lowest scores were for Task Crafting (17.16) at private hospitals, Cognitive Crafting (20.57) at teaching hospitals, and Relational Crafting (17.57) at private hospitals. Based on the results of the study it can be concluded that job crafting is more dominantly felt by nurses in government hospitals. In addition, of the three variables that have been tested, cognitive crafting has a stronger relationship effect than the other variables. Keywords: Job crafting, Nurse, Pandemic, Hospital

How emotionally intelligent employees manage their internal employability through role-based job crafting? – evidence from public sector enterprises

ABSTRACT Acknowledging the relevance of work environment in influencing job-related choices, this paper examines the relationship between emotional intelligence, role-based job crafting i.e. task, relational and cognitive crafting, job autonomy and internal employability. The role of job autonomy as a moderator and role-based job crafting as mediator between emotional intelligence and internal employability has also been examined. The study was conducted on 296 managers working in Indian public sector enterprises and found interesting findings including a positive and direct effect of emotional intelligence on all three forms of role-based job crafting and internal employability. The results for mediation effect of job crafting and moderation effect of job autonomy varied depending upon the form of role-based job crafting. The paper discusses theoretical implications and practical relevance of these findings and may provide a direction for interlinking job demands-resources and conservation of resource theories.

The association between character strengths and job crafting among nurses in tertiary hospitals: A cross-sectional survey.

This study was to investigate the association between character strengths and job crafting among nurses in tertiary hospitals in China. A cross-sectional survey was conducted. From February 2021 to April 2021, 1006 nurses from four tertiary hospitals in China were recruited to complete a series of online questionnaires assessing their job crafting and character strengths. The analysis was conducted using structural equation modelling (SEM). The mean scores for task crafting, cognitive crafting and relationship crafting were 3.19 ± 0.58, 3.50 ± 0.55 and 3.58 ± 0.51. There is a moderate level of job crafting and character strengths among Chinese nurses working at tertiary hospitals. Additionally, it was revealed by the SEM that character strengths contributed to 81% of the variance of job crafting and job crafting was positively correlated with nurses' character strengths. The study shows the need to develop nurses' character strengths to enhance job crafting behaviours.

The mediating role of hope and cognitive crafting in the relationship between authentic leadership and innovative employee behavior

The worldwide banking industry is currently undergoing a digital transformation. The innovative behavior of bank employees is a significant aspect of commercial banks’ future survival and development. One of the most significant resources for cultivating good employee behavior is leadership. As a response, this study examined how authentic leadership affects employees’ innovative behavior. The mediating role of cognitive crafting and hope between authentic leadership and innovative employee behavior was also investigated. Using a quantitative approach, data were collected from 610 Thai bank employees. The structural equation modeling (SEM) analysis findings revealed an association between authentic leadership and innovative employee behavior. According to the mediation analysis results, hope and cognitive crafting appeared to mediate the relationship between authentic leadership and innovative employee behavior. These findings may help develop leadership research in the field of innovation management. Thus, organizations should identify, cultivate, and support authentic leaders who can inspire innovative behavior among employees through cognitive crafting and hope.

How does deviance tolerance enhance innovative behavior? The mediating role of cognitive crafting and the moderating role of regulatory focus

PurposeDrawing on the social information processing theory, this study aims to adopt a moderated mediation model to investigate the mediation role of cognitive crafting and the moderation role of regulatory focus in the relationship between perceived deviance tolerance and employee innovative behavior.Design/methodology/approachA questionnaire study with 181 employees from a state-owned communications technology company in China was conducted through a two-wave survey, with a one-month lagged design. The model is tested through confirmatory factor analysis, correlation analysis and PROCESS bootstrapping program in SPSS24.0 and AMOS22.0 software.FindingsThis study confirms that perceived deviance tolerance is positively related to innovative behavior, while cognitive crafting mediates the relationship between perceived deviance tolerance and innovative behavior. Furthermore, the promotion focus positively moderates the relationship between perceived deviance tolerance and cognitive crafting, and higher promotion focus enhances the mediating effect of cognitive crafting on the relationship between perceived deviance tolerance and innovative behavior. The prevention focus negatively moderates the relationship between perceived deviance tolerance and cognitive crafting, and higher prevention focus weakens the mediating effect of cognitive crafting on the relationship between perceived deviance tolerance and innovative behavior.Practical implicationsOrganizations need to establish a tolerant and inclusive management system and create a harmonious working atmosphere to provide a platform basis to inspire the innovative behavior of employees. Also, regulatory focus variables are suggested to be considered in organizational human resource management processes (e.g. recruitment and training) to improve organizational person–job fit.Originality/valueThe primary contribution of this study is to confirm that perceived deviance tolerance has a positive impact on innovation behavior and thereby providing a new perspective to understand the impact effect of perceived deviance tolerance. Another contribution the study explores the mechanisms and boundary conditions of perceived deviance tolerance on innovative behavior fills the theoretical gap of perceived deviance tolerance.

The Mediation Chain Effect of Cognitive Crafting and Personal Resources on the Relationship between Role Ambiguity and Dentists’ Emotional Exhaustion

Based on Job Demands-Resources (JD-R), Conservation of Resources (COR) and self-regulation theories integration, this study investigated the association between role ambiguity and emotional exhaustion among 191 Romanian dentists, as well as the chain mediating role of cognitive crafting and three personal resources (resilience, optimism, and self-efficacy). Three conceptual models which included, separately, the three personal resources were proposed. PROCESS macros were used to verify the hypotheses related to the testing of the path mediation models. The results indicated that role ambiguity was directly and positively associated with dentists' burnout. More importantly, the sequential indirect effect of role ambiguity on burnout via mediators in chains (cognitive crafting and resilience for the first model; cognitive crafting and optimism for the second model; cognitive crafting and self-efficacy for the third model) was significant. The findings provide a direction for dentists' health intervention because it reveals how the negative impact of role ambiguity on emotional exhaustion increasing can be buffered by the cumulative effect of cognitive crafting and different personal resources, as a result of their chain reinforcement.

Adjusting paid jobs to informal caregiving: a qualitative study in the Netherlands

ABSTRACT Increasingly many individuals are expected to combine informal caregiving with paid jobs. We assume that individuals may aim for reconciliation of both by engaging in job crafting, which concerns making adjustments to tasks, relations and cognitions regarding their jobs. This research note presents a qualitative study that aims to explore the experiences of individuals who combine informal caregiving with paid work, with respect to how they craft their jobs because of caregiving. Informal caregivers (19 individuals) were interviewed. After reading the interview transcripts, a preliminary coding tree was entered into NVivo 12. Iterations of examining its fit with the data, adapting and re-examining resulted in the final coding tree. Informal caregivers reported: seeking recognition and understanding by workplace stakeholders (relational crafting), adjusting work schedules, environments and tasks on a day-to-day basis (which includes task and cognitive crafting), preventing a work overload (this covers task and relational crafting) and focusing on how paid work and informal care can reinforce each other (this includes cognitive crafting). The results suggest that individuals use job crafting to combine caregiving and work. As such, job crafting by informal caregivers needs attention of researchers to investigate its preconditions and outcomes.

Job complexity moderates the relationship between proactive personality and job crafting

This study examined the moderating role of job complexity on the relationship between proactive personality and job crafting (task, relational, cognitive). Data were collected from 251 employees of two pharmaceutical enterprises located in the Henan Province of China (female = 58.2%; mean age = 30.88 years, SD = 8.59 years). They completed measures of proactive personality, job crafting, and job complexity. Following hierarchical regression analysis, the results showed that higher proactive personality was associated with task crafting, relational crafting, and cognitive crafting. The relationship was stronger for task crafting, followed by cognitive crafting and relational crafting. Job complexity moderated the relationship between proactive personality and job crafting such that their positive relationship was stronger when job complexity was high. The findings suggest a need to recognise and support employees with proactive personalities for their job crafting potential, especially considering the complex business environment in the fast-paced digital world.

Rethinking work: How approach and avoidance features of cognitive crafting are linked with job crafting behaviors and work engagement

Abstract Responding to the call for more research on cognitive crafting, this study focuses on employees' reframing of their job characteristics to assign higher importance to job resources and downplay the relevance of costly job demands. Furthermore, it examines how these proactive cognitive strategies are embedded in an overall job crafting process, including both cognitive and behavioral aspects, and linked with work engagement. Preliminary results (n = 247) support the conceptualization of cognitive crafting encompassing approach and avoidance aspects targeting resources and demands, respectively. Moreover, three-wave data (n = 84) show that employees' cognitive efforts to highlight the centrality of job resources influence work engagement over time. Importantly, proactively organizing work leads to higher work engagement by prompting cognitive reframing of the relevance of job resources as central to one's work. Differently, cognitive efforts to downplay the relevance of hindering job demands are unrelated to following proactive behaviors and work engagement.

Impact of Job Crafting on Employee’s Innovative Work Behaviour in Renewable Energy Companies in Amman

Employees that are highly engaged are more likely to put out effort in their given responsibilities, solve problems creatively and innovatively, and show initiative and enthusiasm at work. The service company has become innovative. Due to the obvious short product life cycle and globalization, companies cannot imagine growing without innovation. Unlike in the past, when the quest for innovation was limited to a select few, today’s search for innovation involves all of the company’s employees. Hence, this study examined impact of job crafting on employee’s innovative work behavior in Renewable Energy Companies in Amman. The data were collected from 200 managers, heads of departments, production supervisors and workers in renewable energy companies. In addition, the study employed Multiple Regression Analysis. The results of this study showed that task crafting, cognitive crafting and relation crafting have significant and positive effect on innovative work behavior in Renewable Energy Companies in Amman. This research is aimed to get a deeper understanding of job crafting and its micro level investor consequences, which have never been studied previously.