Job Crafting Research Articles

Nonwork orientations and job crafting: a moderated mediation model of life satisfaction and age

Nonwork orientations and job crafting: a moderated mediation model of life satisfaction and age

Does ESG Affect Mental Health of Employees? Focusing on the Moderating Effects of Job Crafting and Relationship Conflict

This study examines the dark side of ESG, which has emerged as a new paradigm in that the con-cept is broad and must respond to stakeholder pressure. This study aims to conceptualize Envi-ronmental, Social, and Governance (ESG) stress, or the stress experienced by employees due to ESG, and empirically analyze its impact on mental health. We also examined the moderating effects of job crafting and relationship conflict using the job demand-resource model. Based on a survey of 228 ESG managers with at least five years of work experience, the results of the regres-sion analysis are as follows. First, ESG stress (ESG complexity and ESG uncertainty) was found to cause depression, a negative mental health outcome. Second, job creation was found to moderate depression caused by ESG stress (ESG complexity and ESG uncertainty). Third, relationship conflict was found to reinforce depression caused by ESG stress (ESG complexity and ESG uncertainty). This study is significant because it identifies the relationship between ESG stress and mental health, as ESG has become a requirement for corporate sustainability. Additionally, this study is expected to extend ESG research by examining the moderating effects of job crafting and relationship con-flict from the JD-R on ESG stress and mental health.

Sense of Calling and Job Crafting: A Test of Mediating and Moderating Effects

This research aims to explore the influence of the sense of calling on job crafting by looking at the mediating variables of occupational self-efficacy and career commitment, as well as the moderating effect of job autonomy. By involving 264 employees in Indonesia, this research used a quantitative approach with the convenience sampling method and PLS-SEM analysis techniques to test the formulated hypotheses. Of the nine hypotheses, this study supported seven hypotheses. This study found partial mediation in the mediating effect of occupational self-efficacy and career commitment. However, the moderating relationship in this research shows opposing results that job autonomy will weaken the relationship between career commitment and job crafting. Future research hopefully will be able to look further into the impact of job autonomy to provide a better explanation regarding the phenomena of job autonomy and job crafting, which, until now, various studies have still focused on the positive effects of both.

Unleashing employee potential: The effects of customer-empowering behaviors on job crafting in hospitality industries

Drawing upon an extensive analysis of customer-empowering behaviors (CEBs) research, this study strives to better understand the impacts of perceiving such authorization among service employees in hospitality industries. Employing a multi-wave questionnaire and a scenario-based experiment, we unveil three key findings: First, CEBs significantly influence service employees’ job crafting. Second, self-efficacy in service delivery serves as a mediator between CEBs and job crafting. Third, the unit’s climate of concern for customers not only moderates the association between CEBs and employees’ self-efficacy in service delivery, but also shapes how these behaviors indirectly affect job crafting. This research contributes to the existing literature on empowerment in service encounters and offers significant practical value to service enterprises.

Self-Leadership and Task, Contextual, and Creative Performance: The Mediating Role of Job Crafting

Employees' work performance is influenced by a number of factors, including the leadership style of their supervisors. However, in certain situations, despite the fact that managers have dysfunctional leadership styles or they avoid managerial responsibilities, followers perform well. A possible explanation is that employees perform well in such situations because they lead themselves, without needing the influence of direct supervisors. In order to test this hypothesis, we investigated the link between self-leadership and three types of performance: task, contextual, and creative performance. Also, we tested the mediating role of job crafting in the relationships between self-leadership and performance. The study was conducted on a sample of 282 employees. The results indicated that self-leadership is positively associated with the three types of performance. Moreover, job crafting mediates the relationships between self-leadership and all three forms of work performance. From a theoretical perspective, this study suggests that employees can have high performances despite ineffective or absent leaders when they adopt self-leadership strategies. From a practical point of view, our results indicate that organizations may use self-leadership interventions in order to stimulate employees’ job crafting behaviors and performance.

Redefining talent dynamics: overqualification, goal self-concordance and expansion-oriented job crafting as catalysts for innovative work behavior

PurposeUtilizing the framework of person-job fit theory and the Model of Proactive Motivation Process and Antecedents, the primary objective of this study is to scrutinize the correlation between perceived overqualification and job crafting, in turn, holds the potential to stimulate innovative work behavior. Additionally, we assess the moderating role of goal self-concordance within this intricate relationship.Design/methodology/approachEmploying a three-wave time-lagged survey methodology encompassing 200 institutional staffing in China, we methodically substantiate the proposed model. Data were analyzed using structural equation modeling.FindingsOur findings affirm a positive correlation between perceived overqualification and expansion-oriented job crafting, contingent upon the presence of goal self-concordance. Notably, individuals exhibiting a heightened goal self-concordance intensify the relationship between perceived overqualification and expansion-oriented job crafting, thereby fostering an augmented propensity for innovative work behavior.Originality/valueThis study diverges from prevailing negativity surrounding perceived overqualification, emphasizing the positive influence of expansion-oriented job crafting in reshaping the impact of perceived overqualification on innovative work behavior. It represents the initial exploration into the role that goal self-concordance play in influencing overqualified employees, contributing to an enriched understanding of the intricate interplay.

Job Crafting Mediation on Self Efficacy and Burnout at PT PLN Indonesia Power

An imbalance in workload and employee readiness for demands at work has the potential to cause burnout. This research adds job crafting as a skill to reorganize work in the most appropriate way. The research aims to examine the influence of self-efficacy on burnout which is mediated by job crafting. The research method uses a path analysis approach, with the research object being 100 employees at PT PLN Indonesia Power. This research found that there is an influence of self-efficacy on job crafting and the influence of job crafting on burnout. Employees who have self-efficacy and are given good job crafting are less likely to experience burnout.

Empowering innovative work behaviors: unfolding the contextual, personal and behavioral spectrum

PurposeThis study aims to investigate the impact of empowering leadership (EL) on employee innovative work behavior (IWB), using an interactionist perspective on creativity and conservation of resources theory. Following the premise, the study unravels the mediating role of job crafting (JC) and creative self-efficacy (CSE) as a boundary condition that likely triggers and facilitates this process.Design/methodology/approachUsing a dyadic cross-sectional design, this study focuses on academic staff at four universities in Pakistan. Participants were surveyed, and questionnaires were distributed to collect data pertaining to accomplish the study objectives.FindingsThe study results reveal that JC plays a pivotal role as an intervening factor in establishing the connection between EL and employees’ IWB. This implies that EL likely promotes employees’ JC behavior, thus contributing to a greater manifestation of innovative behaviors at work. Furthermore, this interplay is further enhanced by using CSE as a moderator.Originality/valueThis study accentuates the importance of JC in eliciting the mechanism which effectively channelizes and translates the impact of EL on IWB. It also offers the valuable and fresh perspective on the conditions favoring the innovative behaviors at work.

Job Crafting, Task Performance, and Employability: The Role of Work Engagement

The goal of this study is to determine the function of work engagement as a mediating factor in the relationship between job crafting, task performance, and employability in the hospitality sector. A questionnaire was applied and participants were drawn from 209 hotel employees in İstanbul, and Kocaeli, Türkiye. To test these hypotheses, structural equation modeling was implemented. The findings show that job crafting is linked to employability and task performance positively. Furthermore, this research looks into the role of work engagement as a mediator in the links between job crafting, perceived employability and task performance. The findings reveal that there are considerable indirect effects, implying that work engagement is mediated. Thus, our results suggest that job crafting was a positive predictor of perceived employability and task performance and work engagement has a mediator role between those variables in the hospitality sector.

The Influence of Organizational Commitment on Employee Performance Through Job Crafting as a Mediation Variable at Bank Jatim Trenggalek City

The purpose of this study was to determine the effect of organizational commitment, employee performance, job crafting and whether job crafting is able to mediate the effect of organizational commitment on employee performance. This research was conducted on bank employees with 113 employees as respondents. The sampling technique in this study uses a non-probability technique. The data collection technique was carried out by means of a questionnaire. The data analysis technique uses the statistical t test, Sobel test, and the SPSS 22 program. The results of this study show organizational commitment shows high results, employee performance shows high results, and job crafting shows high results. There is a significant influence between organizational commitment on employee performance, organizational commitment has a significant effect on job crafting, job crafting has a significant effect on employee performance, and job crafting mediates organizational commitment on employee performance. The higher the level of application of job crafting, the greater the effect of organizational commitment on employee performance.

The Role of Occupational Self-Efficacy as a Mediator between Paradoxical Leadership and Job Crafting from the Lens of Proactive Motivation Theory

Purpose- By utilizing the theory of the proactive motivation model, the mediation effect of occupational self-efficacy between paradoxical leadership and job crafting has been examined in this study. Study Design/methodology/approach- This study adopted a temporally segregated research design for two time intervals, 1 month apart; we collected data from 422 employees from the telecom sector of Islamabad and Rawalpindi. Findings- Using SMART PLS-SEM, the findings showed that the relationship between paradoxical leadership and job crafting was mediated by occupational self-efficacy. The data supported the hypothesized relationships. Research Practical Implications- The study highlights the significance of employees’ proactive behavior providing practical insights for managers and identifies occupational elements by incorporating the model of proactive motivation theory. Organizations can undertake leadership training that is specifically designed to promote proactivity. Managers should create a balanced leadership and conducive environment to initiate occupational self-efficacy that can promote proactivity in job crafting. Originality/value- There is limited research on paradoxical leadership that can align with the proactivity of employees who have been efficacious at work. These findings offer insight into how employees' occupational self-efficacy can initiate the proactivity of job crafting in a dynamic environment.

마취간호 교육프로그램이 회복마취간호사의 잡크래프팅, 임파워먼트, 직무열의에 미치는 효과

This study was conducted to confirm the effect of the online anesthesia nursing education program for recovery anesthesia nurses on job crafting, empowerment, and job enthusiasm. The subjects of the study were data collected from 54 nurses working on anesthesia across the country. This study is an online anesthesia nursing education program for recovery anesthesia nurses nationwide, developed based on the Dunavedian (1980) model, and is a design study before and after an equivalent control group to verify its effectiveness. The validity of the education program was verified through an expert group, and education was applied in real-time for 4 hours and 2 times a day based on lectures by professors of anesthesia pain medicine and anesthesia nursing instructors and online participation of recovery anesthesia nurses. The collected data used technical statistics, Chi-squre test, t-test, Sharpiro-Will test, and ANOVA using the SPSS 23.0 program. There is a significant difference in the result of the study, the subjects who participated in the online anesthesia nursing education program's job crafting (F=5.26, p=0.026), and empowerment (F=5.67, p=0.021). Recovery and anesthesia nurses working in clinical settings can conceptualize and complete tasks to enhance their practical abilities through anesthesia nursing education programs. Based on this, it is suggested to develop and implement various anesthesia nursing education programs required in clinical settings.

간호대학생의 직무재창조 역량강화를 위한 교수학습 프로그램의 효과

The purpose of this study is to develop and apply a teaching-learning programaimed at enhancing job crafting competencies among nursing students, and to verify itseffectiveness. For this purpose, 128 college students from a university in region C participated,with 64 students (divided into 3 sections) receiving the developed program over 15 weeks, whilethe other 64 students (divided into 3 sections) received traditional lecture-based instruction. Theeffectiveness of the program was measured using tools assessing communication competence,adaptability, self-leadership, and job crafting. Data were analyzed using SPSS WIN 22.0, and differences in scores between the groups were examined using an independent sample t-test. Theresults indicated that the group participating in the job crafting competency enhancement programscored significantly higher in communication competence, adaptability, self-leadership, and jobcrafting compared to the group that received lecture-based instruction. Based on these findings,the study suggests implications for research, practice, and education in the field of job craftingcompetency enhancement.

Exploring the Role of Perceived Supervisor Support: A Serial Mediation of Approach Job Crafting and Thriving at Work in Enhancing Job Satisfaction

The purposeof this study is to explore the underlying mechanism of approach job crafting and thriving at work that explain the relationship between perceived supervisor support and job satisfaction amongpublic sector employees. Drawing on job demand and resource model and organization support theory, the study aims to investigate the proposed serial mediation in public sector employees in Pakistan. By examining the sequential relationships among perceived supervisor support, approach job crafting, thriving at work, and ultimately job satisfaction, this research seeks to provide a comprehensive understanding of the dynamics within public sector organizations and offer insights for enhancing employee satisfaction. Based on cross sectional data from 369 public sector employees,Smart PLS 4andstructural equation modeling (SEM) wereemployedto analyze the data and study the serial mediation effect. Strong empirical evidence was found for all the proposed hypotheses. The findings indicated that stronger perceptions of supervisor support are associated with higher levels of job satisfaction among employees. Furthermore, approach job crafting and thriving at work mediate this relationship, highlighting theemployee behavior to actively shape theirroles and experiences at work. The findings show a path for public sector employees to capitalize on the antecedents to employee job satisfaction. Furthermore, it is suggested that public sector organizations should encourage active supervisor support to promote employee job satisfaction. In doing so, it is important to ensure that the employees are provided a workplace that pursues and encourages approach job crafting for enhanced levels of job satisfaction through thriving at work. This study expands theresearch on approach job crafting and sheds light on important conditions under which perceived supervisor support promotes job satisfaction in public sector employees in Pakistan. The study holds importance for public sector employees, supervisors and the public sector departments at large.

Enhancing Employee Performance through AI-Enabled HR Analytics: Exploring the Roles of Job Crafting, Perceived Risk, and Employee Engagement

This study investigates the significant impact of AI-enabled HR analytics on employee and sustainable performance, highlighting the mediating role of job crafting and the moderating effects of perceived risk and employee engagement in manufacturing organisations in Bandung, Indonesia. Drawing on cross-sectional data from 349 employees in manufacturing firms in Bandung, Indonesia, this study provides empirical evidence of the positive influence of AI-enabled HR analytics on long-term employee performance. The research utilises JD-R theory to validate the mediating role of job crafting in this relationship. Partial Least Square (PLS) analysis, conducted using SMART PLS 3.0 software, was applied to test the model. The results demonstrate that AI-enabled HR analytics significantly impacts job crafting. Additionally, job crafting mediates the relationship between AI-enabled HR analytics and both sustainable performance and employee performance. Perceived risk moderates the relationship between job crafting and both performance outcomes. Similarly, employee engagement moderates the relationship between job crafting and both sustainable and employee performance. This study is among the first to empirically examine the use of AI-enabled HR analytics in the context of job crafting and its effects on sustainable and employee performance. It provides valuable insights for managers and business leaders seeking to leverage AI to enhance employee sustainability and performance in diverse organizational settings.

THE NEXUS BETWEEN TRANSFORMATIONAL LEADERSHIP AND JOB CRAFTING: A MEDIATION MODERATION ANALYSIS

The leadership, in all respects, is responsible for inspiration of employees toward desired objectives and ultimately the success of organizations. This study aims to analyze effect of transformational leadership on job crafting. This study used structured questionnaire for the data collection purpose. The questionnaire was conducted to personnel from educational sector of in Pakistan. A total of 250 surveys were distributed, with a 97% response rate. SPSS Process Macro was used for the analysis of the data. The findings indicate that psychological ownership improves the association between transformational leadership and job crafting. A healthy work environment minimizes stress and improves performance outcomes. The innovative work behavior is a vital factor that boosts individual towards performance thus leading to organizational success. This study aims to first analyze positive affect the relationship of transformational leadership and job crafting and therefore provides significant contribution to the psychological ownership, and innovative work behavior with mediation and moderation effect and job crafting as dependent variable. This study offered significant outcomes that may help policymakers in revisiting their policies towards the issues under considerations.

Is insomnia detrimental to proactive service performance and customer-directed helping? Mediation of employee resilience and moderation of job crafting

Despite the increasing severity of stressors in the service sector, little research has explored the impact of insomnia among frontline service employees (FSEs) on their service behavior, let alone the long-term consequences of insomnia. To fill this gap, this study aims to examine the mediating relationship between FSEs' insomnia, employee resilience, proactive service performance, and customer-directed helping while also exploring how job crafting moderates these relationships. To investigate the long-term effects of insomnia, we collected three-wave data from 318 FSEs in diverse service sectors over six months. The results of our mediation analyses demonstrated that FSEs’ insomnia negatively affected proactive service performance and customer-directed helping six months later by decreasing their resilience. Our findings further indicated that job crafting significantly attenuated the adverse effects of insomnia on employee resilience. In addition, our moderated mediation analyses revealed that insomnia negatively affected proactive service performance and customer-directed helping through employee resilience among FSEs engaged in a low or moderate level of job crafting. This negative effect was not observed among FSEs who engaged in high levels of job crafting, suggesting a buffering role of job crafting. These findings enrich the service literature and provide valuable insights and contributions to the field.

Perceived overqualification as a double-edged sword for employee creativity: The mediating role of job crafting and work withdrawal behavior.

With the continuous development of education level and the downturn of economic situation, employment competition is intensifying, more and more high-quality talents appear, and the misfit between people and posts has become a common phenomenon. However, there is no consensus on the relationship between perceived overqualification and employee creativity. Based on the conservation of resource theory, this study reveals the micro mechanism and boundary conditions of the influence of excessive qualification on employee creativity. This study analyzed 487 valid samples obtained in three stages. The results show that: (1) Job crafting has a positive mediating effect on perceived overqualification and creativity, and the path of the two halves is positive; (2) Work withdrawal behavior plays a negative mediating role between the perceived overqualification and creativity. The path in the first half is positive, and the path in the second half is negative; (3) Organizational identity moderates the effect of perceived overqualification on job crafting and work withdrawal behavior. Specifically, the higher the sense of organizational identification, the stronger the positive effect of perceived overqualification on job crafting and the weaker the positive effect on work withdrawal behavior; (4) Organizational identification moderates the mediating role of job crafting and work withdrawal behavior in the relationship between overqualification and creativity. Specifically, the higher the organizational identity, the stronger the indirect positive effect of perceived overqualification on creativity through job crafting, and the weaker the indirect negative impact of perceived overqualification on creativity through work withdrawal behavior. The study conclusion deepens the research on the mechanism of the influence of the perceived overqualification on employees' work behavior, and provides practical enlightenment for the organization and management of employees with excess qualification.

Innovative Work Behavior: The Role of Job Crafting and Job Autonomy Mediated by Work Engagement

Innovative Work Behavior: The Role of Job Crafting and Job Autonomy Mediated by Work Engagement

The impact of technology readiness and adapting behaviours in the workplace: a mediating effect of career adaptability

This study aims to explore the impact of technology readiness (TR) on career adaptability (CA) and adapting behaviours among public sector workers in Ghana. It also examines the mediating role of CA in the relationship between TR and adapting behaviours. The study adopts a quantitative research design using a survey method. A sample of 484 public sector employees from various government agencies and departments in Ghana is selected. The study employed a non-probability sampling procedure that combined convenience and purposeful sampling. The data are analysed using covariance-based structural equation modelling with AMOS v24 to test the hypotheses and the proposed conceptual model. The results show that TR has a positive and significant effect on CA, boundary integration, and job crafting. CA also has a positive and significant effect on boundary integration and job crafting. Furthermore, CA mediates the relationship between TR and the two adapting behaviours. This study is one of the first to investigate the influence of TR on CA and adapting behaviours. It reveals how employees respond to the challenges and opportunities of technological innovation and work transformation. It also provides useful insights and recommendations for enhancing technology adoption and career development among public sector workers, especially in developing countries.