Job Role Research Articles

P-900. Demonstrating Your Expertise: Advanced Leadership Certification in Infection Prevention

Abstract Background The Certification Board of Infection Control and Epidemiology (CBIC) developed the Advanced Leadership Certification in Infection Prevention (AD-CIP). This portfolio-based assessment indicates professional expertise and leadership in infection prevention and control and healthcare epidemiology. This longitudinal perspective provides valuable insights into an applicant’s achievement beyond a single snapshot assessment. Methods A group of ten IPC subject matter experts (SMEs), along with a psychometric consultant, applied principles of measurement theory and assessment design to ensure the reliability, validity, fairness, and practicality of the assessment. The SMEs met via focus groups to conduct a job task analysis (JTA) of advanced IPC professionals' job roles and responsibilities. The JTA determined the competency areas essential to advanced leadership within IPC. Results The resulting framework targeted specific learning outcomes guided by an existing competency model developed by the Association for Professionals in Infection Control and Epidemiology. Clear guidelines for collecting, organizing, and evaluating portfolio submissions within the scoring rubric were required to establish scoring procedures. Inter-rater reliability analysis was used to assess scoring consistency among multiple raters. A pilot test of the assessment was conducted to identify any issues with the assessment design, instructions, or scoring procedures. The final assessment measures two domains within IPC: leadership and professionalism. Within each domain are subdomains of practice and innovation, change management, quality improvement, and advocacy. Applicants are required to submit supporting evidence indicating how the criteria for each domain and subdomain are met. Conclusion IPC leaders use their skills to establish a clear vision and strategic direction, facilitate change that improves programs and practices, enhance individual and population health, and reduce the risk of infection across the lifespan in all settings. The AD-CIP allows IPC professionals to demonstrate how their leadership has a measurable impact on the profession. Disclosures All Authors: No reported disclosures

The Irreplaceable Role: Exploring the Last Job in IT in the Age of AI

The rapid advancement of artificial intelligence (AI) and automation has transformed industries across the globe, leading to significant disruptions in traditional job roles. The IT sector, as a frontrunner in technological innovation, is particularly affected by these developments. However, amidst the rise of AI-driven automation, certain roles in IT remain irreplaceable due to their reliance on uniquely human capabilities such as creativity, empathy, ethical judgment, and strategic thinking. This paper explores the concept of "The Last Job in IT" by analysing the evolving role of AI in IT professions, identifying jobs most resistant to automation, and hypothesizing what might constitute the final human-centric role in this domain. Through literature reviews, trend analysis, and case studies, the research sheds light on the future of work in IT and provides a roadmap for professionals to future-proof their careers.

Help wanted: attracting and keeping retail employees in today’s competitive market

PurposePersonnel, particularly frontline employees, represent the face of retailers and help promote the brand, enhancing customer loyalty and satisfaction through positive interactions. This research examines retailing versus non-retailing marketing positions to uncover factors that can increase job satisfaction in retail: work environment factors, job characteristics and psychological factors. These factors allow for a holistic view of today’s competitive market that addresses human motivation theory and reveals important insights for attracting and retaining retail talent who can provide compelling, positive experiences for customers.Design/methodology/approachSurvey research provided the means to collect data and compare retailing versus non-retailing marketing positions. A paid online panel of 2,334 marketing and retail professionals yielded 659 completed surveys. To capture workplace experience of retailers and other marketing professionals, the study measured work environment factors (compensation, customers, recognition received, supervisor support and co-workers), job characteristics (performance feedback, power and control, work variety, autonomy and altruistic opportunity) and psychological factors (job stress, work overload, role conflict and job burnout).FindingsThe findings suggest that job characteristics, psychological outcomes, organizational factors, family support and altruistic opportunity affect retail employee satisfaction. These findings offer actionable responses for retailers in their quest to attract and retain retail employees in today’s competitive job market and, in turn, enrich the customer experience journey.Research limitations/implicationsCompetition for the best marketing people to work in retail and avoiding negative interactions between retail employees and customers can be expected to increase brand competitiveness. This research was based on survey responses of individuals in marketing positions suggesting individuals that care about their marketing careers. This research has implications for marketing leadership with regard to critical issues of today’s retail personnel. There is an opportunity to make a difference. Without highly satisfied employees, retail will continue to face challenges in finding and keeping individuals who enhance the customer journey and promote desirable brand experiences. Research consistently shows that when job characteristics, satisfiers and stress are negative aspects of the job, people shift to other jobs that provide more personal career fulfillment (Leider et al., 2016; Stamolampros et al., 2019). Even carefully executed digital marketing, strategic data analytics, aesthetics and promotions cannot drive customers to become raving fans of a retail brand without satisfied employees. Retail personnel are critical as they represent the brand and have a significant impact on the customer experience. With limited resources available to retail management, a priority could be in recruiting and training managers to attract and retain the best retail workers and improve the customer experience. Creating positive customer connections is critical in retail.Practical implicationsPractically, this research provides insight into specific areas that need strategic management action to make retail more appealing.Originality/valueThe study provides an overview and comparison of the key aspects of job satisfaction in retail marketing positions compared with non-retail marketing positions.

A Discussion of Job Satisfaction among Academic Personnel at Al-Imra International University in Mogadishu, Somalia

The main goal of this article was to investigate Job Satisfaction among Academic Personnel at Al-Imra International University in Mogadishu-Somalia. Problem: The job satisfaction of academic staff at Al-Imra International University (AIIU) in Somalia is not well understood, despite its critical role in employee productivity and organizational performance. This research gap is significant, as there is a lack of empirical studies on job satisfaction in the Somali higher education sector. Addressing these issues is crucial for AIIU's long-term success and contributes to broader discussions on workforce management in the Somali higher education landscape. Method: The study was conducted at Al-Imra International University in Mogadishu, Somalia, using a cross-sectional survey design. The research involved 80 academic personnel, including 50 lecturers, 10 associate professors, and 20 academic directors. The data was analyzed using SPSS 27, with frequencies calculated for descriptive analysis. Cronbach's alpha was used to assess the validity and reliability of the study. The study surveyed 59 individuals aged 25-30, with 38.8% being male and 23.3% female. The majority (73.8%) were single, with 43.3% married and 3.8% divorced. The majority (43.8%) were at bachelor, master, or Ph.D. levels, with 55.0%) being lecturers, with 20.0% being associate professors and 25.0% being academic directors. The survey indicates that 22.5% of respondents are dissatisfied with their job roles at Al-Imra International University, with 35.0%) disagreeing that they align well with their skills and career goals, and 36.3% lacking necessary resources, support, and autonomy. The survey results show that a majority of staff at Al-Imra International University are dissatisfied with their current salary, career advancement path, and the university's support for professional development. The majority also disagree with the university's policies and practices that support work-life balance. The majority of staff are not satisfied with the university's support for acquiring new skills and knowledge. Additionally, the majority of staff are not satisfied with the university's policies and practices that support work-life balance. Furthermore, a significant number of students are not satisfied with the ability to balance their academic responsibilities with personal/family commitments. The survey results highlight the need for improved policies and practices to ensure a more balanced and supportive environment for workers at Al-Imra International University. The survey results indicate that 28.7% disagree that job satisfaction positively impacts productivity, while 32.5% disagree and 20.0% are neutral. The majority disagree about job satisfaction contributing to responsibilities, engagement, enthusiasm, commitment, and loyalty to the university. The study evaluates job satisfaction among academic staff at Al-Imra International University in Somalia. Results show significant dissatisfaction with job roles, resources, work environment, and alignment between skills and responsibilities. The study suggests the university needs to review policies and support systems to create a more balanced environment.

Prevalence and severity of anxiety, stress, and depression in long COVID among adults in Barcelona.

The COVID-19 pandemic's long-term mental health implications are increasingly concerning, especially among patients suffering post-acute sequelae of SARS-CoV-2 infection: Long COVID (LC) patients. This study explores the presence and distribution of anxiety, depression, and stress in LC individuals with cognitive complaints in northern Barcelona (Spain). This cross-sectional study involved 155 diagnosed LC individuals from the "Aliança ProHEpiC-19 Cognitiu (APC)" project. Demographic data and health behavior variables were collected, and the Depression, Anxiety, and Stress Scale (DASS-21) was self-administered to assess mental health. Descriptive statistics, chi-squared tests, and Poisson regression models were used for data analysis. 'Severe' stress and 'Extremely Severe' anxiety were prevalent in the sample. There were significant differences in anxiety and depression based on age and job role, with older individuals and non-healthcare workers showing higher relative risks. Our study highlights the significant mental health burden in LC patients, underscoring the need for targeted interventions, especially among adults over 45 years old and non-healthcare workers. Further research is needed to better understand LC's complex mental health impacts and develop effective clinical management strategies.

Differences in the personality factors of specialty field leaders, specialty project managers and general contractor project managers for job role transition in the US construction industry

Differences in the personality factors of specialty field leaders, specialty project managers and general contractor project managers for job role transition in the US construction industry

Impact of a Virtual Reality Intervention on Stigma, Empathy, and Attitudes Toward Patients With Psychotic Disorders Among Mental Health Care Professionals: Randomized Controlled Trial.

Previous studies have found that psychotic disorders are among the most stigmatized mental disorders. Of note, virtual reality (VR) interventions have been associated with improvements in attitudes and empathy and reduced stigma toward individuals with psychotic disorders, especially among undergraduates, but this has not been examined among mental health care professionals. We aimed to evaluate the effectiveness of a newly developed VR intervention for mental health care professionals to improve attitudes and empathy and reduce stigma toward people with psychotic disorders. We conducted a randomized controlled trial and recruited eligible mental health care professionals from a tertiary mental health care institution. Both arms (VR intervention and VR control groups) were evaluated at baseline, postintervention, and 1-month follow up. The evaluation included outcomes related to attitudes (modified attitudes toward people with schizophrenia scale), stigma (social distance scale, personal stigma scale), and empathy (empathetic concern subscale of the Interpersonal Reactivity Index). The experience with the VR intervention was assessed using a user satisfaction questionnaire, and qualitative feedback was gathered. Overall, 180 mental health care professionals participated and completed the study. Both groups showed improvements in attitude, social distance, and stigma scores but not the empathy score following the intervention. The VR intervention group had better user satisfaction than the VR control group. In addition, certain outcome measures were positively associated with specific factors including female gender, higher education level, certain job roles, years of work, and presence of loved ones with a mental disorder. Both the intervention and control VR groups of mental health care professionals showed improvements in attitudes, stigma, and social distance toward people with psychotic disorders. Future longitudinal studies may want to evaluate the impact of VR on caregivers and the public on these same and other outcome measures to reduce stigma and improve empathy toward individuals with psychotic disorders. clinicaltrials.gov NCT05982548; https://clinicaltrials.gov/study/NCT05982548.

Indonesian migrant live-in care workers in rural Taiwan: Making friendships, kinships, and creating social capital overseas

Taiwan serves as a main destination for Indonesian females seeking work as migrant live-in care workers. However, being a migrant worker requires efforts to face challenges and difficulties overseas to achieve family well-being. One of them is utilizing social capital. Studies on social capital among migrants tend to be unisex, with a limited focus on women as the main actors. Therefore, it is crucial to examine how these women create and utilize their social capital to fulfill their needs. This paper examines the form of social capital of Indonesian migrant live-in care workers (LCWs) in Taiwan, highlighting their unique characteristics, given the specific nature of their job roles. Using a phenomenological approach, the study involves in-depth research and direct data collection. Data analysis follows a structured process including data reduction, display, verification, and conclusion. This essay finds a new structure in social capital and migration by positioning women as the main actors. It shows that LCWs primarily rely on bonding social capital, forming strong, exclusive friendships often based on geographical proximity, characterized by long-distance and close-distance patterns. Participation in social groups such as pengajian does not enhance LCWs' social capital, resulting in weak ties within bridging social capital. Additionally, LCWs tend to develop stronger relations with their employers, enabling them to access various resources through linking social capital, which differs from bonding and bridging social capital. This essay concludes that LCWs in Taiwan predominantly utilize bonding and linking social capital to achieve their migration expectations.

Work–Family Interface and Subjective Career Success: The Role(s) of Job Crafting as a Personal Resource

Research shows that work–family experiences, including work–family conflict (WFC) and work–family enrichment (WFE), impact career outcomes. Our study examined the role(s) of job crafting as a personal resource in the relationship between work–family interface and subjective career success (SCS) from the perspective of the JD-R framework. We compared two structural models: a process model (where WFC and WFE were regressed on job crafting and job crafting on SCS) and an antecedent model (where WFE and WFC were directly related to SCS). Results from a sample of 265 South African employees revealed that WFE, WFC, and job crafting related to SCS. Job crafting also indirectly affected the relationships between WFE, WFC, and SCS, emphasizing its role in enhancing career success through a motivational process rather than having a buffering effect. Consequently, employees can be guided to utilize job crafting to empower themselves, align their work–family needs, and achieve their career aspirations.

Demistifying the role of job crafting on the morale of healthcare workers in Nigerian public hospitals

The mass exodus of healthcare workers from the Nigerian healthcare system highlights the urgent need to reevaluate the operational framework. This reevaluation aims to grant healthcare workers greater autonomy to improve their morale and address organizational issues like job dissatisfaction and high turnover. The inability to create new positions or redesign existing roles has contributed to these challenges, necessitating a comprehensive solution. Therefore, this study aims to investigate the impact of job crafting on the moral of healthcare workers in the Nigerian Public Hospitals. It buttressed its argument with Hackman & Oldham’s Job Characteristics Model. All the Doctors and Nurses in the public Secondary Hospitals also known as General Hospitals in Lagos State were used for this study, making a total population of 11,084. The sample size of 725 was determined using Morgan sample size determination table. Quantitative and qualitative methods of analysis were employed. The results of the study show that job crafting has a substantial impact on the morale of healthcare workers in public hospitals. Higher levels of morale and happiness are experienced by healthcare workers who participate in job crafting activities. The crucial elements of job crafting—relational, task, and cognitive—allow healthcare professionals to customise and remodel their work experiences in accordance with their preferences and values. The study recommends that structures be put in place that supports job crafting in the Nigerian healthcare system so as to give a high level of autonomy and flexibility to the healthcare workers thereby boosting their morale for effective and efficient performance.

A Quantitative Analysis of Internal and External Loads in Aviation Firefighting Using a Simulated Scenario.

Aviation firefighting is a strenuous occupation that requires individuals to engage in intense physical activity amidst elevated stress levels and extreme environmental conditions. Despite this, there has been limited investigation regarding the internal and external loads associated with aviation firefighting tasks, which include hose dragging, stair climbing, casualty evacuation, and fire extinguishing in airports and aircrafts. The aim of this study was to examine the internal and external loads placed on aviation firefighters. By identifying these demands, this study seeks to inform the development of targeted training strategies, improve job safety, and lower the risk of musculoskeletal injuries. Sixteen Australian aviation firefighters (35.13 ± 8.2 years) were recruited and assigned specific roles to complete an aircraft firefighting scenario. Measures of heart rate (HR), oxygen consumption (V˙O2), and rating of perceived exertion (RPE) were used to quantify internal load, while measures of completion time and distance travelled were used to quantify external load. The median scenario completion time was 21 min (IQR = 5), with each role travelling a median distance of 245-541 m. During the scenario, median average HR values ranged between 61.1 and 72.0% HRmax and median maximal HR values ranged between 77.8 and 84.4% HRmax. As the only group to record V˙O2, driver firefighters operated at a median average V˙O2 of 49% of their V˙O2max and achieved a median maximal V˙O2 of 78% of their V˙O2max. This study effectively identified the task-specific internal and external loads associated with aviation firefighting, offering valuable insights for developing specific training protocols for firefighters to ensure appropriate physical capacity to perform their job roles safely.

Exploring the readiness to practice of underrepresented healthcare workers: A scoping review.

Studies across the extant literature suggest that less-experienced healthcare workers are more likely to experience adverse outcomes such as burnout, sick leaves, or intend to leave the profession. Thus, one's readiness to practice is an important element that requires more attention. While extensive research exists on the readiness of certain professions like nurses, a notable gap remains concerning other healthcare workers. This study sought to explore studies examining readiness to practice among various underrepresented healthcare workers. We conducted a scoping review to determine the available research related to clinical and nonclinical areas related to the readiness to practice of healthcare workers, excluding physicians and nurses. We examined three databases, MEDLINE, CINAHL, and PsycINFO, from 1 January 2000 to 31 December 2023. Our search focused on readiness to practice among various healthcare professions, whether clinically focused or broadly related to professionalism. Our search identified 41 articles meeting the inclusion criteria from several professions, including but not limited to physiotherapists and occupational therapists, pharmacists, osteopaths/chiropractors, and social workers. Overall, studies differed in assessing readiness to practice with a broad range of identified clinical competencies that varied between professions and regions. Nonclinical skills, such as communication, conflict management, and cultural competence, were common barriers across professions. Despite the heterogeneity in job roles, work settings, and geographical reasons, there is evidence to suggest that new healthcare professionals may be clinically adept but may be lacking in other nonclinical skills that could affect their work and well-being. With early-career healthcare workers particularly vulnerable to adverse outcomes in the workplace, future research should standardize core competencies, including nonclinical skills and well-being-related activities, as a prevention method across various health groups.

Employment dynamics: Exploring job roles, skills, and companies

Employment dynamics: Exploring job roles, skills, and companies

The role of job crafting in linking empowering leadership and job performance

Orientation: Job crafting involves employees proactively shaping their job demands and resources, such as physical or relational job boundaries, leading to positive outcomes such as increased meaningfulness and job performance. Leadership is a key catalyst for job crafting within organisations. This study explores how empowering leadership influences job crafting behaviour and, in turn, impacts job performance.Research purpose: This research aimed to examine the mediating effect of job crafting on the relationship between empowering leadership and job performance (task and contextual performance).Motivation for the study: Limited research has explored how empowering leadership shapes employee job crafting behaviours and their subsequent performance. The mechanisms through which leadership drives job crafting remain underexplored.Research approach/design and method: A quantitative, cross-sectional survey design was used, with data collected from 261 employees.Main findings: Mediational analyses supported the hypotheses. All job crafting dimensions, except for decreasing hindrance demands, mediated the relationship between empowering leadership and job performance.Practical/managerial implications: Organisations should foster autonomy, power-sharing, and developmental support to encourage employees to proactively shape their jobs, enhancing performance outcomes.Contribution/value-add: This study highlights empowering leadership as a key antecedent to job crafting behaviour and underscores its role in promoting proactive workplace behaviours and improved performance.

Causal effects of promotion to managerial positions on mental health and satisfaction in Japanese male workers.

We estimated the static and dynamic effects of promotion to managerial positions on mental health and satisfaction using the recent estimation method; we addressed the gap in extant research by considering the heterogeneity in treatment timing to reconfirm evidence regarding the causal effects of promotion. We used a modified estimation method of two-way fixed effects recommended by (Callaway and Sant'Anna, J Econom 225:200-230, 2021). To check for robustness, we compared the analyses using propensity sample matching, an alternative treatment timing heterogeneity-robust analysis, and a normal two-way fixed effects event study. We used four years of complete panel data on a sample of 1454 Japanese males (5816 overall). The results indicated that becoming a manager worsened mental health with a two-year lag. We tested the effects of promotion to managerial positions on variables shown in previous studies to have negative effects on mental health (e.g., increased working hours) and positive effects (e.g., increased job role clarity) as outcomes to explore the mechanisms. Some of both variables indicate statistical significance. These results were robust. The promotion to managerial positions deteriorated mental health with a two-year lag. Promotion to managerial positions exhibited both positive and negative effects. The findings have potential implications for firms' human resources allocation.

Illegitimate Tasks in Academia: A Phenomenological Study on the Experiences of Social Science Academics

The concept of “illegitimate tasks” (ILT) refers to tasks assigned to employees that fall outside their professional role definitions and are perceived as unnecessary or unreasonable. ILT has gained attention as a stress-inducing factor affecting employees’ well-being and sense of self, distinguishing it from other occupational stress sources. This study explores how social science academics in Türkiye perceive and experience ILT, their coping mechanisms, and the individual and organizational implications. A phenomenological study was conducted with 40 academics from various levels and institutions through semi-structured, in-depth interviews. Findings reveal that most participants view their profession as encompassing lecturing and research, with irrational tasks being more frequent than unnecessary ones. Research assistants and assistant professors bear the heaviest burden of such tasks. ILT causes were categorized into two groups: those related to human resource capacity and those stemming from organizational processes. ILT results in relational issues (deteriorating relationships, reduced tolerance), physiological effects (sleep problems, fatigue), psychological impacts (anger, worthlessness, depressive moods), and work-related consequences (role conflict, diminished reputation, reduced commitment). Addressing ILT requires supervisors to offer social support through clear communication, define job roles at the institutional level, and ensure fair task distribution. This study contributes to the ILT literature by examining its antecedents, effects, and mitigation strategies in academia.

Understanding unit-based nurse leader experiences in a psychoeducational group program: a qualitative study

BackgroundA psychoeducational group program for nurse leaders was developed based on the four themes of resilience, insight, self-compassion, and empowerment and involves therapeutic processing with a licensed mental health professional to alleviate burnout symptoms and protect wellbeing. The program was tested in a randomized controlled trial, which included a qualitative component to examine unit-based nurse leaders' perspectives of their job role and their experiences in the psychoeducational group program.MethodsOnline semi-structured interviews with 18 unit-based nurse leaders were conducted after completion of the program. Thematic analysis using the six-step process identified by Braun and Clarke resulted in the establishment of final themes.ResultsThree primary themes emerged from the data analysis: emotional and mental wellbeing, relationships and social support, and professional experiences. There were nine sub-themes, which included temporal exploration of the themes before, during, and after the program as participants experienced transformation and growth. Findings illustrate that unit-based nurse leaders contend with many workplace stressors that impact their mental health. The psychoeducational group program enabled participants to prioritize self-care, contributed to participants feeling empowered to make positive changes in their work and home lives, and fostered a sense of connection and belonging. Participants also expressed a perceived improvement in their ability to be effective leaders.ConclusionsThese qualitative findings can help guide future implementation efforts of wellbeing programs for unit-based nurse leaders.

Challenges for first contact physiotherapists' managing sickness absence: Consensus development using the nominal group technique.

To identify the challenges and key learning and development needs of First Contact Physiotherapists (FCPs) providing fitness for work and sickness absence certification from Occupational Health physiotherpists' viewpoints. An online modified version of the Nominal Group Technique. A convenience sample of 21 expert occupational health physiotherapists as participants whose substantive job role was within a public or private UK based occupational health provider. Consensus on each competency was defined a priori as an agreement of more than 60%. Nine items ultimately reached the required 60% threshold consensus level from the Occupational Health expert group for Question 1 on the challenges involved in providing fitness for work and sickness absence certification. Of these items, five reached full consensus; two of which ('Time' and 'Lack of knowledge') were deemed the most important items. For Question 2 on the learning and development needs, six items reached full consensus from the group (100% of participants that ranked an item) and two of these items ('Work conversations' and 'Training in Occupational Health topics') both reached full consensus from the group and were deemed the most important items. Most employees in the UK do not have access to Occupational Health services. Fit Notes can be an important vehicle to provide work-related, fitness for work and sickness absence advice to help prevent long-term sickness absence. This study provides insights into some barriers and educational development needs of FCPs in primary care, as judged by an expert Occupational Health physiotherapy group.

MENGEFEKTIFKAN PENGELOLAAN ASET DAERAH MELALUI PEMBELAJARAN ORGANISASIONAL: Mediasi Job Crafting sebagai Faktor Kunci

This study aims to explore the role of organizational learning and job crafting in enhancing the effectiveness of asset management in South Konawe Regency. The primary issue addressed is the low effectiveness in asset management aspects, such as planning, procurement, utilization, assessment, and administration. This research examines how individuals, through job crafting, can improve asset management performance and support more effective organizational learning. Data were collected through in-depth interviews, document studies, and observations at the Regional Financial and Asset Management Agency, as well as related agencies such as the Education and Health Offices. The findings indicate that limited organizational learning and a lack of policies supporting collaboration and the use of technology hinder asset management effectiveness. Job crafting, focusing on task crafting, relational crafting, and cognitive crafting, can improve collaboration and enhance employees' understanding of their contributions to organizational goals. This study suggests that policies should better support team-based learning, technology, and cross-unit collaboration. Leadership must also promote job crafting implementation to boost employee motivation and commitment to more efficient asset management. This research is expected to provide a foundation for better policies and encourage more efficient and sustainable asset management practices in the future.

Employee Job Crafting Behaviour and its Antecedents: A Study of Psychological Safety, Psychological Autonomy, and Task Competence

AbstractProactive employee behaviour (e.g., job crafting) and aligning jobs with abilities, needs, and preferences have been accorded with the potential for several organisationally desirable outcomes. This study addresses two gaps in the existing literature: the lack of empirical research on the inherent predisposition of psychological safety (PS), psychological autonomy (PA), and task competence (TC) to JCB and the limited investigation of the underlying mechanisms in these relationships. This study uses job demands-resources theory to examine the influence of PS, PA, and TC on JCB and the moderating role of job crafting self-efficacy in these relationships. A statistical regression test (aided by Process Micro) was applied to the data. The study found that task competence and psychological autonomy significantly influenced job-crafting behaviour, while psychological safety did not. Job crafting self-efficacy moderated these effects, with psychological safety being more impactful when self-efficacy is low. This study contributes to understanding JCB’s antecedents and boundary conditions, and the job demand-job resource theoretical model is a valuable organisational factor needed to address this knowledge gap, thus providing insights for theory-building and practical interventions. As JCB and its proposed antecedents are malleable, this study highlights the potential resources to improve JCB in the workplace.