Can job crafting reduce job boredom and increase work engagement? A three-year cross-lagged panel study

Harju, Lotta K.; Hakanen, Jari; Schaufeli, Wilmar B.

doi:10.1016/j.jvb.2016.07.001

Cited by 217 publications

(244 citation statements)

References 58 publications

Supporting

Mentioning

216

Contrasting

Unclassified

Order By: Relevance

“…Moreover, Karatepe & Eslamlou, (32) mentioned when employees redesign their jobs through increasing social job resources, they take advantage of social support emerging from colleagues and manage inside needs and problems successfully. Similarity, Harjuet al, (33) found increasing social job resources and seeking challenges would predict future crafting behaviors and can improve and sustain employee well-being.…”

Section: Resultsmentioning

confidence: 66%

“…Thus, Harjuet al, (33) pointed to job crafting may involve a balancing mechanism that enables employees to continue accumulate resources and challenges to promote and protect their well-being. This is the same line ofVogt et al, (34) who concluded when employee crafting their jobs via job resources and challenging job demands, can obtain additional social support from their pursers and colleagues.…”

Section: Resultsmentioning

confidence: 99%

See 1 more Smart Citation

Job crafting and Work Involvement as a Mediator to Promote Head Nurses' Organizational Citizenship Behavior at Mansoura University Hospitals

Mahmoud

2017

IJND

View full text Add to dashboard Cite

Section: Resultsmentioning

confidence: 66%

Section: Resultsmentioning

confidence: 99%

Job crafting and Work Involvement as a Mediator to Promote Head Nurses' Organizational Citizenship Behavior at Mansoura University Hospitals

Mahmoud

2017

IJND

View full text Add to dashboard Cite

“…Similarly, Moon, Youn, Hur, and Kim () found that employees' spirituality at work, which enables employees to assign meaning to their work experiences, was positively related to approach crafting through increased intrinsic work motivation. For energized to motivation, several empirical studies have found positive relationships between work engagement, an activated positive affect, and approach crafting after 1 month (Tims, Bakker, & Derks, ), 3 months (Lu et al, ; Zeijen, Peeters, & Hakanen, ), 3 years (Harju, Hakanen, & Schaufeli, ), and 4 years (Hakanen, Peeters, & Schaufeli, ). Similar to work engagement, workaholism involves feelings of absorption in one's work and is positively related to approach crafting, although the motivation of workaholism is compulsive rather than intrinsic (Hakanen et al, ; Zeijen et al, ).…”

Section: A Synthesized Nomological Network Of Antecedents and Consequmentioning

confidence: 99%

Reorienting job crafting research: A hierarchical structure of job crafting concepts and integrative review

2018

View full text Add to dashboard Cite

Summary Two dominant perspectives of job crafting—the original theory from Wrzesniewski and Dutton () and the job demands resources perspective from Tims, Bakker, and Derks ()—remain separate in research. To synthesize these perspectives, we propose a three‐level hierarchical structure of job crafting, and we identify the aggregate/superordinate nature of each major job crafting construct. The first level of the structure is job crafting orientation, or approach versus avoidance crafting, which we argue is an essential yet often neglected distinction in the literature. We address the debate surrounding cognitive crafting and identify crafting form (behavioral versus cognitive crafting) as the next hierarchical level of constructs. Finally, we concur that job resources and job demands, or crafting content, capture different ways that individuals craft their jobs. Using this integrated hierarchical structure, we were able to review antecedents and outcomes from both perspectives. We show, for example, that approach crafting in its behavioral form is very similar to other proactive behaviors in the way it functions, suggesting a need for closer synthesis with the broader proactive literature, whereas avoidance crafting appears to be less proactive and often dysfunctional. On the basis of our review, we develop a road map for future research.

show abstract

“…Furthermore, Harju et al (2016) found that seeking challenges at work prevents boredom, an unpleasant state of passiveness that is characterized by attention difficulties and a distorted sense of time. Other studies have confirmed that job crafting in the form of increasing challenges and resources is positively related to otherratings of task performance , and objective indicators of performance (Gordon et al 2017).…”

Section: Job Craftingmentioning

confidence: 99%

Flow at Work: a Self-Determination Perspective

2017

View full text Add to dashboard Cite

Flow at work refers to a short-term peak experience that is characterized by absorption, work enjoyment, and intrinsic work motivation, and is positively related to various indicators of job performance. In an organizational context, research has predominantly focused on situational predictors of flow -including challenge job demands and resources. In this article, we propose that workers may also proactively create their own optimal experiences. We use self-determination theory to argue that all human beings have basic needs for autonomy, competence, and relatedness, as well as an inherent tendency towards proactivity and growth. We propose that workers may use four self-determination strategies to satisfy their basic needs, facilitate flow experiences, and, in turn, increase their job performance: self-leadership, job crafting, designing work to be playful, and strengths use. Furthermore, we argue that factors within the organizational context -such as human resource practices and leadership, as well as personal resources -such as self-efficacy and optimism, moderate the effectiveness of these strategies. Implications for theory, research, and practice are discussed.

show abstract

Can job crafting reduce job boredom and increase work engagement? A three-year cross-lagged panel study

Cited by 217 publications

References 58 publications

Job crafting and Work Involvement as a Mediator to Promote Head Nurses' Organizational Citizenship Behavior at Mansoura University Hospitals

Job crafting and Work Involvement as a Mediator to Promote Head Nurses' Organizational Citizenship Behavior at Mansoura University Hospitals

Reorienting job crafting research: A hierarchical structure of job crafting concepts and integrative review

Flow at Work: a Self-Determination Perspective

Contact Info

Product

Resources

About