Does work engagement increase person–job fit? The role of job crafting and job insecurity

Lu, Changqin; Wang, Haijiang; Lu, Jingjing; Du, Danyang; Bakker, Arnold B.

doi:10.1016/j.jvb.2013.12.004

Cited by 294 publications

(275 citation statements)

References 53 publications

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“…In the case of an initial mismatch, work engagement and the will to adapt to the skills needed for the job can contribute to an increase in the person-job fit by proactively crafting ones job (Lu et al, 2014). Openness to experience and extraversion have been found to relate positively to career change and to improved job security as well as job satisfaction (Carless and Arnup, 2011).…”

Section: Resultsmentioning

confidence: 99%

The impact of within country heterogeneity in vocational specificity on initial job matches and job status

Vogtenhuber

2014

Journal of Vocational Behavior

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This paper analyses the impact of vocational specificity on school-to-work transitions in terms of initial job mismatches and socioeconomic status at the individual level. Considering heterogeneity amongst the various qualifications in Austria, the study finds that the positive impact of specificity on initial labour market placement known from cross-country research also holds within the highly stratified Austrian system in which various vocational specialisations are provided at the upper secondary level. Independent of the level and field of the qualification obtained, vocational specificity facilitates initial labour market placement, resulting in a reduced mismatch risk and an increase in initial jobs status. In the course of subsequent labour market adjustments, however, holders of general qualifications attain higher status gains when changing jobs. Likewise, the overqualified can make up for a good part of their initial status penalty on labour market entrance through job changes. Implications for policy and practice are discussed.2

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Section: Resultsmentioning

confidence: 99%

The impact of within country heterogeneity in vocational specificity on initial job matches and job status

Vogtenhuber

2014

Journal of Vocational Behavior

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“…By influencing with whom they interact while doing their job they will also satisfy their need for relatedness (Tims et al 2013). Moreover, job crafting also seems to have the potential to enhance work-related flow, because it increases the fit between challenges and skills (Lu et al 2014), and mobilizes the job resources needed to deal with the challenges.…”

Section: Job Craftingmentioning

confidence: 99%

Flow at Work: a Self-Determination Perspective

2017

Self Cite

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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.

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“…However, we lack knowledge on the appropriate time lag to examine changes in FTP and job crafting behaviour. To date, longitudinal studies on FTP and job crafting used time lags as short as 2 and 3 months (Lu et al, 2014;Tims et al, 2013a;Zacher & de Lange, 2011). We used a longer time lag because substantial changes in FTP are more likely to occur across a longer time frame.…”

Section: Procedures and Participantsmentioning

confidence: 99%

“…Until now, studies on job crafting have particularly focused on the outcomes of job crafting, demonstrating that job crafting is positively associated with person-job fit (Chen, Yen, & Tsai, 2014;Lu, Wang, Lu, Du, & Bakker, 2014), employability, work engagement, and performance (Petrou, Demerouti, Peeters, Schaufeli, & Hetland, 2012;Tims et al, 2012). The antecedents of job crafting have received far less attention.…”

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confidence: 99%

The influence of future time perspective on work engagement and job performance: the role of job crafting

Kooij

Tims

Akkermans

2016

European Journal of Work and Organizational Psychology

110

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Does work engagement increase person–job fit? The role of job crafting and job insecurity

Cited by 294 publications

References 53 publications

The impact of within country heterogeneity in vocational specificity on initial job matches and job status

The impact of within country heterogeneity in vocational specificity on initial job matches and job status

Flow at Work: a Self-Determination Perspective

The influence of future time perspective on work engagement and job performance: the role of job crafting

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