Exploring antecedents and consequences of job crafting

Kim, Haemi; Im, Jinyoung; Qu, Hailin

doi:10.1016/j.ijhm.2018.02.014

Cited by 115 publications

(114 citation statements)

References 61 publications

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“…Above, we reviewed the antecedents and outcomes of behavioral forms of crafting because this has been the focus of the vast bulk of crafting research. In the rare empirical studies focused on cognitive crafting, Kim et al () found that autonomy, perceived organizational support and creative self‐efficacy were positively related to approach crafting (cognitive), which is similar to results on behavioral types of approach crafting. With regard to the outcomes, approach crafting (cognitive) was positively related to employee needs‐supplies fit (Niessen et al, ), job satisfaction (Kim et al, ), and well‐being (Slemp & Vella‐Brodrick, ), but not to task performance (Weseler & Niessen, ).…”

Section: A Synthesized Nomological Network Of Antecedents and Consequmentioning

confidence: 64%

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

2018

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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.

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Section: A Synthesized Nomological Network Of Antecedents and Consequmentioning

confidence: 64%

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

2018

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“…For example, research found that individual personality, self-efficacy, self-competence, and demographics of age and gender may influence job crafting [4,32,33]. Job characteristics of job autonomy, job enlargement, task significance, and task identity are positively related to employee job crafting [34,35].…”

Section: Antecedents Of Job Crafting: Social Factorsmentioning

confidence: 99%

The Impact of Social Factors on Job Crafting: A Meta-Analysis and Review

Wang

Shi

2020

IJERPH

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Despite the considerable focus on job characteristics and individual differences in job crafting research, the influence of social factors on job crafting has not been well-acknowledged. Based on social interaction and job crafting literature, this meta-analysis estimates the associations between social factors (i.e., organizational insiders and outsiders) and job crafting, and how these social factors contribute to employee outcomes through their job crafting. Based on a sample of 51 empirical studies that included 54 independent samples (N = 17,863), we found that social factors of positive leadership styles (e.g., empowering and transformational) and coworker support were positively related to employee job crafting. Moreover, leadership showed a stronger correlation with employee job crafting than coworker support and Leader-Member-Exchange (LMX). Further, our study showed that employee job crafting positively mediates the relationships between social factors and work outcomes (e.g., job performance and well-being). Our study contributes to job crafting literature by integrating social factors into the job crafting model and demonstrating that the social context of work (in particular organizational insiders) plays a crucial role in shaping employees’ job crafting behavior. We also emphasize the critical role that job crafting plays in transmitting valuable social resources into improved work outcomes. Building on our results, we provide future direction for job crafting research and discuss how our results can imply practice in terms of job crafting training.

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“…Finally, cognitive crafting indicates changes over the employees' approaches to their jobs and perceptions relating to their work tasks (Wrzesniewski & Dutton, 2001). Employees review and shape the main purpose of their jobs as a whole by modifying cognitive boundaries (Kim, Im, & Qu, 2018). These three forms of job crafting signify particular ways in which employees make proactive alterations and help them to hinder work dissatisfaction and meaninglessness (Wrzesniewski et al, 2013;Slemp & Vella-Brodrick, 2014).…”

Section: Job Craftingmentioning

confidence: 99%

“…As a result, employees having ability and opportunity to craft their job tend to cultivate positive organizational outcomes such as positive sense of meaningfulness and work identity (Wrzesniewski & Dutton, 2001;Tims et al, 2016), organizational commitment (Rofcanin et al, 2016), employee retention (Tims & Bakker, 2010), job satisfaction (de Beer, Rudolph et al, 2017), psychological health (Slemp & Vella-Brodrick, 2013;Slemp et al, 2015;Kerse, 2017), work performance (Leana, Appelbaum, & Shevchuk, 2009;, and work engagement Rudolph et al, 2017;Uysal, Özçelik, & Uyargil, 2018). As a specific form of proactive behavior job crafting, in turn, may help the employees to have a better fit with their jobs, show better performance, commit to their jobs, and be satisfied (Kim et al, 2018). Even though job crafting is not the remedy for all organization problems, it has importance for organizations to manage it in such a way that it has advantageous effects on the organizations and the employees (Demerouti, 2014).…”

Section: Job Craftingmentioning

confidence: 99%

The Relationship Between Job Crafting and Organizational Identification: The Mediating Role of Affective Well-being

Kilic¹,

Tatar²,

Erdil³

2020

berj

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The aim of this study is to examine the relationship between job crafting and organizational identification along with investigating the mediating role of affective well-being in this relationship. Data gathered from 238 public and private sector employees in Turkey through the survey method was subjected to factor, reliability, convergent and discriminant validity analyses through structural equation modelling. Additionally, the mediating role of affective well-being was tested using PROCESS macro for SPSS. As a result, it was concluded that all aspects of job crafting positively related to positive affection while only task crafting and cognitive crafting were significantly related to negative affection. Besides, positive affection has a positive impact on organizational identification while negative affection has a negative impact. In terms of mediation analyses, positive affection has a partially mediating role in the relationship between all aspects of job crafting and organizational identification while negative affection partially mediates the relationship between task crafting/cognitive crafting and organizational identification.

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Exploring antecedents and consequences of job crafting

Cited by 115 publications

References 61 publications

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

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

The Impact of Social Factors on Job Crafting: A Meta-Analysis and Review

The Relationship Between Job Crafting and Organizational Identification: The Mediating Role of Affective Well-being

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