How task, relational and cognitive crafting relate to job performance: a weekly diary study on the role of meaningfulness

Abstract

Job crafting has gained prominence in research and organizational practice as an important work behaviour that can cultivate positive workplace outcomes. The present study uses job crafting theory to argue that experienced meaningfulness plays a mediating role in the link between task, cognitive and relational crafting behaviours and peer-ratings of job performance over time. Additionally, this study validates the weekly version of the Job Crafting Questionnaire (JCQ). A total of 134 employees participated in a weekly diary study over the course of three weeks (N = 402 observations). Results of multilevel confirmatory factor analyses showed that the JCQ has a three-factor structure, and differentiates between task, cognitive and relational crafting. Consistent with predictions, cognitive crafting indirectly influenced both peer-rated in-role and extra-role performance through meaningfulness, while task crafting had a partial indirect relationship with peer-rated in-role performance. We also found that relational crafting significantly predicted peer-rated extra-role performance. In addition, crafting in previous weeks increased meaningfulness and job performance in subsequent weeks. We conclude that job crafting is an important means for improving individual and organizational outcomes and that cognitive crafting specifically is an important workplace behaviour in achieving meaningfulness at work.

Job Crafting and Work Engagement: The Mediating Role of Work Meaning

“…In addition, cognitive crafting is particularly outstanding among them since it shows a closer relationship with work meaning in comparison to the rest of the dimensions. These results support those presented by Geldenhuys et al [ 58 ] in a study in which, on a weekly basis, cognitive crafting was shown to be a predictor of higher levels of meaningfulness. In a complementary manner, the dimensions of increasing challenging job demands and increasing structural job resources were found to be the JCS dimensions that showed a stronger relationship with work meaning.…”

Positive work reflection during the evening and next‐day work engagement: Testing mediating mechanisms and cyclical processes

“…Relatedly, researchers in the context of job crafting have argued that changing the way one perceives one's job (e.g. tasks, relationships) changes experienced meaningfulness (Berg, Dutton, & Wrzesniewski, 2013 ;Geldenhuys, Bakker, & Demerouti, 2020). Accordingly, focusing on a positive view of one's job-as is the case during positive work reflection-should increase experienced meaningfulness.…”

How does proactive personality promote calling at work? A dual-path mediation model

“…Proactive employees will actively engage in proactive behavior such as job crafting by changing their work according to their preferences which increase workplace fit, revise the meaning of their work, and change their job identity (Bakker et al, 2012;Niessen et al, 2016). Through job crafting, employees can be actively involved in designing their job and align it with their needs to reach the organizational goal (Geldenhuys et al, 2020). Based on the CCT perspective, job crafting is an adapting response in which employee is engaged to cope with and adapt to changing career conditions or choices regarding their work to attain meaningfulness in their job (Petrou et al, 2015;Savickas & Porfeli, 2012).…”