Improving Employee Mental Health Through an Internet-Based Job Crafting Intervention

Abstract

This article examined the impact of an online job crafting intervention (JCI) on employees’ ill-being and well-being at work, as measured by irritation and job satisfaction. To address this question, this study used an experimental design with randomized intervention and control groups. Recruited subjects ( N = 208) participated in a four-week web-based JCI, which consisted of one training session and three reflection sessions. The study outcomes were measured at three time points: before the intervention (premeasurement), a week after the intervention (postmeasurement), and four weeks after the intervention (follow-up measurement). The intervention led to a decline in irritation levels in the intervention group at both postmeasurement and follow-up measurement compared to the premeasurement and control group. No impact on job satisfaction was found. Web-based JCIs in the workplace provide the potential to alleviate symptoms of psychological malfunctioning.

Fostering study crafting to increase engagement and reduce exhaustion among higher education students: A randomized controlled trial of the STUDYCoach online intervention

“…However, more recently, Verelst et al (2021) tested an electronic job crafting intervention and concluded that it represents an effective alternative to traditional interventions based on the observation of significant increases in job crafting following the tested intervention. Elsewhere, testing an online intervention as part of the EngAGE‐Coach program, Uglanova and Dettmers (2022) recorded a significant reduction in irritation among participants of the intervention group.…”

Working from home during COVID-19: boundary management tactics and energy resources management strategies reported by public service employees in a qualitative study

“…Additionally, other studies refer to the protective function of job crafting for employees’ mental health, e.g. by reducing exhaustion [ 25 , 29 , 30 ]. If the categories are integrated in the JDR model, the blurred work and life domains impact employees as a job demand when WFH, while boundary management and energy resources management can function as strategies to reduce exhaustion.…”

“…In general, job crafting behavior has been found to be a protective factor for employees’ mental health [ 25 ] due to the reduction of psychological distress [ 22 , 26 ], burnout [ 27 , 28 ], and exhaustion [ 29 , 30 ]. For an overview of the positive outcomes of job crafting on employees’ health and mental health such as effects on well-being, resilience, vitality, reduced fatigue, reduced distress [ 13 , 14 ].…”

From job crafting to home crafting and back again: A shortitudinal study on the spillover between job and home crafting

“…More specifically, to promote job crafting, organizations could offer both online and offline intervention approaches as both forms were shown to be effective in increasing job crafting (Uglanova & Dettmers, 2022; Van Wingerden et al, 2017; Verelst et al, 2021). Furthermore, given that crafting is related to leadership, supervisors should lead by example, grant employees the autonomy to craft their jobs, and transfer effective home crafting behaviours to the work domain (Wang et al, 2016).…”

“…For example, employees may proactively attempt to change the characteristics of their jobs in order to balance their demands and resources with their abilities and needs; that is, they may engage in job crafting to achieve optimal functioning (Tims et al, 2012;Wrzesniewski & Dutton, 2001). Recent meta-analyses (Boehnlein & Baum, 2020;Lichtenthaler & Fischbach, 2018;Rudolph et al, 2017) and intervention research (Oprea et al, 2019;Uglanova & Dettmers, 2022) confirmed that job crafting is indeed beneficial for employee well-being, engagement, and performance.…”