Job Crafting and Performance: Literature Review and Implications for Human Resource Development

Lee, Jae Young; Lee, Yunsoo

doi:10.1177/1534484318788269

Cited by 117 publications

(133 citation statements)

References 74 publications

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“…Finally, professional associations could launch a series of initiatives aimed at raising the awareness of job crafting issues not only for their affiliates but also for their HR managers. Given that many professionals work in organisations such as professional service firms, it is important to study HR practices for managing knowledgeable workers in organisations (Swart & Kinnie, ), and the HR manager is the most suitable role within organisations to stimulate and guide workers towards job crafting practices (Lee & Lee, ). Through an understanding of the relationship between job crafting and performance, HR managers can help employees and professionals to find the meaning of their work through mentoring or coaching opportunities or by sharing successful cases and experiences.…”

Section: Discussionmentioning

confidence: 99%

Cognitive job crafting: A possible response to increasing job insecurity and declining professional prestige

Buonocore

Gennaro

Russo

et al. 2020

Human Res Mgmt Journal

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Recent research has shown that job crafting, which describes individuals' attempts to craft a job to make it correspond more to personal inclinations, skills, and abilities, can generate significant work and nonwork benefits for individuals. Using the theoretical lens of activation theory, we examined whether professionals are prompted to cognitively craft their jobs in response to the increasing perception of precarisation of their profession, measured in terms of job insecurity and perceived external prestige. We adopted a mixed methods approach among professional accountants operating in Southern Italy and the results indicated the presence of two curvilinear relationships. More specifically, we found that accountants were more likely to engage in cognitive crafting when experiencing moderate levels of job insecurity (rather than high or low) and in the presence of both low and high levels of perceived external prestige (rather than a moderate level). Implications for theory and practice are discussed.

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Section: Discussionmentioning

confidence: 99%

Cognitive job crafting: A possible response to increasing job insecurity and declining professional prestige

Buonocore

Gennaro

Russo

et al. 2020

Human Res Mgmt Journal

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“…expansion-/promotion-/ approach-focused or seeking resources and challenges) is beneficial (Bruning & Campion, 2018;Demerouti, Bakker, & Halbesleben, 2015;Lichtenthaler & Fischbach, 2018;Rudolph, Katz, Lavigne, & Zacher, 2017;Weseler & Niessen, 2016). However, crafting aiming at reducing the scope of the job (reducing/decreasing demands or contraction-/prevention-/avoidance crafting) is rather detrimental as it is considered as a reactive way to protect one's health (Demerouti & Peeters, 2018), which may help to prevent employees' exhaustion but does not act as a motivator (Lee & Lee, 2018). Rather it indicates withdrawal behavior (Lee & Lee, 2018) and an avoidance strategy (Bruning & Campion, 2018).…”

Section: Studymentioning

confidence: 99%

“…However, crafting aiming at reducing the scope of the job (reducing/decreasing demands or contraction-/prevention-/avoidance crafting) is rather detrimental as it is considered as a reactive way to protect one's health (Demerouti & Peeters, 2018), which may help to prevent employees' exhaustion but does not act as a motivator (Lee & Lee, 2018). Rather it indicates withdrawal behavior (Lee & Lee, 2018) and an avoidance strategy (Bruning & Campion, 2018).…”

Section: Studymentioning

confidence: 99%

“…Job crafters may be better at fulfilling the formal job requirements (Goodman & Svyantek, 1999), because they ask for feedback or help during the process of task fulfillment and take on challenging assignments. On the contrary, decreasing demands has been found to negatively predict both in-role performance (Gordon, Demerouti, Le Blanc, & Bipp, 2015;Petrou et al, 2015) and extra-role performance because it reduces the scope of the job and indicates withdrawal behavior (Lee & Lee, 2018).…”

Section: Studymentioning

confidence: 99%

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The value of job crafting for work engagement, task performance, and career satisfaction: longitudinal and quasi-experimental evidence

Dubbelt

Demerouti

Rispens

2019

European Journal of Work and Organizational Psychology

148

127

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We examine how job crafting (i.e. seeking resources, seeking challenges, decreasing demands) increases the person-job fit of employees. In Study 1, we studied job crafting's effects over time. 111 employees filled out a questionnaire at two time points with 6 months in between. We found that seeking resources behavior at Time 1 positively affected work engagement, task performance, and career satisfaction at Time 2. Decreasing demands at Time 1 negatively affected work engagement, task performance, and career satisfaction at Time 2. In Study 2, we tested a job crafting intervention using a quasi-experimental design (i.e., intervention group, N = 60, and a control group, N = 59). The intervention was successful, as participants in the intervention group increased seeking resources and decreasing demands behaviors. Furthermore, seeking resources behavior was the main driver of increased participants' work engagement, task performance, and career satisfaction.

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“…Understanding how employees learn from their social connections may be as important as understanding who they are and what their jobs look like. While meta-analyses and review articles already exist in the area of job crafting (i.e., [4,5,7,15]), a comprehensive review of social factors and job crafting is still absent. To our knowledge, Tims and Parker (2020) [16] took such an endeavor but their attention was limited to how colleagues respond to the crafter's behavior.…”

Section: Introductionmentioning

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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Job Crafting and Performance: Literature Review and Implications for Human Resource Development

Cited by 117 publications

References 74 publications

Cognitive job crafting: A possible response to increasing job insecurity and declining professional prestige

Cognitive job crafting: A possible response to increasing job insecurity and declining professional prestige

The value of job crafting for work engagement, task performance, and career satisfaction: longitudinal and quasi-experimental evidence

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

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