Job crafting interventions: what works, for whom, why, and in which contexts? Research protocol for a systematic review with coincidence analysis

Abstract

Background Recent challenges in the working world that resulted from the pandemic and technological advances have underlined the importance of flexibility in how jobs are designed. Job crafting (JC) refers to self-initiated changes that employees introduce to their jobs to optimize their job design and increase the fit between the job and their needs and preferences. These behaviors can be stimulated by job crafting training interventions, which aim to change how individual employees design, organize, or manage their work. However, since the interventions are implemented in various ways, we do not know which context and intervention factors are necessary or sufficient to achieve desired outcomes. Without this knowledge, benefitting from the potential of job crafting interventions is limited. The overall aim of this project will be to investigate what combinations of context, intervention, and mechanism factors are linked with effective JC interventions. Specifically, we will detect what factors are minimally sufficient and/or necessary to produce a successful JC intervention, how they combine, as well as what are the multiple alternative paths to their success. Methods We will perform a systematic review of the JC interventions literature combined with coincidence analysis (CNA). We will search electronic databases of journals and utilize Rayyan software to make decisions regarding inclusion. Data regarding context (e.g., fit), intervention (e.g., types of activities), mechanisms (e.g., intention implementation), and outcomes (e.g., employee well-being, job performance) will be extracted using a pre-piloted form and coded into a crisp-set (factor present vs. absent). Analyses will be carried out using the CNA package in R. Discussion This review will address gaps in knowledge about the context, intervention, and mechanism-related factors that may impact the effects of JC interventions. Consequently, this review will help develop a program theory for JC interventions that explains what works, how and under which circumstances. Applying CNA to synthesize these complex solutions across multiple studies provides an innovative method that may be used in future review attempts evaluating the implementation of interventions. Finally, our synthesis will provide knowledge relevant to organizational practitioners and scholars who want to implement JC interventions. Trial registration https://osf.io/2g6yx

Job Crafting Antecedents and Consequences: Evidence from Jordanian Universities

“…Thus, the actual needs could be figured out and developed; on the other hand, exceptional performance should be rewarded to enhance the continuous learning experience, which eventually encourages them to craft their jobs. Finally, considering the context when suggesting any interventions or supportive strategies to enhance job crafting is crucial as these interventions vary across sectors (Roczniewska, et al, 2023) and countries (Roczniewska, et al, 2023). Thus, given the scarcity of studies within the academic organization within Arab contexts, this study has a vital contribution.…”

“…Most research neglects to address the conditions and antecedents necessary to support employees in crafting their jobs. Further, given the increasing attention regarding job crafting and its benefit to organizations, there is still a lack of studies that examine the proper interventions to enhance job crafting implementation, and according to Roczniewska, et al (2023), some studies are only theoretically oriented. This proposed model as a system crafting theory attempts to close this gap by exploring and testing such significant antecedents to job crafting (Nielsen and Abildgaard, 2012), particularly focusing on antecedents related to a) supportive learning environments and b) leadership that reinforces learning among employees (Melhem, 2011).…”

The Effect of Job Autonomy on Job Redesign Behavior: The Mediating Role of Psychological Capital

“…Organizations and employees need to maintain a high level of flexibility to respond to changing work demands and market conditions. Many employees use spontaneous behaviors to redefine and craft work content, optimize interpersonal relationships, and improve their job perceptions, which may lead to higher satisfaction and flexibility (Roczniewska et al, 2023).…”

Job Autonomy and Work Meaning: Drivers of Employee Job-Crafting Behaviors in the VUCA Times

“…Organizations and employees need to maintain a high level of resilience in order to respond to changing work demands and market environments. Many employees redefine and craft work content, optimize interpersonal relationships, and improve their jobs perceptions through spontaneous behaviors, which may lead to higher satisfaction and flexibility [ 3 ]. As a kind of workplace proactive behavior, job crafting has received widespread attention from managers and academics in recent years.…”