Promote Well-Being and Innovation in Sustainable Organizations: The Role of Job Crafting as Mediator

Abstract

Job satisfaction and affective commitment are key factors for individual and organizational well-being. Recent studies have highlighted the importance of job crafting, a behavior capable of generating positive results and innovation in the workplace. Using the JD-R model as the theoretical framework, the present study investigated the relationship between resources and demands, derived from both the work and family domains, and job satisfaction and affective commitment, hypothesizing the mediating role of job crafting. The sample consisted of 413 employees. Results showed that job crafting fully mediated the relationship between work-family conflict and job Satisfaction and partially mediated the relationship between supervisor support and job satisfaction. These results confirm the importance of social support, a good balance between work and family and job crafting in generating job satisfaction and influencing positive outcomes at individual, work and organizational levels.

The Role of Techno-Stress and Psychological Detachment in the Relationship between Workload and Well-Being in a Sample of Italian Smart Workers: A Moderated Mediated Model

“…In the workplace, well-being is represented by the subjective assessment that one's work generates satisfaction (Maddux 2018), and it is considered one of the central aspects of subjective well-being. Subjective well-being (SWB) at work can be considered a protective factor of employees' physical and mental health (Mondo et al 2023;Sahai and Mahapatra 2020) and can prevent turnover intentions (Mondo et al 2022). It is present when workers have positive emotions that outweigh the negative ones when they perceive high levels of satisfaction, and in turn, they are more performing (De Simone et al 2022;Taris and Schaufeli 2015).…”

Job crafting and sustainable work performance: A systematic literature review

“…The given assumption, however, requires an excessive level of employee involvement (Szostek et al, 2020(Szostek et al, , 2022a(Szostek et al, , 2022b, while one of the ways to achieve it is offered by job crafting, i.e. the adjustment or adaptation of work procedures by the employees themselves with the aim of increasing its perceived importance and ability to identify with work and, consequently, increased work performance (Irfan et al, 2023;Mondo et al, 2023;Shin et al, 2020). Newer approaches also add that the basis of job crafting is the use of the employee's strengths and interests to adjust the work (Kooij et al, 2017) that job crafting is a process of constantly adapting work to changing personal preferences, motives and abilities, which leads to positive as a result of employees (Kooij et al, 2020).…”

“…Moreover, contemporary insights emphasize that individualized approaches, which tap into the combined resources of employees in both their professional and personal lives, to job design are needed more than standardized ones in the evolving work landscape. Therefore, job crafting emerges as a substantial driver of sustainable work performance, ultimately bolstering long-term employability prospects (Lu et al, 2023;Mondo et al, 2023;Rahi, 2023;Sypniewska et al, 2023).…”