Successful Aging at Work: The Role of Job Crafting

Kooij, Dorien; Tims, Maria; Kanfer, Ruth

doi:10.1007/978-3-319-08007-9_9

Cited by 97 publications

(91 citation statements)

References 75 publications

(117 reference statements)

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…A classic concern in the literature on the aging workforce is how to keep older workers motivated and sustainably employable. Accordingly, Kooij, Tims, and Kanfer () recently presented a framework of job crafting specifically for older workers, arguing that crafting can help them to stay motivated and healthy. It would be worthwhile to examine whether career competencies may trigger these job crafting behaviors, thereby safeguarding their motivation and sustainable employability.…”

Section: Discussionmentioning

confidence: 99%

Crafting your Career: How Career Competencies Relate to Career Success via Job Crafting

2016

Self Cite

View full text Add to dashboard Cite

This study aimed to investigate whether career competencies could enhance an employees subjective career success in terms of perceived employability and work-home balance via job crafting behaviors. Based on Job Demands-Resources (JD-R) Theory, we examined a potential motivational process in which career competencies, as a personal resource, would enhance career success through expansive job crafting. The results showed that job crafting mediated the positive relationship between career competencies and both internal and external perceived employability. In addition, job crafting mediated the positive relationship between career competencies and work-home enrichment. We expected a negative association between job crafting and work-home interference, yet our results indicated that career competencies are indirectly and positively related to work-home interference via job crafting. With our findings, we add to JD-R Theory by (1) showing that career competencies may be considered a personal resource, (2) empirically examining the role of job crafting in motivational processes, and (3) showing that enhanced subjective career success can be an outcome of motivational processes. Organisations may use these findings to implement developmental HR practices aimed at increasing career competencies and job crafting.

show abstract

Section: Discussionmentioning

confidence: 99%

Crafting your Career: How Career Competencies Relate to Career Success via Job Crafting

2016

Self Cite

View full text Add to dashboard Cite

show abstract

“…In addition, we argue that it might be interesting for HRM professionals to explicitly consider job crafting as a strategy to invest in. Especially, because research suggests that job crafting can contribute to a better person–job fit (Kooij, Van Woerkom, Wilkenloh, Dorenbosch, & Denissen, ), to more successful ageing at work (Kooij, Tims, & Kanfer, ), higher work performances (Tims, Bakker, Derks, & Van Rhenen, ), and to the development of career competencies (Plomp, Tims, Khapova, Jansen, & Bakker, ). Also, with respect to maximising the effectiveness of training transfers, it may be valuable to know how different employee types, such as work engaged or workaholic employees, manage themselves through cognitive strategies towards craft behaviours.…”

Section: Discussionmentioning

confidence: 99%

Workaholism versus work engagement and job crafting: What is the role of self‐management strategies?

Zeijen

Peeters

Hakanen

2018

Human Res Mgmt Journal

View full text Add to dashboard Cite

Job crafting refers to the proactive actions employees take to redesign their jobs in order to get a better fit with their competencies, expectations, and wishes. So far, little is known about job crafting's underlying mechanisms. In this study, we examine how two different states of affective well‐being (workaholism and work engagement) relate to job crafting 3 months later and how these well‐being states steer different self‐management behaviours, which ultimately lead to job crafting. Structural equation modelling on a heterogeneous sample (N = 287) revealed that work engagement and workaholism both relate to expansive job crafting through different self‐management strategies. Work engagement relates to challenge and resource seeking via self‐goal setting and self‐observation strategies, whereas workaholism associates with challenge and resource seeking only through self‐goal setting. In addition, the results show a strong relationship between workaholism and self‐punishment. Altogether, the findings suggest that self‐management strategies can function as an explanatory mechanism for different job crafting behaviours.

show abstract

“…Although work centrality is a rather stable construct, it can be developed through individual experiences of employees (Paullay et al, 1994). Since Sharabi and Harpaz (2010) found that experiencing more autonomy, responsibility, and interesting and varied work leads to higher work centrality, organizations should ensure that older workers' jobs increasingly consist of these elements or stimulate job crafting so that older workers can change their task boundaries themselves Kooij, Tims, & Kanfer, 2015. In addition, governments should urge older workers to take their responsibility to participate in the workforce. Instead of preparing for an early retirement, older workers should continue to contribute value to and actively engage in the workforce (potentially part-time).…”

Section: Theoretical and Practical Implicationsmentioning

confidence: 99%

Why and When Do Learning Goal Orientation and Attitude Decrease with Aging? The Role of Perceived Remaining Time and Work Centrality

Kooij

Zacher

2016

Journal of Social Issues

View full text Add to dashboard Cite

We conducted two studies to improve our understanding of why and when older workers are focused on learning. Based on socioemotional selectivity theory, which proposes that goal focus changes with age and the perception of time, we hypothesized and found that older workers perceive their remaining time at work as more limited than younger workers which, in turn, is associated with lower learning goal orientation and a less positive attitude toward learning and development. Furthermore, we hypothesized and found that high work centrality buffers the negative association between age and perceived remaining time, and thus the indirect negative effects of age on learning goal orientation and attitude toward learning and development (through perceived remaining time). These findings suggest that scholars and practitioners should take workers’ perceived remaining time and work centrality into account when examining or stimulating learning activities among aging workers.

show abstract

Successful Aging at Work: The Role of Job Crafting

Cited by 97 publications

References 75 publications

Crafting your Career: How Career Competencies Relate to Career Success via Job Crafting

Crafting your Career: How Career Competencies Relate to Career Success via Job Crafting

Workaholism versus work engagement and job crafting: What is the role of self‐management strategies?

Why and When Do Learning Goal Orientation and Attitude Decrease with Aging? The Role of Perceived Remaining Time and Work Centrality

Contact Info

Product

Resources

About