The effects of job crafting on tour leaders’ work engagement: the mediating role of person-job fit and meaningfulness of work

Abstract

Purpose This study aims to examine the effects of job crafting on the work engagement of tour leaders mediated by person-job fit and the meaningfulness of work. Design/methodology/approach Derived from a sample of 331 tour leaders in China, the data for this research were analyzed using partial least squares structural equation modeling. Findings The findings revealed that job crafting increased tour leaders’ person-job fit and meaningfulness of work, which stimulated their work engagement. Tour leaders’ person-job fit also increased their work engagement and perceptions of the meaningfulness of work. Enhancing the work meaningfulness of tour leaders can significantly increase their work engagement. Person-job fit and meaningfulness of work had a significant mediating effect between job crafting and tour leaders’ work engagement. Practical implications Managers need to provide external conditions for tour leaders’ job crafting by expanding structural and social job resources and by creating more stimulating job environments. Managers can enhance tour leaders’ work engagement by shaping their work meaning and person-job fit. Originality/value First, this study empirically tested the effects of job crafting on tour leaders’ work engagement, thus directly addressed the lack of academic attention paid to this topic. Second, this study examines the mediating role of person-job fit and meaningfulness of work, with regard to tour leaders’ job crafting and work engagement, based on an integrative concept model.

Why customer mistreatment undermines hospitality employees’ performance: the moderating role of job crafting

“…In this study, we argue that engaging in job crafting could buffer the detrimental influence of customer mistreatment on employees' P-J fit perceptions and service performance Moderating role of job crafting through developing resources to cope with stressful situations and obtaining satisfaction of employees' essential needs for competence and achievement. Job crafting activities could motivate hospitality employees to introduce new approaches, as well as provide them with the necessary information and instrumental task-related assistance (Guo and Hou, 2022;Vianen, 2018). Such crafting behaviors could aid individuals in optimizing their resources in their jobs and enable them to use their knowledge, skills, competencies to figure out more wise solutions to cope with daily customer mistreatment experiences (Tims et al, 2016;Zhang and Parker, 2019).…”

“…Job crafting activities could motivate hospitality employees to introduce new approaches, as well as provide them with the necessary information and instrumental task-related assistance (Guo and Hou, 2022; Vianen, 2018). Such crafting behaviors could aid individuals in optimizing their resources in their jobs and enable them to use their knowledge, skills, competencies to figure out more wise solutions to cope with daily customer mistreatment experiences (Tims et al , 2016; Zhang and Parker, 2019).…”

İş Biçimlendirmenin İşe Tutulma Üzerindeki Etkisinde Kişi-iş Uyumunun Aracılık Rolü

“…Örneğin, Chen, Yen ve Tsai (2014) tarafından yapılan bir çalışmaya göre iş biçimlendirme kişi-iş uyumuna neden olmakta ve sonuçta bireylerin işe tutulma düzeyleri artış göstermektedir. Diğer bir çalışmada, iş biçimlendirmenin işe tutulma üzerinde kişi-iş uyumu aracılığıyla dolaylı etkiye sahip olduğu bulgusu elde edilmiştir (Guo & Hou, 2022). Bu doğrultuda, çalışmanın ikinci hipotezi aşağıdaki şekilde önerilmektedir:…”

“…Yapılan analizler sonucunda, aynı zamanda, iş biçimlendirmenin işe tutulma üzerindeki etkisinde kişi-iş uyumunun aracılık rolü üstlendiği görülmüştür. Bu sonuç, iş biçimlendirmenin bireylerin işleriyle uyum sağlamalarına neden olduğunu ve sonrasında işe tutulma düzeylerinin arttığını görgül olarak ortaya koyan bazı araştırma bulgularıyla örtüşmektedir (Chen, Yen & Tsai, 2014;Guo & Hou, 2022) Elde edilen sonuçlarla birlikte ortaya çıkan bazı çalışma kısıtlarından bahsetmek mümkündür. Veri toplama yönteminden kaynaklanan ilk kısıtta, anket yöntemi kullanılarak verinin tek bir kaynaktan toplanması yanlılığa neden olabilmektedir.…”

“…Bu olumlu çıktılardan birisi de işe tutulmadır (Demerouti, Bakker & Gevers, 2015). Konuyla ilgili yapılan görgül çalışmalar işe dair fiziksel, sosyal ya da zihinsel koşullarda bireylerin gerçekleştirdikleri değişimin (Wrzesniewski & Dutton, 2001) işlerini daha anlamlı bulmalarına yol açtığını (Guo & Hou, 2022) ve sonuçta iş motivasyonu, iş tatmini, iş performansı vb. süreçlerde kayda değer gelişimler meydana geldiğini göstermiştir (Li, Yang, Weng & Zhu, 2021).…”