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1 – 10 of over 6000Shengxian Yu, Shanshi Liu, Xiaoxiao Gong, Wenzhu Lu and Chang-e Liu
Drawing on the social information processing theory, this study aims to adopt a moderated mediation model to investigate the mediation role of cognitive crafting and the…
Abstract
Purpose
Drawing on the social information processing theory, this study aims to adopt a moderated mediation model to investigate the mediation role of cognitive crafting and the moderation role of regulatory focus in the relationship between perceived deviance tolerance and employee innovative behavior.
Design/methodology/approach
A questionnaire study with 181 employees from a state-owned communications technology company in China was conducted through a two-wave survey, with a one-month lagged design. The model is tested through confirmatory factor analysis, correlation analysis and PROCESS bootstrapping program in SPSS24.0 and AMOS22.0 software.
Findings
This study confirms that perceived deviance tolerance is positively related to innovative behavior, while cognitive crafting mediates the relationship between perceived deviance tolerance and innovative behavior. Furthermore, the promotion focus positively moderates the relationship between perceived deviance tolerance and cognitive crafting, and higher promotion focus enhances the mediating effect of cognitive crafting on the relationship between perceived deviance tolerance and innovative behavior. The prevention focus negatively moderates the relationship between perceived deviance tolerance and cognitive crafting, and higher prevention focus weakens the mediating effect of cognitive crafting on the relationship between perceived deviance tolerance and innovative behavior.
Practical implications
Organizations need to establish a tolerant and inclusive management system and create a harmonious working atmosphere to provide a platform basis to inspire the innovative behavior of employees. Also, regulatory focus variables are suggested to be considered in organizational human resource management processes (e.g. recruitment and training) to improve organizational person–job fit.
Originality/value
The primary contribution of this study is to confirm that perceived deviance tolerance has a positive impact on innovation behavior and thereby providing a new perspective to understand the impact effect of perceived deviance tolerance. Another contribution the study explores the mechanisms and boundary conditions of perceived deviance tolerance on innovative behavior fills the theoretical gap of perceived deviance tolerance.
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Newton Melo, Débora Dourado and Jackeline Andrade
This paper aims to present a model of how cognitive and behavioral crafting practices relate, reconciling the two dominant and conflicting job crafting theoretical perspectives.
Abstract
Purpose
This paper aims to present a model of how cognitive and behavioral crafting practices relate, reconciling the two dominant and conflicting job crafting theoretical perspectives.
Design/methodology/approach
Starting by examining the role of cognition and cognitive practices in job crafting, this paper reconstitutes the theorizing path that led to the exclusion of cognitive crafting from job crafting theory, explores existing theorizing efforts to (re)integrate cognitive crafting back into job crafting and proposes a new job crafting model (re)integrating behavioral and cognitive practices.
Findings
By conceiving cognitive crafting practices as a sensemaking layer that spans across and reciprocates with all behavioral crafting practices, the proposed model specifies the role of behavior and cognition (and the mutual relations between them) in job crafting, while resuming its meaning-making orientation.
Originality/value
This paper offers novel insights on underspecified aspects of the job crafting theory, improving its heuristic value. It clarifies how meaning is assembled and enacted by people in work environments, allowing for more integrated and comprehensive explanations about how people relate to work.
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Yingxi Yang, Yong Zhou, Siyi Peng and Hairong Li
Drawing on job crafting theory and the social cognitive theory of work satisfaction, the purpose of this study is to examine the impacts of task, relational and cognitive crafting…
Abstract
Purpose
Drawing on job crafting theory and the social cognitive theory of work satisfaction, the purpose of this study is to examine the impacts of task, relational and cognitive crafting on job satisfaction and how occupational self-efficacy (OSE) and hierarchical organizational culture affect the execution and outcome of job crafting behaviors.
Design/methodology/approach
Data were collected at four time points among Chinese media professionals (N = 198) during three consecutive months. Regression analysis and the bootstrap method were used for hypothesis testing.
Findings
Only cognitive crafting was found to mediate the positive relationship between OSE and job satisfaction. In a hierarchical organizational culture, the positive effects of OSE on task, relational and cognitive crafting became stronger, while the effect of task crafting on job satisfaction became negative. The authors also identified a conditional negative effect of OSE on job satisfaction via task crafting. The mediating effect of cognitive crafting was consistent despite the levels of hierarchical culture.
Practical implications
To retain new hires, organizations should look for efficacious individuals and encourage the individuals to cognitively craft individuals' jobs, especially in a hierarchical culture. Moreover, job crafting interventions should be carefully designed in this type of culture.
Originality/value
This research identifies the three dimensions of job crafting as mediators that link OSE to job satisfaction and reveals the role of hierarchical culture in moderating these relationships.
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Employees often reframe their work roles and ascribe meaning to their jobs, which is called cognitive job crafting (CJC). Although scholars have identified the importance of CJC…
Abstract
Purpose
Employees often reframe their work roles and ascribe meaning to their jobs, which is called cognitive job crafting (CJC). Although scholars have identified the importance of CJC, there remains a lack of evidence on what motivational characteristics affect initiating such cognitive changes and how these cognitive changes affect one’s well-being. Drawing on job design and self-determination theories, this study aims to investigate how intrinsic motivations affect CJC and, thus, optimize affective well-being (AWB) through cognitive changes.
Design/methodology/approach
The cross-sectional data were collected using online questionnaires from 327 white-collar employees working in various organizations. The validity of the hypothesized model was tested by using structural equation modeling. Hypotheses were tested using Process analysis.
Findings
The findings showed that intrinsic motivations (i.e. self-determination and meaning) were positively related to CJC, which resulted in increased positive affection and decreased negative affection, reflecting a mediating mechanism.
Practical implications
The authors suggest that practitioners can enhance employee well-being by implementing policies that value proactive job redesign strategies (e.g. job crafting training). Thus, the practitioners may motivate employees to craft their jobs, which leads employees to engage and perform well.
Originality/value
The results of this study contribute to a deeper understanding of job crafting initiatives by providing evidence for the role of motivational and cognitive mechanisms that help optimize well-being at work.
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This study aimed to investigate the mechanisms of knowledge brokering and role crafting structures that promote the active engagement of older workers at work.
Abstract
Purpose
This study aimed to investigate the mechanisms of knowledge brokering and role crafting structures that promote the active engagement of older workers at work.
Design/methodology/approach
The respondents were workers in Japan aged 55–64 years. A two-wave panel survey was conducted. The first and second survey waves included 1,527 and 1,467 respondents, respectively.
Findings
The results showed that knowledge brokering positively influenced work engagement directly and indirectly. In the three dimensions of role crafting, cognitive and task crafting had a positive effect on work engagement.
Research limitations/implications
This study focused on older workers in Japan. Therefore, it is necessary to verify whether the same effect is observed in countries other than Japan or among younger workers.
Practical implications
On an individual level, older workers should aim to keep acquiring new information inside and outside the organisation. On an organisational level, it is effective to increase opportunities for older workers to craft their work according to the socioemotional selectivity and selection optimisation and compensation theories.
Originality/value
This study reveals that knowledge brokering and cognitive crafting in role crafting have an important influence on the work engagement of older workers. Additionally, this study clarifies the impact of job crafting on older workers not only from the perspective of resource crafting to achieve person-job fit but also from the perspective of reframing perceptions through cognitive crafting in role crafting. These findings enable a clearer understanding of the relationship between role crafting and knowledge brokering, as well as the socioemotional selectivity and selection optimisation and compensation theories.
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Haemi Kim, Jinyoung Im, Hailin Qu and Julie NamKoong
This study aims to investigate the conditions required for encouraging employees to engage in job crafting and examine the consequences of job crafting behavior. Job crafting is…
Abstract
Purpose
This study aims to investigate the conditions required for encouraging employees to engage in job crafting and examine the consequences of job crafting behavior. Job crafting is employees’ proactive behaviors at work associated with modifying tasks, managing social relations and changing job cognition.
Design/methodology/approach
A paper-and-pencil onsite survey was conducted by targeting frontline employees working in five-star hotels located in Seoul, South Korea. Descriptive statistics, confirmatory factor analysis and structural equation modeling were used.
Findings
Perceived organizational support triggers employees’ job crafting. Task crafting leads to relational and cognitive crafting. Relational and cognitive crafting increases employees’ fit with the organization, whereas task crafting does not. Employees’ fit with the organization is positively associated with job satisfaction.
Research limitations/implications
Employees’ job crafting has positive consequences for a company by enhancing employees’ fit with the organization, resulting in increased job satisfaction. Thus, organizations need to show how much the organization cares about employees’ values, so that employees can initiate job crafting by utilizing organizational support. However, generalizing the results should be done cautiously.
Originality/value
This study focuses on the effect of an organizational-level predictor, whereas previous job crafting literature has focused mainly on an individual level or on task-related factors. It also empirically tests the causal relationships among the three facets of job crafting and provides their distinctive influences on person-organization fit that ultimately leads to job satisfaction.
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Daniela Weseler and Cornelia Niessen
– The purpose of this paper is to investigate the relation between extending and reducing job crafting behavior, cognitive crafting and task performance.
Abstract
Purpose
The purpose of this paper is to investigate the relation between extending and reducing job crafting behavior, cognitive crafting and task performance.
Design/methodology/approach
Hierarchical regression analyses of data from 131 employee-supervisor pairs were conducted to analyze the differential relations of five job crafting dimensions to self- and supervisor-rated task performance.
Findings
The present study shows that reduction behavior is rated as counterproductive, and extension behavior is rated as productive in terms of task performance by employees themselves. Supervisors rated task performance higher when employees extended their tasks, and lower when they reduced relationships.
Research limitations/implications
Future research should test the hypotheses in a longitudinal setting and should focus processes that moderate the differential job crafting-task performance relationships.
Originality/value
By distinguishing extending and reducing task and relational boundaries and cognitive crafting, the authors give first evidence to possible negative sides of job crafting.
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Nasib Dar, Yasir Mansoor Kundi and Shuaib Ahmed Soomro
This study aims to examine the link between leader–member exchange (LMX) and employee innovative work behavior (IWB) by using employee job crafting as a mediator.
Abstract
Purpose
This study aims to examine the link between leader–member exchange (LMX) and employee innovative work behavior (IWB) by using employee job crafting as a mediator.
Design/methodology/approach
The study uses multilevel, multisource and multiwave data collected from 284 employees working in the banking sector of Pakistan.
Findings
The study findings suggest a significant positive relationship between (i) LMX and job crafting dimensions and (ii) job crafting dimensions and employee IWB. Job crafting dimensions mediated the impact of LMX on IWB, except for relational crafting, which was not significant. Multilevel analysis demonstrated significant individual-level job crafting and IWB.
Originality/value
This study undertakes a multilevel mediational analysis to examine the relationship between LMX and IWB, which is rarely applied in the existing literature. Moreover, this study contributes to understanding how LMX influences IWB using the conservation of resources theory.
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Juan Carlos Morales-Solis, Jiatian (JT) Chen, Douglas R. May and Catherine E. Schwoerer
The purpose of this paper is to study the role of task, relational and cognitive job crafting on the relationship between resiliency and meaningfulness in work.
Abstract
Purpose
The purpose of this paper is to study the role of task, relational and cognitive job crafting on the relationship between resiliency and meaningfulness in work.
Design/methodology/approach
This study used path analysis under the framework of structural equation modeling to test the hypotheses using a sample of 374 law enforcement employees.
Findings
Results from the analysis revealed a direct effect of resiliency on meaningfulness. This study also found that relational and cognitive crafting partially mediate these relationships.
Practical implications
Understanding the proactive strategies resilient employees can use to build meaning in work will help managers develop better training programs. The findings emphasize the importance of building social relations and positive reframing of work as a mechanism to bounce back from adverse circumstances.
Originality/value
This paper provides empirical evidence of the proactive actions resilient employees implement to build meaningfulness in work.
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Chunxiao Li, Yun Fan and Yue Zhang
Based on the self-concept perspective, the purpose of this paper is to explore the process of working mothers who conduct job crafting to build new role identities and…
Abstract
Purpose
Based on the self-concept perspective, the purpose of this paper is to explore the process of working mothers who conduct job crafting to build new role identities and self-efficacy, which ultimately affects work-to-family enrichment. The paper further explores the moderating role of inclusive leadership.
Design/methodology/approach
The authors collected data at two time points. The sample for the study consisted of 216 professional working mothers in China who returned to work after the birth of their first child.
Findings
Results show that working mothers' job crafting had a positive effect on work-to-family enrichment. In addition, working mothers' role identity and role self-efficacy played mediating roles between the links. Finally, inclusive leadership moderates the indirect effect of task crafting and relational crafting on work-to-family enrichment through role identity and role self-efficacy. The positive indirect relationships are stronger in high levels of inclusive leadership.
Practical implications
The employers should provide opportunities, support, and freedom for working mothers to craft their jobs according to their individual demands for better self and home outcomes.
Originality/value
This study focuses on the job crafting of working mothers. The authors extend the consequences of job crafting to the nonwork domain. In addition, this study uncovers the influence of job crafting from the perspective of self-concept (i.e. role identity and role self-efficacy). Furthermore, the authors demonstrate the moderating role played by inclusive leadership in this process.
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