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Article
Publication date: 19 March 2018

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…

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.

Details

International Journal of Contemporary Hospitality Management, vol. 30 no. 3
Type: Research Article
ISSN: 0959-6119

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Article
Publication date: 8 February 2021

Augustine Ebuka Arachie, Emmanuel Kalu Agbaeze, Hope Ngozi Nzewi and Emmanuela Obianuju Agbasi

The frequent turnover of academic instructors (lecturers) to other organizations and countries despite the autonomies their job offer them necessitated; this study aims to…

Abstract

Purpose

The frequent turnover of academic instructors (lecturers) to other organizations and countries despite the autonomies their job offer them necessitated; this study aims to examine the relationship between job crafting (JC) and embeddedness of lecturers to their jobs.

Design/methodology/approach

A survey research design was adopted. This study is carried out in the south-east region of Nigeria. The population of the study consisted of 8,051 academic staff of six randomly selected public universities in the region and a sample size of 367 was determined using Krejcie and Morgan (1970) formula. The primary and secondary source of data were used in data collection and were analysed using regression analysis at a 5% level of significance.

Findings

Result revealed that task crafting has a statistically significant positive relationship with employee job fit (r = 0.949, R2 = 0.900, F = 2699.473, p-value < 0.05), that relational crafting has a statistically significant positive influence on employee links (r = 0.982, R2 = 0.964, F = 8112.281, p-value < 0.05) and that there is a statistically significant positive correlation between cognitive crafting and sacrifice links (r = 0.962, R2 = 0.926, F = 3729.900, p-value < 0.05).

Practical implications

This study’s practical implication is that it will aid in making academics in Nigeria embedded in their jobs by encouraging them to craft their jobs so as to give them more meaning. In the field of research, this study helps to close the literature gap existing in JC and the role it plays in embedding academics in their jobs, hence, opening up a whole new research area with empirical data to back it up. For management, the study will help in knowing how to appropriately harness the potential of JC in making employees more engaged in their jobs.

Originality/value

Many studies have been carried out in the past in areas of JC and employee performance, non to the best knowledge of the researchers has been extended to studying JC as it relates to the embeddedness of academics to their jobs in Nigeria, this study is, therefore, a new addition to academic literature in this area.

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Article
Publication date: 6 March 2020

Hai-jiang Wang, Xiao Chen and Chang-qin Lu

Career dissatisfaction can be defined as an unpleasant or a negative emotional state that results from the appraisal of one’s career. This negative affective appraisal…

Abstract

Purpose

Career dissatisfaction can be defined as an unpleasant or a negative emotional state that results from the appraisal of one’s career. This negative affective appraisal might motivate an individual to take actions to improve the situation. This paper examines career dissatisfaction as a trigger for employee job crafting in terms of altering the task and the relational boundaries of the work.

Methodology/methodology/approach

The paper further theorizes that employee contextual resource (i.e., job social support) and personal resource (i.e., occupational self-efficacy) will interact with career dissatisfaction to result in job crafting. Two-wave data were collected from a sample of 246 Chinese employees.

Findings

As hypothesized, employees with career dissatisfaction exhibited the highest levels of task and relational job crafting when they received adequate support from coworkers and supervisors and were confident about their occupational abilities.

Originality/value

The findings suggest that under certain conditions employee career dissatisfaction could be transformed into proactive work behavior (i.e., job crafting).

Details

Career Development International, vol. 25 no. 4
Type: Research Article
ISSN: 1362-0436

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Article
Publication date: 30 March 2021

Romana Dreyer and Christine Busch

The purpose of this paper is to understand how experienced copreneurs of small family business (SFB), as the smallest unit and heart of their family business (FB), may…

Abstract

Purpose

The purpose of this paper is to understand how experienced copreneurs of small family business (SFB), as the smallest unit and heart of their family business (FB), may create work-life balance (WLB). Copreneurs evince highly intertwined life-domains and often struggle to respite while managing their high business demands.

Design/methodology/approach

In this couple interview study with 18 experienced copreneurial couples of SFBs (N = 36), we investigated strategies copreneurs use to create their WLB by merging a resource perspective (Hobfoll, 1989) with the concept of WLB crafting (Sturges, 2012).

Findings

A key strategy in copreneurial couples was the structural establishment of microdomains, such as periods of personal resource recreation within a macrodomain (e.g. work) via individual physical and cognitive WLB crafting. Copreneurs used relational WLB crafting with a strong emphasis on seeking support and mainly to protect their microdomains by relying on their spouses as boundary keepers. Women more often expressed the importance of health and time for respite, as cognitive WLB crafting, and they were more active in creating (joint) recovery opportunities. Dyadic WLB crafting strategies were used when goal congruency for work or private activities was high.

Originality/value

This research applies WLB crafting research to the smallest unit of SFBs, namely copreneurs. The study provides in-depth insights into the strategies copreneurs of SFB use to create a satisfying WLB.

Details

Journal of Family Business Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2043-6238

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Article
Publication date: 17 January 2020

Xiaojun Li and Yoshiaki Takao

The purpose of this study is to examine the predictive effects of social context and its interaction effects with individual differences on job crafting behaviors…

Abstract

Purpose

The purpose of this study is to examine the predictive effects of social context and its interaction effects with individual differences on job crafting behaviors. Specially, this paper draws on the purposeful work behavior theory to outline how the four social characteristics (social support, interdependence, interaction outside the organization and feedback from others) and the moderation effects of neuroticism predict task crafting, relational crafting and cognitive crafting.

Design/methodology/approach

The current study examined four social characteristics as antecedents of job crafting behaviors. The moderating effects of neuroticism were explored as well. By conducting a three-wave survey, the authors received a sample of 253 full-time incumbents in Japan. The data analysis used multiple regressions by using R language. Correlational and moderated regression analyses were performed to test this study’s hypotheses.

Findings

Empirical analysis of this study’s data shows some initial support for the application of the purposeful work behaviors theory to job crafting. The findings indicate that all four social characteristics promoted particular job crafting behaviors. Neuroticism was a significant moderator for the relationships between social support, interaction outside the organization, feedback from others and relative job crafting dimensions. The current study extends existing models of job crafting.

Originality/value

The current study makes significant theoretical contributions for both work design and job crafting literature. The present framework enriches our understanding of job crafting by demonstrating a picture of a moderated model between social characteristics and job crafting by uncovering the moderator – neuroticism. This study’s findings also contribute to managerial practices. Managers should build a supportive context and provide interdependence, interactions outside the organization and interpersonal performance feedback. To motivate employees with different personalities, offering different social context is necessary.

Details

International Journal of Organizational Analysis, vol. 28 no. 4
Type: Research Article
ISSN: 1934-8835

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Article
Publication date: 12 March 2019

Marina Romeo, Montserrat Yepes-Baldó, Miguel Ángel Piñeiro, Kristina Westerberg and Maria Nordin

The purpose of this paper is to analyze the moderation effect of over-commitment in the job crafting–well-being relationship, in the elderly care sector in Spain.

Abstract

Purpose

The purpose of this paper is to analyze the moderation effect of over-commitment in the job crafting–well-being relationship, in the elderly care sector in Spain.

Design/methodology/approach

A cross-sectional design was implemented and a final sample of 353 participants were assessed using the Job Crafting Questionnaire, an adaptation of the Over-commitment Scale from the Effort-Reward Imbalance Questionnaire, and the General Health Questionnaire (GHQ-12).

Findings

A positive interaction between relational and task crafting and over-commitment is observed in the prediction of well-being levels. Specifically, the effect of over-commitment in the task crafting–well-being relationship proved to be statistically significant when opposed to low, medium and high levels of over-commitment. Additionally, the effect of over-commitment in the relational crafting–well-being relationship proved to be statistically significant only when opposed to medium and high levels of over-commitment. Finally, a direct and simple effect was observed between cognitive crafting and well-being, not moderated by over-commitment.

Research limitations/implications

Implementation of non-behavioral measurements, and a non-longitudinal design are suggested. The development of behavioral measures for job crafting is encouraged, along with the implementation of longitudinal designs sensitive to changes in over-commitment. Possible over-commitment results are biased by an economically contracted environment.

Practical implications

Job crafting training, over-commitment early detection and further research on job crafting strategies’ preferences are suggested.

Originality/value

The moderating role of over-commitment in the job crafting–well-being relationship in the elderly care sector represents one of these attempts to better understand evidences of how work-related efforts modify a worker’s psychological functioning and adaptation, which is the reason why, specially in contexts of uncertainty, its study becomes relevant.

Details

Employee Relations: The International Journal, vol. 41 no. 3
Type: Research Article
ISSN: 0142-5455

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Article
Publication date: 18 September 2019

Fay Giæver and Lise Tevik Løvseth

The purpose of this paper is to seek a deeper understanding of presenteeism by utilising the perspective of job crafting to explore how a selected group of physicians make…

Abstract

Purpose

The purpose of this paper is to seek a deeper understanding of presenteeism by utilising the perspective of job crafting to explore how a selected group of physicians make sense of their decision to attend work while ill and of their experience of doing so. Job crafting implies that employees not only respond to their job description, but also proactively change tasks, relationships and perceptions in order to experience work in meaningful ways.

Design/methodology/approach

A narrative methodological framework involving interviews was adopted to explore the ways in which a selected group of 20 Norwegian hospital physicians engaged in job crafting during presenteeism. The resulting data were analysed using theory-led thematic analysis utilizing the theoretical perspective of job crafting.

Findings

It was evident that physicians were indecisive and insecure when evaluating their own illness, and that, via task, relational and cognitive crafting, they trivialised, endured and showcased their illness, and engaged in presenteeism in various ways. Furthermore, physicians to some extent found themselves caught in dysfunctional circles by contributing to the creation of a work environment where presenteeism was maintained and seen as expected.

Research limitations/implications

Future research should address a wider range of contexts, and use longitudinal methods to explore the multifaceted, context-specific and evolving nature of presenteeism and job crafting in more depth. Interventions aimed at countering the negative implications of presenteeism should address the issue from both a social and a systemic point of view.

Originality/value

The findings extend the current understanding of presenteeism by demonstrating the multifaceted and evolving nature of the ways in which personal illness and presenteeism are perceived and enacted over time.

Details

Qualitative Research in Organizations and Management: An International Journal, vol. 15 no. 3
Type: Research Article
ISSN: 1746-5648

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Book part
Publication date: 16 September 2019

Davide de Gennaro

Abstract

Details

Job Crafting
Type: Book
ISBN: 978-1-83867-222-5

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Article
Publication date: 11 April 2016

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.

Details

Journal of Managerial Psychology, vol. 31 no. 3
Type: Research Article
ISSN: 0268-3946

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Book part
Publication date: 19 October 2020

Jennifer Nash

Advancements in digital technology, collectively known as Industry 4.0, are profoundly changing dynamics in multiple industries. The coaching industry is impacted by this…

Abstract

Advancements in digital technology, collectively known as Industry 4.0, are profoundly changing dynamics in multiple industries. The coaching industry is impacted by this shift, as companies offering digital coaching technologies begin to take market share. To effectively serve clients in this rapidly changing market, coaches must adopt a digital mindset, upskill their capabilities, and transform their business models to leverage current and nascent technology.

Organizations are increasingly including executive coaching as part of their leadership development interventions to improve their executive leaders' abilities. Previous studies have linked outstanding leader performance to an intentionally developed relational climate. Therefore, the relational climate crafted between the coach and executive leader is critically important to create shared purpose, experience compassion, energize interactions, impact performance, and realize a quality, effective executive coaching engagement.

This is the first study to explore relational climate as a driver of coaching relationship quality. My empirical findings reflect that relational climate has a significant, positive impact on coaching relationship quality, which in turn contributes to an executive leader's effectiveness. The three goals of this study are: (1) to understand the factors that contribute to crafting a quality and effective coaching relationship; (2) to address scholarly gaps in past research regarding the relationship between a coach and client; and (3) to provide clarity for coaches how to better address, leverage, and realize an executive coaching relational climate within the context of Industry 4.0. Those crafting effective and quality coaching relationships should ensure that there is shared vision between the coach and client, that both parties demonstrate compassion, and that the coach and client each infuse the relationship with positive energy and vitality to create relational energy.

Details

Emotions and Service in the Digital Age
Type: Book
ISBN: 978-1-83909-260-2

Keywords

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