Search results
1 – 10 of over 2000
This study aims to unravel the role of teams’ job crafting in translating responsible leadership into their customer relationship performance.
Abstract
Purpose
This study aims to unravel the role of teams’ job crafting in translating responsible leadership into their customer relationship performance.
Design/methodology/approach
The data were gathered from 87 managers and 608 employees from tour companies. The data analysis was performed via multilevel structural equation modeling.
Findings
The results demonstrated that crafting of team tasks played a mediating role for the link of responsible leadership to the team’s customer relationship performance. Task interdependence, outcome interdependence and their interaction attenuated the influence of responsible leadership on collective job crafting.
Practical implications
The results suggest that tourism managers can enhance customer relationship performance of their team through training and development of responsible leadership, encouraging team members’ crafting of team tasks, as well as enhancing outcome and task interdependence.
Originality/value
This research expands the literature by identifying how and when responsible leadership promotes team customer relationship performance in tourism companies.
Details
Keywords
Ume Rubaca and Majid Khan
The study aims to examine whether job resourcefulness affects task performance through job crafting at the within-person level.
Abstract
Purpose
The study aims to examine whether job resourcefulness affects task performance through job crafting at the within-person level.
Design/methodology/approach
The data were collected from employees of the tour and travel firms and their supervisors. Multilevel structural equation modeling (MSEM) was used for analysis due to the repeated data structure, for example, days (n = 900) nested in individuals (n = 180).
Findings
Results show a positive association between job resourcefulness and task performance, with the full mediation of job crafting at the within-person level.
Originality/value
The study concludes that variation in job resourcefulness impacts job crafting and task performance at the within-person level.
Details
Keywords
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.
Details
Keywords
Deepika Jindal, Peter Boxall, Gordon W. Cheung and Ann Hutchison
The authors examine the interactive effects of work engagement and work autonomy in enhancing job crafting behaviour and performance.
Abstract
Purpose
The authors examine the interactive effects of work engagement and work autonomy in enhancing job crafting behaviour and performance.
Design/methodology/approach
Dyadic data from a sample of 320 white-collar employees in an Indian manufacturer are analysed through structural equation modelling.
Findings
The level of job crafting is highest when both work engagement and work autonomy are high. Job crafting fully mediates the interactive effect of work engagement and autonomy on task performance and partially on contextual performance.
Practical implications
There is value in reviewing organisational constraints on employee autonomy to foster the ways in which highly motivated workers can craft their jobs and, thus, maximise their performance.
Originality/value
This study demonstrates the interactive effects of work engagement and autonomy in enhancing job crafting and, through this mechanism, employee performance.
Details
Keywords
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.
Details
Keywords
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.
Details
Keywords
The purpose of this study was to investigate the relationship between job crafting and work engagement and the potential mediating effect of organizational happiness on this…
Abstract
Purpose
The purpose of this study was to investigate the relationship between job crafting and work engagement and the potential mediating effect of organizational happiness on this relationship.
Design/methodology/approach
A sample of 256 full-time employees from various industries such as automobiles, retail, real estate, petrochemicals, investment, industrial and education, working at top 50 Forbes Middle East companies in UAE, were surveyed to gather data on job crafting, organizational happiness and work engagement. The study used an empirical research design, with data collected through surveys.
Findings
The results of this study, obtained through a two-step structural equation modelling approach, indicate that job crafting has a positive and direct influence on both organizational happiness and work engagement. The findings also suggest that the relationship between job crafting and work engagement is partially mediated by organizational happiness.
Practical implications
The findings emphasize the need for human resources (HR) professionals to develop programmes and training workshops focused on cultivating these concepts, particularly as remote and blended working arrangements become more prevalent. In addition, the study highlights the global impact of employee disengagement on financial losses and stresses the importance of revising HR policies in the UAE to mitigate potential risks. Lastly, the study suggests that enhancing happiness and reducing disengagement can be achieved through training managers and employees in task structuring techniques, emphasizing the teachability of job crafting skills through interventions that align tasks with employees’ interests.
Originality/value
To the best of the author's knowledge, this is the first study to theoretically explore and empirically test a proposed model on the relationships between job crafting, organizational happiness and work engagement in the context of the UAE.
Details
Keywords
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.
Details
Keywords
Aqsa Jaleel and Muhammad Sarmad
The ever-demanding role of employees in the hospitality sector stimulates job crafting. This study examines the relationship between inclusive leadership and job-crafting…
Abstract
Purpose
The ever-demanding role of employees in the hospitality sector stimulates job crafting. This study examines the relationship between inclusive leadership and job-crafting dimensions under the mediating role of work engagement through the lens of conservation of resources (COR) theory. It also aims to analyse the boundary condition of job autonomy between inclusive leadership and work engagement.
Design/methodology/approach
The data were collected in 3-time lags from 319 front-line workers in the hospitality sector. The adopted and adapted questionnaires were executed through a deductive approach and an applied research method. The data were analysed through SmartPLS by applying the structural equation modelling (SEM) technique.
Findings
This study provides evidence for a predictive relationship between inclusive leadership and job-crafting dimensions under the mediating psychological mechanism of work engagement. Additionally, the moderating role of job autonomy is established in the unique context of the hospitality sector of an underdeveloped country, Pakistan.
Practical implications
Services-based organisations need to endure the inclusive leadership style by establishing work engagement practices. Engaged employees result in better job-crafting behaviours through better training and subsequent performance.
Originality/value
This study established that work engagement and job autonomy are imperative forces that impact the relationship between inclusive leadership and job-crafting dimensions. The research study has time-lagged data and conveys meaningful theoretical and practical implications.
Details
Keywords
Based on the affective events and self-concept theories, this study aims to examine the relationship between knowledge sharing system, job crafting, meaningfulness in work and…
Abstract
Purpose
Based on the affective events and self-concept theories, this study aims to examine the relationship between knowledge sharing system, job crafting, meaningfulness in work and employees' intention to stay with the organization.
Design/methodology/approach
In the present study, the authors conducted a time-lagged survey for analyzing the association between knowledge sharing system, job crafting, meaningfulness in work and employees' intention to stay with the organization. The study sample comprises 358 Generation Y employees working in Indian IT organizations. Results were analyzed using Process and Hayes macro process.
Findings
The study findings suggest significant relationships between knowledge sharing system, job crafting, meaningfulness in work and intention to stay among Gen Y employees. Moreover, the results demonstrated that knowledge sharing system, directly and indirectly, impacts employees' intention to stay via sequential mediation of job crafting and meaningfulness in work.
Practical implications
In today's era of hyper-competition and “war for talent,” retaining talented professionals has become the topmost priority for organizations. This becomes even more challenging with new generations, Gen Y and Z, entering the workforce driven by entirely different needs compared to earlier generations. Thus, the present study offers an integrated framework that organizational practitioners could utilize to enhance the retention of their young talented professionals.
Originality/value
Despite the emerging interest in the concept of knowledge sharing, few studies investigated the association between knowledge sharing system and intention to stay among Gen Y employees. Also, research still lacks in examining the underlying mechanism of how knowledge sharing system may enhance job crafting and meaningfulness in work, which could fuel Gen Y employees' intention to stay with the organization.
Details