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Drawing on signaling theory and the “signal transmission–interpretation–feedback” framework, this study explores the effects of perceived distributive justice and respect from managers on nurses' work meaningfulness and work effort in public hospitals in China and examines the moderating role of work self-efficacy.

We collected 341 paired questionnaires for nurses and managers from four public hospitals in China. The data were analyzed by structural equation modeling and hierarchical regression analysis.

Distributive justice and managers' respect for employees are positively related to work meaningfulness. Additionally, work self-efficacy negatively moderates this relationship. Work meaningfulness is positively related to work effort and fully mediates the relationships between perceived distributive justice and respect from the manager and work effort.

This study provides useful insights for healthcare organizations to improve nurses' work meaningfulness from the perspectives of their material and emotional needs, according to their work self-efficacy characteristics, thus promoting their work effort. The findings offer important guidance for improving the effectiveness of grass-roots human resources to cope with unpredictable situations such as the COVID-19 pandemic.

This study focuses on the organization's environmental factors that affect the primary staff's work meaningfulness. Further, it analyzes the differences in signal interpretation among nurses with different work self-efficacy characteristics, thus providing new insights into work meaningfulness. Through manager–nurse pairing data, it reveals the important role of work meaningfulness in motivating work effort.

Based on the role theory, this study examines whether workplace age discrimination indirectly relates to older workers' bridge employment intentions through work meaningfulness.

Study 1 used two-wave time-lagged survey data from one hundred and seventy nurses (≥45 years old) from the Midwestern United States. Study 2 used three-wave time-lagged survey data from one hundred and eighty-six employees from a wide range of occupations in the United States. The online survey contains various self-reports on workplace age discrimination, work meaningfulness, affective commitment, and bridge employment intentions.

Results in Study 1 found that workplace age discrimination was negatively and indirectly related to older nurses' bridge employment intentions through their experiences of work meaningfulness. Results in Study 2 further confirmed the mediating role of work meaningfulness in the relationship between age discrimination and bridge employment intentions, above and beyond the role of affective commitment.

This study contributes to the research by testing the indirect relationship between workplace age discrimination and older workers' bridge employment intentions through work meaningfulness, further raising our awareness of the importance of social and interpersonal experiences in older workers' preretirement jobs to their late-career development.

The purpose of this paper is to increase understanding of the ways workers can actively make their own work experiences more meaningful.

The data consist of 29 interviews with people from three professions. The authors analyzed the interviews by coding the statements into first‐ and second‐order categories, and then aggregating them into theoretical constructs; and by recognizing relations between the constructs.

Workers try to increase the proportion of positive cues extracted from work to make their work more meaningful. The three main tactics for increasing the proportion of positive cues are cognitively emphasizing the positive qualities of work, developing competencies to be better able to produce positive outcomes and positive reactions from others, and influencing the work content.

This model provides a preliminary understanding of meaningfulness‐making, based on cross‐sectional interview data. Future research should use alternative methods, and verify and elaborate the findings.

Managers can promote workers’ sense of meaningfulness by coaching and enabling meaningfulness‐making tactics identified in this paper.

This paper presents alternative ways to achieve work meaningfulness that complement the previously recognized job crafting and sensemaking routes.

The importance and benefit of work meaningfulness has been recognized from many previous studies. The purpose of this study aimed at how employees in Taiwan sense their work as meaningful by introducing prosocial motivation along with two organizational-related factors – task significance and external prestige.

In total, 451 questionnaires were used to analyze the relationships among task significance, external prestige, prosocial motivation and work meaningfulness.

The results confirm the research hypotheses. This study advanced our understanding of how work meaningfulness arises through an integration of an individual’s psychological state with work contexts. The implications for managerial practices and future research are discussed.

This research represented an initial empirical test for measuring these constructs in Taiwanese society. While all the measurements have good reliabilities, it is only a good start. The examination of these constructs using these measurements needs additional research, preferably, in different cultural and industrial contexts.

This study aims to investigate how technology characteristics facilitate employees' work meaningfulness through job crafting.

This study applies the survey method and collects data from 357 Chinese participants with the experience of using information technology (IT) at work.

Technology characteristics (i.e. technology reconfigurability and technology customization) enable employees to craft their jobs, contributing to work meaningfulness.

It remains to be seen whether the findings can be generalized to other cultural contexts. This study justifies the positive effects of IT but does not take into consideration the IT factors that might thwart job crafting.

IT is not merely a work tool. It is a contextual component strongly conducive to cultivating work meaningfulness. However, IT itself cannot directly lead to work meaningfulness. Instead, its contribution to job crafting matters.

The literature on the downstream impact of IT has yet to consider the value of IT for job crafting and work meaningfulness. This study verifies that job crafting is the linking mechanism between IT and work meaningfulness.

The purpose of this paper is to examine the relationship between sense of calling and work meaningfulness with job crafting as a mediator and spiritual leadership as a moderator.

Adopting a three-wave procedure, data were collected from 333 participants across industries from Guangdong province, China.

Results indicate that job crafting partially mediates the relationship between employee sense of calling and work meaningfulness. Moreover, the positive relationship between job crafting and work meaningfulness is more significant when spiritual leadership is high than when it is low. Additionally, spiritual leadership moderates the indirect relationship of sense of calling and work meaningfulness through job crafting such that the indirect effect of sense of calling is stronger when spiritual leadership is high than when it is low.

Based on self-determination theory, this study adds to current literatures examining the importance of sense of calling on a person's career and explores the boundary conditions, which bring desirable outcomes.

Based on the job characteristics theory (Oldham and Hackman, 2010), the authors highlighted the mediating role of job meaningfulness as a critical psychological state. Employees' positive perception of job meaningfulness could maximize organizational positive outcomes based on task orientation and trustful relationship-based satisfying behaviors. The purpose of this paper is to examine the structural relations among transformational leadership, job characteristics, job meaningfulness and task-related job performance. The conceptual model of this paper is developed based on the theoretical foundations for assessing mediating and moderating path relations among the exogenous and endogenous variables.

Based on the research questions with literature review, the research framework was developed to show the moderated mediating mechanism of the link between transformational leadership and in-role performance. Data analyses for hypothesis testing were conducted by Hayes' PROCESS macro-based hierarchical regression.

Understanding how organizations can optimally design a job based on job characteristics and helping employees maintain psychological states having meaningfulness and responsibility for outcomes are critical. This paper calls attention to how job characteristics and an individual's meaningfulness of work embedded in a given job play a role in influencing job performance.

This study provides a snapshot for examining the job characteristic model on the link between leadership and job performance. By using process analysis (Hayes, 2013), this study examined the moderating role of job characteristics and mediating role of meaningfulness at work in the link of leadership–performance.

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.

Derived from a sample of 331 tour leaders in China, the data for this research were analyzed using partial least squares structural equation modeling.

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.

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.

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.

Drawing on the socially embedded model of thriving at work, this study aims to test a moderated mediation model to elucidate the mediating effect of work meaningfulness and the moderating role of perceived interpersonal justice on the relationship between servant leadership and thriving at work.

Based on a sample of 221 employees from the manufacturing industry in South Korea, a series of hierarchical regression analyses were conducted by using statistical package for the social sciences (SPSS) software. For conducting moderated mediation analysis, the PROCESS macro for SPSS was utilized.

The findings show that servant leadership significantly relates to thriving at work, and work meaningfulness and perceived interpersonal justice act as a mediating mechanism and a boundary condition, respectively. Based on moderated mediation analysis, the collective effect of servant leadership, work meaningfulness and perceived interpersonal justice on thriving at work were also confirmed.

The findings suggest that organizations should adopt servant leadership to promote employee thriving at work. In doing so, it is important to ensure that employees experience work meaningfulness, and are treated with respect and dignity.

This study extends research on servant leadership, and sheds light on important mechanisms and boundary conditions under which servant leadership promotes thriving at work.

The purpose of this paper is to develop and test a conceptual model which explains whether and how authentic leadership, through psychological meaningfulness, safety and work engagement, influences employee creativity. The authors delineate two pathways from authentic leadership to work engagement, which in turn foster creativity. The first pathway illuminates how authentic leadership generates psychological meaningfulness which enhances work engagement and creativity subsequently, while the second elucidates the indirect impact of authentic leadership on creativity via psychological safety and work engagement.

Data were collected from 300 employees working in heavy engineering and automobile industry in India. Regression analysis was used to analyze data with the help of SPSS 24. Serial mediation effects were tested with the help of bootstrapping procedures using SPSS process macro (Hayes, 2013).

Psychological meaningfulness and work engagement were found to mediate the relationship of authentic leadership with creativity both independently and in series. Psychological safety failed to transfer the effect of authentic leadership on both work engagement and creativity.

Organizations may reap the benefits of a creative and engaged workforce by selecting, nurturing and developing authentic leaders.

The study contributes to theory building in the area of authentic leadership by enriching the understanding of the processes carrying the effect of authentic leadership on desirable workplace outcomes. In doing so, the study also explicates the less understood nature of relationship between leadership and creativity.