As a proactive behavior, job crafting refers to changes in the task (cognitive, and behavioral) and social boundaries at work. This article focuses on antecedents of job crafting and the development and validation of a job crafting scale. In Study 1 (N = 466), an exploratory factor analysis with one half of the sample (n = 233) and a confirmatory factor analysis with the other half (n = 233) supported a three-dimensional structure of job crafting (task crafting, relational crafting and cognitive crafting), and convergent as well as discriminant validity of job crafting, in relation to personal initiative and organizational citizenship behavior. In Study 2 (N = 118, two points of measurement), we crossvalidated the measure and demonstrated that job crafting was related to, yet distinct from, taking charge. We found that an increase in job crafting at Time 2 was predicted by need for positive self-image (Time 1), as well as by work experience (Time 1). Need for human connection (Time 1) was related to job crafting at Time 2 when self-efficacy was high. Moreover, there was evidence that job crafting as self-oriented behavior related positively to person-job fit. Implications for future research are discussed.

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.

According to the gender role strain paradigm (GRSP), men's adherence to masculinity ideology could result in dysfunction strain when it becomes incompatible with other role demands. To support the relevance of GRSP in the work context, we explored the relationship between masculinity ideology and strain for men in female-dominated occupations by introducing social stressors as an intervening variable. Within female-dominated occupations, the feminine gender role can be seen as a crucial job requirement and contradictory to masculinity ideology. We proposed that men adherent to masculinity ideology would experience more social stressors with colleagues and superiors, which would lead to an indirect effect on men's psychological strain. A sample of 175 German men in female-dominated occupations and 88 men in male-dominated occupations completed questionnaires. Men rated their level of adherence to mascu linity ideology (toughness, status, and antifemininity), perceived social stressors, and strains (emotional irritation, depressive mood). The results of multigroup structural equation modeling (SEM) provided the best fit for a partial mediation model, showing a stronger relationship between masculinity ideology and social stressors for men in female-dominated occupations than for men in male-dominated occupations. Our data therefore supported ideas of dysfunction strain in specific work settings when considering men's perception of social stressors as a mediating mechanism.

Our study examined whether traditional attitudes of female colleagues toward the male role negatively impact the psychological health of German men in nontraditional occupations and whether these relationships are mediated by social stressors at work. Traditional attitudes are presented as a threefold concept: Attitudes of female colleagues toward male anti-femininity, status, and toughness were measured. One hundred and thirteen men and 174 of their female colleagues from eastern parts of Germany and working in the healthcare and educational sectors completed hard-copy questionnaires. We used bootstrapped regression models to test for direct effects, controlling for autonomy, working hours, professional tenure, and sector of work. Bootstrapping strategies were also used for the analysis of indirect effects, even considering controls. The attitudes of female colleagues toward male anti-femininity were directly related to heightened depressive moods and lowered job satisfaction. For the attitudes of female colleagues toward male status, or male toughness we found no such direct relationships. Only indirect effects of female colleagues' attitudes toward male status, or male toughness on men's job satisfaction through social stressors were found. The study provides theoretical reasoning and empirical evidence for the importance of female colleagues' attitudes and interpersonal conflicts at work for German men in non-traditional occupations.

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