We examine how job crafting (i.e. seeking resources, seeking challenges, decreasing demands) increases the person-job fit of employees. In Study 1, we studied job crafting's effects over time. 111 employees filled out a questionnaire at two time points with 6 months in between. We found that seeking resources behavior at Time 1 positively affected work engagement, task performance, and career satisfaction at Time 2. Decreasing demands at Time 1 negatively affected work engagement, task performance, and career satisfaction at Time 2. In Study 2, we tested a job crafting intervention using a quasi-experimental design (i.e., intervention group, N = 60, and a control group, N = 59). The intervention was successful, as participants in the intervention group increased seeking resources and decreasing demands behaviors. Furthermore, seeking resources behavior was the main driver of increased participants' work engagement, task performance, and career satisfaction.

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Abstract. Women have a minority position within science, technology, engineering, and mathematics and, consequently, are likely to face more adversities at work. This diary study takes a look at a facilitating factor for women’s research performance within academia: daily work engagement. We examined the moderating effect of gender on the relationship between two behaviors (i.e., daily networking and time control) and daily work engagement, as well as its effect on the relationship between daily work engagement and performance measures (i.e., number of publications). Results suggest that daily networking and time control cultivate men’s work engagement, but daily work engagement is beneficial for the number of publications of women. The findings highlight the importance of work engagement in facilitating the performance of women in minority positions.

Purpose – The purpose of this paper is to examine the relationship between gender discrimination and the perceived job demands and job resources of women and men. This is important because it may provide insight into what factors contribute to women’s disadvantaged position at work. Design/methodology/approach – Two cross-sectional studies were conducted, Study 1 in a male-dominated organization and Study 2 in a gender-balanced organization. Findings – The results showed that in both organizations, gender discrimination was positively associated with women’s job demands and negatively associated with their job resources. Additionally, in the male-dominated organization the perceived gender discrimination was also negatively associated with men’s job resources. Overall, the results were more consistent across the two organizations for women’s job resources. Originality/value – This paper links gender literature with the job demands-resources model to translate gender discrimination into quantifiable job characteristics and may provide alternative explanations for previous found gender differences in well-being and career success.

This paper describes a new and innovative measure that is developed to predict workplace deviance through the measurement of Machiavellianism and Compliant Behavior. Two field studies were conducted to study the validity of the digital work simulation. In Study 1, (N = 113) support was found for the construct validity of the simulation. The constructs as measured with the simulation correlated significantly with self-reported measures of the constructs and were related to personality and selfesteem. Study 2 (N = 285) examined the criterion-related validity of the simulation and showed that through the assessment of Machiavellianism the simulation was able to predict workplace deviance, and incrementally predicted organizational deviance over and above the Machiavellianism Personality Scale. Machiavellianism as measured with the simulation was less susceptible to social desirable answering compared to the Machiavellianism self-report. The paper finishes with study limitations, future research directions, and practical implications.

Abstract. In this study we examined in organizational contexts in which women have a minority position whether women’s daily in-role performance benefits from spent time on personal interests that provide motivation, energy, and intention necessary to remain motivated and productive at work (i.e., self-work facilitation). We suggest that particularly women can benefit from self-work facilitation by using self-regulation strategies (i.e., mastery approach, daily self-goal setting, daily self-rewarding) to increase their in-role performance. Sixty-three employees (61.7% women) filled out a questionnaire during five consecutive workdays. The results showed that a mastery approach and daily self-rewarding were positively associated with women’s daily self-work facilitation, but not men’s self-work facilitation. These self-regulation strategies had an indirect effect on daily in-role performance via self-work facilitation. An important implication of this study is that the investigated self-regulation strategies are trainable and they provide an excellent opportunity for women in minority positions to increase their functioning at work.