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Abstract. We explore how job demands and job resources are related to job crafting, and how this, in turn, is related to performance in two samples of American (US; N = 70) and Dutch (NL; N = 144) health care professionals (HCP). A cross-sectional, cross-cultural design revealed that US HCP have higher job demands and reduce them more than NL HCP, who have higher and seek more job resources. Specifically, job demands positively related to seeking resources; job resources positively related to seeking challenges and seeking resources but negatively to reducing demands. While reducing demands negatively related to task and contextual performance, seeking resources positively related to task and creative performance. This study expands scientific and practical knowledge on employee proactive organizational behavior.

The aim of the current research was to examine to what degree basic personality dimensions serve as determinants of job crafting behaviour and to investigate how this behaviour can be influenced via behavioural intentions. In Study 1, we investigated the relationship of approach and avoidance temperament with job crafting in terms of seeking resources, seeking challenges, and reducing demands in a sample of 193 international employees. In Study 2 (n = 130 employees), we experimentally manipulated the current motivational state in terms of approach/avoidance goals and measured job crafting behaviours in a follow-up survey. Results confirmed that employees scoring high on approach temperament report to seek resources and demands, whereas employees scoring high on avoidance temperament tend to reduce hindering demands in the workplace. Furthermore, the manipulation of goals had indirect effects on job crafting via behavioural intentions. Although the effects of the concentration on approach goals on job crafting were contradictory to our expectations, the pursuit of avoidance goals led to higher demands-reducing behaviour. Taking everything together, we provide important insights into the effects of basic personality dimensions on job crafting behaviour and highlight the possibilities and boundaries for managers to influence the job crafting behaviours of employees. Practitioner pointsOur study provides insights about which types of employees alter their job demands and resources. Employees scoring high on approach temperament seek resources and demands, whereas employees scoring high on avoidance temperament reduce demands. Managers are able to influence job crafting behaviour indirectly by stimulating the pursuit of approach and/or avoidance goals. A sole focus on (performance) approach goals might have hindering effects in terms of positive job crafting behaviours.Several empirical studies have corroborated that the higher the degree of compatibility between the characteristics of a person and the situational features at work, the higher, for example, job satisfaction, or the lower turnover intentions (Kristof-Brown, Zimmermann, & Johnson, 2005). Consequently, individual characteristics such as personality traits are more and more taken into account to explain how job characteristics influence an