Different types of employee well-being across time and their relationships with job crafting.

Abstract

We used and integrated the circumplex model of affect (Russell, 1980) and the conservation of resources theory (Hobfoll, 1998) to hypothesize how various types of employee well-being, which can be differentiated on theoretical grounds (i.e., work engagement, job satisfaction, burnout, and workaholism), may differently predict various job crafting behaviors (i.e., increasing structural and social resources and challenging demands, and decreasing hindering demands) and each other over time. At Time 1, we measured employee well-being, and 4 years later at Time 2, job crafting and well-being, using a large sample of Finnish dentists (N = 1,877). The results of structural equation modeling showed that (a) work engagement positively predicted both types of increasing resources and challenging demands and negatively predicted decreasing hindering demands; (b) workaholism positively predicted increasing structural resources and challenging demands; (c) burnout positively predicted decreasing hindering demands and negatively predicted increasing structural resources, whereas (d) job satisfaction did not relate to job crafting over time; and (e) work engagement positively influenced job satisfaction and negatively influenced burnout, whereas (f) workaholism predicted burnout after controlling for baseline levels. Thus, work engagement was a stronger predictor of future job crafting and other types of employee well-being than job satisfaction. Although workaholism was positively associated with job crafting, it also predicted burnout. We conclude that the relationship between job crafting and employee well-being may be more complex than assumed, because the way in which employees will craft their jobs in the future seems to depend on how they currently feel. (PsycINFO Database Record

Workaholism versus work engagement and job crafting: What is the role of self‐management strategies?

“…In addition, a recent three‐wave study of Tims, Derks, and Bakker () confirmed that work engagement can also influence the extent to which employees express job crafting behaviours at work. Moreover, in another very recent longitudinal study, Hakanen, Peeters, and Schaufeli () theorised and proved on the basis of Conservation of Resources theory (Hobfoll, ) that engagement predicts all four types of job crafting. Based on the previous findings showing that engagement is related to a resource‐seeking and challenge‐seeking behaviour, we hypothesise that engagement is positively related to seeking challenges (Hypothesis 1a), seeking structural resources (Hypothesis 1b), and seeking social resources (Hypothesis 1c).…”

Reorienting job crafting research: A hierarchical structure of job crafting concepts and integrative review

“…Similarly, Moon, Youn, Hur, and Kim () found that employees' spirituality at work, which enables employees to assign meaning to their work experiences, was positively related to approach crafting through increased intrinsic work motivation. For energized to motivation, several empirical studies have found positive relationships between work engagement, an activated positive affect, and approach crafting after 1 month (Tims, Bakker, & Derks, ), 3 months (Lu et al, ; Zeijen, Peeters, & Hakanen, ), 3 years (Harju, Hakanen, & Schaufeli, ), and 4 years (Hakanen, Peeters, & Schaufeli, ). Similar to work engagement, workaholism involves feelings of absorption in one's work and is positively related to approach crafting, although the motivation of workaholism is compulsive rather than intrinsic (Hakanen et al, ; Zeijen et al, ).…”

“…For energized to motivation, several empirical studies have found positive relationships between work engagement, an activated positive affect, and approach crafting after 1 month (Tims, Bakker, & Derks, ), 3 months (Lu et al, ; Zeijen, Peeters, & Hakanen, ), 3 years (Harju, Hakanen, & Schaufeli, ), and 4 years (Hakanen, Peeters, & Schaufeli, ). Similar to work engagement, workaholism involves feelings of absorption in one's work and is positively related to approach crafting, although the motivation of workaholism is compulsive rather than intrinsic (Hakanen et al, ; Zeijen et al, ). Furthermore, drawing on self‐regulation theory, Zeijen et al () found that work engagement is positively related to approach crafting through self‐observation and self‐goal setting, while workaholism only through self‐goal setting.…”

“…The absence of self‐observing behavior prevents workaholics from assessing what a healthy and desirable situation requires. Finally, burnout, a low‐activation form of negative affect, appears related to lower approach crafting, and job satisfaction, as a low‐activation form of positive affect, is unrelated to approach crafting (Hakanen et al, ).…”

“…Given our argument that avoidance crafting is less proactive, it is not surprising that most variables predicting approach crafting are also related to avoidance crafting, but in the opposite direction. More specifically, studies have shown that proactive personality, conscientiousness, openness, work engagement, and job autonomy are negatively related to avoidance demands crafting, whereas prevention focus, neuroticism, and burnout are positively associated with avoidance demands crafting (Hakanen et al, ; Lichtenthaler & Fischbach, ; Rudolph et al, ).…”