Job Crafting: A Challenge to Promote Decent Work for Vulnerable Workers

Svicher, Andrea; Fabio, Annamaria Di

doi:10.3389/fpsyg.2021.681022

Cited by 34 publications

(32 citation statements)

References 58 publications

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“…Our research also contributes to the literature on job crafting by examining FSEs’ job crafting in the new service marketplace. As job autonomy, empowerment and flexible work arrangements are expected to expand in the new service marketplace (Laker et al , 2022; Svicher and Di Fabio, 2021; Tuzovic and Kabadayi, 2021), FSEs’ self-initiated behavior that modifies their work and relationship boundaries is increasingly important. However, only a few studies (Gori et al , 2021; Ingusci et al , 2021; Irfan and Qadeer, 2020; Laker et al , 2022; Ren et al , 2020) have explored the role of job crafting in the new service marketplace.…”

Section: Discussionmentioning

confidence: 99%

“…Scholars highlight that in a postpandemic work environment, job crafting is a desirable behavior, characterized by job autonomy and flexible work arrangements (e.g. telework and teleconferencing; Gori et al , 2021; Ingusci et al , 2021; Irfan and Qadeer, 2020; Laker et al , 2022; Ren et al , 2020; Svicher and Di Fabio, 2021). In response to a call for additional research on job crafting in the new service marketplace (Tuzovic and Kabadayi, 2021), we examine the relationship between customer incivility, work engagement and job crafting in the postpandemic context and assess whether the negative effect of customer incivility is more pronounced in such a context.…”

Section: Introductionmentioning

confidence: 99%

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Customer incivility and employee outcomes in the new service marketplace

Hwang

Hur²,

Shin³

et al. 2022

JSM

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Purpose Due to volatile changes and crises in the business environment, frontline service employees (FSEs) are faced with increasing work stressors in the new service marketplace. Of these, customer incivility has been found to negatively affect their work outcomes. This study aims to examine the moderating effect of experiencing an imminent environmental crisis (i.e. the COVID-19 pandemic) on the relationship between customer incivility, work engagement and job crafting, using pre- and postpandemic samples. Design/methodology/approach The authors administered two-wave surveys to 276 FSEs (prepandemic sample) in July and October 2019 and to 301 FSEs (postpandemic sample) in March and April 2020. Findings Moderation analyses showed that the relationship between customer incivility, work engagement and job crafting varied between FSEs who experienced the pandemic and those who did not; the relationship was stronger for the postpandemic than the prepandemic sample. There was a positive relationship between work engagement and job crafting; it was weaker for the postpandemic sample. Research limitations/implications The deleterious effect of customer incivility exacerbated after the onset of the COVID-19 pandemic; however, the authors did not explore why the pandemic aggravated the negative effect. The mechanism underlying the moderating effect of the pandemic and the effect of more diverse types of incivility should be explored in future research. Practical implications It is critical to provide FSEs with instrumental and emotional support to cope with the crisis brought on by the pandemic. Service organizations must monitor customers’ uncivil behaviors to identify their causes and develop interventions to improve service quality. Furthermore, service organizations are advised to enhance the coping capabilities of FSEs by using diverse interventions, such as emotion regulation training, debriefing sessions, short breaks and job crafting. Originality/value To the best of the authors’ knowledge, this study is the first to reveal the moderating effect of the pandemic on the relationships between customer incivility, work engagement and job crafting, using pre- and postpandemic samples. This study offers necessary insights to improve FSEs’ engagement at work and enhance their job crafting in the new service marketplace.

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Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Customer incivility and employee outcomes in the new service marketplace

Hwang

Hur²,

Shin³

et al. 2022

JSM

View full text Add to dashboard Cite

show abstract

“…Concerning future research hypotheses, a recent study has provided new insights into the role of job crafting to shape decent work in vulnerable workers ( Svicher and Di Fabio, 2021 ). Consequently, future research studies for vulnerable workers could also explore the links between job crafting, decent work, the psychology of sustainable development principles, and the healthy organization milieu.…”

Section: Discussionmentioning

confidence: 99%

The Psychology of Sustainability and Sustainable Development: Advancing Decent Work, Inclusivity, and Positive Strength-Based Primary Preventive Interventions for Vulnerable Workers

Fabio

Svicher

2021

Front. Psychol.

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This study discusses the contribution of the psychology of sustainability and sustainable development to the wellbeing of vulnerable workers. The psychology of sustainability and sustainable development is a current area of the research study in the field of sustainability science. It deals with sustainability as a framework to recognize and integrate the value of the psychological approach in the construction of processes linked to sustainable development. Accordingly, the psychology of sustainability and sustainable development could provide sustainable development processes for the employment of vulnerable workers. The contribution starts with the definition of the coordinates of a sustainable development process for vulnerable workers, anchoring it to the principles of decent work and inclusivity. Subsequently, positive variables involved in the sustainable development processes and their relationship with decent work and inclusivity are discussed. Moreover, positive healthy organizations are introduced as work environments capable to take care of the wellbeing, also, of vulnerable workers. Lastly, the applications of positive strength-based primary preventive interventions for vulnerable workers are analyzed. Perspectives for further research studies and interventions are also examined.

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“…Under this environmental uncertainty, uncertainty-reducing behavior such as job crafting (e.g., seeking information or feedback necessary for task performance) can help employees to effectively react to and deal with environmental changes [8]. Moreover, given that it is difficult for managers to closely monitor and supervise employee behaviors due to the social distancing and teleworking setups during the pandemic, employees' discretionary behavior that autonomously crafts their own work is deemed desirable and effective [9][10][11][12][13]. As such, the first objective of our research is to propose and test the mediating relationship between POHC, work engagement, and job crafting during the COVID-19 pandemic.…”

Section: Introductionmentioning

confidence: 99%

Do Organizational Health Climates and Leader Health Mindsets Enhance Employees’ Work Engagement and Job Crafting Amid the Pandemic?

Shin

Hur

2021

IJERPH

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Although the COVID-19 pandemic has resulted in many health- and stress-related symptoms among employees, surprisingly few studies have assessed the effect of a health-promoting organizational climate or leadership on employee work outcomes. To fill this gap, our research proposed and tested a moderated mediation model involving perceived organizational health climate (POHC), leader health mindset (LHM), work engagement, and job crafting. Our propositions were tested using two-wave data collected from 301 South Korean employees. As predicted, POHC was positively related to employees’ job crafting, and this relationship was mediated by work engagement. Moreover, the positive relationship between POHC and work engagement and the indirect effect of POHC on job crafting through work engagement were more pronounced when LHM was high than when it was low. These findings support the job demands–resources model and social exchange theory and have implications for helping employees maintain their work attitudes and behavior in times of crisis.

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Job Crafting: A Challenge to Promote Decent Work for Vulnerable Workers

Cited by 34 publications

References 58 publications

Customer incivility and employee outcomes in the new service marketplace

Customer incivility and employee outcomes in the new service marketplace

The Psychology of Sustainability and Sustainable Development: Advancing Decent Work, Inclusivity, and Positive Strength-Based Primary Preventive Interventions for Vulnerable Workers

Do Organizational Health Climates and Leader Health Mindsets Enhance Employees’ Work Engagement and Job Crafting Amid the Pandemic?

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