Job Crafting and Performance of Dutch and American Health Care 					Professionals

Gordon, Heather J.; Demerouti, Evangelia; Blanc, Pascale M. Le; Bipp, Tanja

doi:10.1027/1866-5888/a000138

Cited by 104 publications

(123 citation statements)

References 48 publications

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“…Although we found only limited evidence for a link of skill variety with job crafting, other job characteristics, like autonomy, have been found to predict in particular seeking resources behaviour (in combination with work pressure; Petrou et al ., ). Furthermore, employees outside the Netherlands reported a higher tendency to reduce demands, which confirms recent findings on cultural differences in job crafting (Gordon et al ., in press).…”

Section: Resultsmentioning

confidence: 99%

Which employees craft their jobs and how? Basic dimensions of personality and employees' job crafting behaviour

Bipp

Demerouti

2014

J Occupat & Organ Psyc

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112

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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

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Section: Resultsmentioning

confidence: 99%

Which employees craft their jobs and how? Basic dimensions of personality and employees' job crafting behaviour

Bipp

Demerouti

2014

J Occupat & Organ Psyc

Self Cite

112

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“…Consistent with this notion, Rudolph et al () found that workload, usually recognized as a “challenging demand” (that is, an obstacle to be overcome in order to learn and achieve, LePine, Podsakoff, & LePine, ), was positively related to approach crafting. Similarly, Gordon et al () found positive relationships between approach resources crafting and job demands (work pressure, cognitive demands, and emotional demands). However, Solberg and Wong () demonstrated a negative relationship between perceived role overload and approach crafting (i.e., task crafting), perhaps because role overload is one type of “hindrance demands,” which are likely to thwart personal growth and goal attainment (LePine et al, ) and thus reduce approach crafting.…”

Section: A Synthesized Nomological Network Of Antecedents and Consequmentioning

confidence: 91%

“…Although the positive effects of approach crafting and the negative effects of avoidance crafting have been supported in different cultural backgrounds, several studies have indicated that cultural differences influence individuals' job crafting behavior as well as the outcomes of job crafting. Gordon et al () compared the job crafting of health care professionals in the US (a masculine‐dominated culture) and the Netherlands (a feminine‐dominated culture), indicating that the former had higher job demands and reported more avoidance demands crafting, whereas the latter reported a higher level of approach resources crafting. Yepes‐Baldó, Romeo, Westerberg, and Nordin () found a positive linear relationship between approach crafting and psychological well‐being in a Spanish sample, but found an inverted U‐shaped curve between approach crafting and psychological well‐being in the Swedish sample.…”

Section: Implications and Future Directionsmentioning

confidence: 99%

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

2018

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Summary Two dominant perspectives of job crafting—the original theory from Wrzesniewski and Dutton () and the job demands resources perspective from Tims, Bakker, and Derks ()—remain separate in research. To synthesize these perspectives, we propose a three‐level hierarchical structure of job crafting, and we identify the aggregate/superordinate nature of each major job crafting construct. The first level of the structure is job crafting orientation, or approach versus avoidance crafting, which we argue is an essential yet often neglected distinction in the literature. We address the debate surrounding cognitive crafting and identify crafting form (behavioral versus cognitive crafting) as the next hierarchical level of constructs. Finally, we concur that job resources and job demands, or crafting content, capture different ways that individuals craft their jobs. Using this integrated hierarchical structure, we were able to review antecedents and outcomes from both perspectives. We show, for example, that approach crafting in its behavioral form is very similar to other proactive behaviors in the way it functions, suggesting a need for closer synthesis with the broader proactive literature, whereas avoidance crafting appears to be less proactive and often dysfunctional. On the basis of our review, we develop a road map for future research.

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“…However, various recent studies have shown negative results of decreasing hindering job demands (e.g., Petrou et al, 2012, 2016; Tims et al, 2013; Gordon et al, 2015). Therefore, we will not include this dimension in the current study.…”

Section: Theoretical Backgroundmentioning

confidence: 99%

Construction and Validation of the Perceived Opportunity to Craft Scale

Wingerden

Niks²

2017

Front. Psychol.

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We developed and validated a scale to measure employees’ perceived opportunity to craft (POC) in two separate studies conducted in the Netherlands (total N = 2329). POC is defined as employees’ perception of their opportunity to craft their job. In Study 1, the perceived opportunity to craft scale (POCS) was developed and tested for its factor structure and reliability in an explorative way. Study 2 consisted of confirmatory analyses of the factor structure and reliability of the scale as well as examination of the discriminant and criterion-related validity of the POCS. The results indicated that the scale consists of one dimension and could be reliably measured with five items. Evidence was found for the discriminant validity of the POCS. The scale also showed criterion-related validity when correlated with job crafting (+), job resources (autonomy +; opportunities for professional development +), work engagement (+), and the inactive construct cynicism (-). We discuss the implications of these findings for theory and practice.

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Job Crafting and Performance of Dutch and American Health Care Professionals

Cited by 104 publications

References 48 publications

Which employees craft their jobs and how? Basic dimensions of personality and employees' job crafting behaviour

Which employees craft their jobs and how? Basic dimensions of personality and employees' job crafting behaviour

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

Construction and Validation of the Perceived Opportunity to Craft Scale

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