Job Crafting as a Mediator between Work Engagement and Wellbeing Outcomes: A Time-Lagged Study

Robledo, Enrique; Zappalà, Salvatore; Topa, Gabriela

doi:10.3390/ijerph16081376

Cited by 66 publications

(55 citation statements)

References 54 publications

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“…Overall, humor and humor styles can be conceived as a promising primary prevention resource for work and organizational contexts. More generally, humor and humor styles could be considered as a useful new preventive resource to promote employee health and safety, as well as organizational effectiveness and sustainability (i.e., healthy organization) [62][63][64][65][66][67][68][69][70][71][72][73][74][75][76].…”

Section: Discussionmentioning

confidence: 99%

Humor Styles as New Resources in a Primary Preventive Perspective: Reducing Resistance to Change for Negotiation

Fabio

Duradoni

2020

IJERPH

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Reducing resistance to change is fundamental to dealing with the rapid and continuous changes of the 21st century labor market. Personality traits have been widely studied in relation to resistance to change. However, personality is not completely suitable for primary prevention intervention, since it does not change over time. Instead, humor styles appear to be a promising preventive resource to facilitate the negotiation process by enabling individuals to cope with the current work environment. Using a sample of 149 university students, this study analyzed the relationship between personality traits, such as extraversion and emotionality, humor styles, and resistance to change. The mediation analysis highlighted that both affiliative and self-enhancing humor styles could promote integrative negotiations within organizations in relation to change, due to their negative relationships with resistance to change. Thus, implementing dedicated interventions to increase the usage of affiliative and self-enhancing humor styles could help in lowering the failure risk in negotiation processes, supporting changes.

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Section: Discussionmentioning

confidence: 99%

Humor Styles as New Resources in a Primary Preventive Perspective: Reducing Resistance to Change for Negotiation

Fabio

Duradoni

2020

IJERPH

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“…According to the broaden-and-build theory ( Fredrickson, 2001 ) and JD-R model ( Bakker and Demerouti, 2007 ) and based on existing studies showing significant associations of positive and negative emotions with work engagement ( Sonnentag et al, 2008 ; Malinowski and Lim, 2015 ; Buriæ and Macuka, 2018 ) and psychological well-being ( Lavy and Eshet, 2018 ), we first assumed that positive emotions and the positivity ratio will be positively associated with teachers’ work engagement and psychological well-being. Second, considering the positive associations of work engagement with well-being and flourishing ( Robledo et al, 2019 ; Tesi et al, 2019 ), we predicted that teachers’ work engagement will be positively related to psychological well-being. Third, as our main hypothesis, we predicted that teachers’ work engagement will mediate the association of emotions and positivity ratio with psychological well-being.…”

Section: Introductionmentioning

confidence: 99%

Positivity Ratio and Well-Being Among Teachers. The Mediating Role of Work Engagement

Rusu

Colomeischi

2020

Front. Psychol.

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Previous studies indicated that the balance of positive to negative affect (i.e., positivity ratio) is associated with subjective well-being and flourishing in the general population. Moreover, a positivity ratio of 2.9 is considered a critical value discriminating between flourishing and non-flourishing individuals. To date, however, there is limited research on the positivity ratio on samples of teachers. The present study aimed to investigate whether the positivity ratio affects work engagement and well-being among teachers. Based on the broaden-and-build theory (Fredrickson, 2001) and work engagement model (Bakker and Demerouti, 2007), we predicted that positivity ratio (the ratio between positive and negative emotions) experienced by teachers would increase their work engagement, which in turn would positively affect their well-being. A sample of 1,335 teachers (762 women and 573 men) from Romania participated in the study. Results revealed that work engagement mediated the relationship between positivity ratio and well-being. Specifically, teachers with a higher ratio of positive to negative emotions reported more engagement (dedication, absorption, and vigor) and in consequence higher levels of subjective well-being (autonomy, environmental mastery, personal growth, self-acceptance, positive relations with others and purpose in life). Also, when investigating the positivity ratio according to participants' well-being, we found a mean of positivity ratio of 2.84 for the group of teachers with high levels of well-being, validating the proposed critical positivity ratio of 2.9. These findings support the importance of addressing positive emotions and positivity ratio in prevention and intervention programs with teachers.

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“…Most uncertain was the role of task crafting, only stimulating positive responses in conjunction with other forms of control. In this regard, this study deviates from current research that has confirmed the positive effects of job crafting, and using advanced methods, such as diary, multi-level and longitudinal study designs [22][23][24]. This study differs from these investigations by also including task autonomy and idiosyncratic deals, thus separating (i.e., statistically "partializing out") the effects of these three types of task control, which otherwise may be confounded in the measurement of job crafting.…”

Section: Discussionmentioning

confidence: 63%

Creating Positive Work Experiences Through Task Self-Redesign

Hornung

Höge

Seubert

et al. 2019

Behavioral Sciences

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Complementing the traditional focus in work design on “top-down” organizational interventions, research into proactive work behavior suggests that “bottom-up” processes, based on the “micro-emancipatory” actions employees engage in, create more rewarding and meaningful work experiences. Based on current theorizing, this study tests a tripartite model of task self-redesign and positive work-related states of meaning, affective commitment, and work–home enrichment. The interactive effects of three modes of task influence are postulated: (a) the active use of existing potentials for task autonomy; (b) job crafting, as unauthorized and self-organized modifications of task features; (c) the individual renegotiation of tasks through idiosyncratic deals (i-deals) with superiors. Survey data from an occupationally heterogeneous convenience sample of N = 279 German-speaking employees were analyzed, using confirmatory factor analysis and moderated linear regression. The regression results confirmed that task i-deals consistently related to positive experiences, whereas autonomy only related to one, and task crafting had no significant main effect. A significant two-way interaction between i-deals and crafting was found only in relation to affective commitment. Supporting the suggested tripartite model, significant (synergistic) three-way interactions explained the additional variance in all three examined outcomes. These results offer some preliminary insights into the interplay of organizationally designed, individually crafted, and interpersonally negotiated work activities. Task autonomy, task-directed job crafting, and task i-deals appear to fulfill complementary roles in the self-directed creation of positive work experiences. Methodological limitations and further research needs are discussed.

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Job Crafting as a Mediator between Work Engagement and Wellbeing Outcomes: A Time-Lagged Study

Cited by 66 publications

References 54 publications

Humor Styles as New Resources in a Primary Preventive Perspective: Reducing Resistance to Change for Negotiation

Humor Styles as New Resources in a Primary Preventive Perspective: Reducing Resistance to Change for Negotiation

Positivity Ratio and Well-Being Among Teachers. The Mediating Role of Work Engagement

Creating Positive Work Experiences Through Task Self-Redesign

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