Job crafting: The pursuit of happiness at work

Kirkendall, Cristina D.

doi:10.1037/e577572014-449

Cited by 10 publications

(12 citation statements)

References 92 publications

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“…Thus, cognitive crafting is changing an individual’s perception of the job in a way that enhances the meaning of work (Wrzesniewski and Dutton, 2001). It is related to an employee’s efforts to interpret and perceive his or her job as a whole (Kirkendall, 2013; Wrzesniewski et al , 2013). Even though previous studies conceptually proposed that employees could shape their jobs along these three dimensions, empirical research either emphasized the task crafting facet (Leana et al , 2009) or assessed job crafting as a unidimentional construct (Kanten, 2014).…”

Section: Literature Reviewmentioning

confidence: 99%

“…In addition, task-related factors, such as task interdependence, skill variety and feedback, positively influence employees’ job crafting behaviors. This indicates that employees who have task interdependence with others and are required to have a variety of skills are more likely to engage in job crafting (Kanten, 2014; Kirkendall, 2013). Job crafting changes the meaning of work because the shaping of tasks, relationships and cognition in the workplace would allow employees to experience their work differently.…”

Section: Literature Reviewmentioning

confidence: 99%

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Antecedent and consequences of job crafting: an organizational level approach

Kim

Im²,

et al. 2018

IJCHM

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Purpose This study aims to investigate the conditions required for encouraging employees to engage in job crafting and examine the consequences of job crafting behavior. Job crafting is employees’ proactive behaviors at work associated with modifying tasks, managing social relations and changing job cognition. Design/methodology/approach A paper-and-pencil onsite survey was conducted by targeting frontline employees working in five-star hotels located in Seoul, South Korea. Descriptive statistics, confirmatory factor analysis and structural equation modeling were used. Findings Perceived organizational support triggers employees’ job crafting. Task crafting leads to relational and cognitive crafting. Relational and cognitive crafting increases employees’ fit with the organization, whereas task crafting does not. Employees’ fit with the organization is positively associated with job satisfaction. Research limitations/implications Employees’ job crafting has positive consequences for a company by enhancing employees’ fit with the organization, resulting in increased job satisfaction. Thus, organizations need to show how much the organization cares about employees’ values, so that employees can initiate job crafting by utilizing organizational support. However, generalizing the results should be done cautiously. Originality/value This study focuses on the effect of an organizational-level predictor, whereas previous job crafting literature has focused mainly on an individual level or on task-related factors. It also empirically tests the causal relationships among the three facets of job crafting and provides their distinctive influences on person-organization fit that ultimately leads to job satisfaction.

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Section: Literature Reviewmentioning

confidence: 99%

Section: Literature Reviewmentioning

confidence: 99%

Antecedent and consequences of job crafting: an organizational level approach

Kim

Im²,

et al. 2018

IJCHM

View full text Add to dashboard Cite

show abstract

“…. Selanjutnya menurut Kirkendall (2013) job crafting sebagai cara dimana individu mengubah aspek-aspek dan persepsi dari pekerjaan untuk menyesuaikan karakteristik pekerjaan dan kebutuhan karyawan itu sendiri. Menurut Slemp dan Brodrick (2014) job crafting adalah cara dimana karyawan memiliki peran aktif di dalam pekerjaan dengan melakukan perubahan baik secara fisik maupun kognitif.…”

Section: Job Craftingunclassified

Pengaruh Person Job Fit dan Job Crafting Terhadap Organizational Citizenship Behavior dengan Work Engagement sebagai Variabel Intervening

Riyanto

Helmy

2020

jimmba

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Penelitian ini dilakukan berdasarkan fenomena, dan didukung jurnal yang ada, sehingga peneliti tertarik melakukan penelitian tentang pengaruh person job fit dan job crafting terhadap organizational citizenship behavior dengan work engagement sebagai variabel intervening. Tujuan penelitian ini adalah menganalisis dan menjelaskan pengaruh antar variabel independen, variabel intervening dan variabel dependen. Populasi penelitian ini yaitu Perangkat Desa di wilayah Kecamatan Rowokele, sampel penelitian ini sebannyak 54 orang. Teknik pengambilan sampel yang digunakan menggunakan rumus slovin yang dikombinasikan dengan proportional random sampling. Metode pengumpulan data dengan kuesioner, wawancara, studi pustaka. Sikap responden diukur dengan skala likert 4 tingkatan dan data yang diperolah diolah dengan SPSS (Statistical Product and Service Solutions) for windows versi 23.0 analisis data menggunakan analisis deskriptif, analisis statistik (analisis jalur). Hasil penelitian menunjukan bahwa variabel person job fit dan job crafting berpengaruh positif dan signifikan terhadap work enagagement, variabel person job fit tidak berpengaruh langsung terhadap organizational citizenship behavior melainkan berpengaruh melalui variabel mediasi work engagement, variabel job crafting dan work engagement berpengaruh positif dan signifikan terhadap organizational citizenship behavior. Job crafting memberikan pengaruh paling besar terhadap organizational citizenship behavior.

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“…It has to do with an employee being capable of altering the tasks he or she performs in an organization so as to fit his or her desires and make for better performance. Kirkendall (2013) opines that it is the process by which employees actively shape their job to fit their individual needs. Seeing the concept of JC differently, Debus et al (2019) opine that it is a self-directed approach to shape jobs in an organization by the employees themselves.…”

Section: Introductionmentioning

confidence: 99%

Job crafting, a bottom-up job characteristic of academics with an embeddedness potential

Arachie

Agbaeze

Nzewi

et al. 2021

MRR

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Purpose The frequent turnover of academic instructors (lecturers) to other organizations and countries despite the autonomies their job offer them necessitated; this study aims to examine the relationship between job crafting (JC) and embeddedness of lecturers to their jobs. Design/methodology/approach A survey research design was adopted. This study is carried out in the south-east region of Nigeria. The population of the study consisted of 8,051 academic staff of six randomly selected public universities in the region and a sample size of 367 was determined using Krejcie and Morgan (1970) formula. The primary and secondary source of data were used in data collection and were analysed using regression analysis at a 5% level of significance. Findings Result revealed that task crafting has a statistically significant positive relationship with employee job fit (r = 0.949, R2 = 0.900, F = 2699.473, p-value < 0.05), that relational crafting has a statistically significant positive influence on employee links (r = 0.982, R2 = 0.964, F = 8112.281, p-value < 0.05) and that there is a statistically significant positive correlation between cognitive crafting and sacrifice links (r = 0.962, R2 = 0.926, F = 3729.900, p-value < 0.05). Practical implications This study’s practical implication is that it will aid in making academics in Nigeria embedded in their jobs by encouraging them to craft their jobs so as to give them more meaning. In the field of research, this study helps to close the literature gap existing in JC and the role it plays in embedding academics in their jobs, hence, opening up a whole new research area with empirical data to back it up. For management, the study will help in knowing how to appropriately harness the potential of JC in making employees more engaged in their jobs. Originality/value Many studies have been carried out in the past in areas of JC and employee performance, non to the best knowledge of the researchers has been extended to studying JC as it relates to the embeddedness of academics to their jobs in Nigeria, this study is, therefore, a new addition to academic literature in this area.

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Job crafting: The pursuit of happiness at work

Cited by 10 publications

References 92 publications

Antecedent and consequences of job crafting: an organizational level approach

Antecedent and consequences of job crafting: an organizational level approach

Pengaruh Person Job Fit dan Job Crafting Terhadap Organizational Citizenship Behavior dengan Work Engagement sebagai Variabel Intervening

Job crafting, a bottom-up job characteristic of academics with an embeddedness potential

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