Optimising Employee Mental Health: The Relationship Between Intrinsic Need Satisfaction, Job Crafting, and Employee Well-Being

Abstract

Organisations are frequently confronted with the issue of how to enhance employee mental health. Based on Self-Determination Theory, a model is proposed that examines the relationships between job crafting, the satisfaction of the intrinsic needs for autonomy, competence, and relatedness at work, and employee well-beingdefined here as both subjective well-being and psychological well-being. A sample of 253 working adults completed a battery of questionnaires including the job JOB CRAFTING, NEED SATISFACTION, AND WELL-BEING 2 crafting questionnaire, the Intrinsic Need Satisfaction Scale, and the Mental Health Continuum. Using Structural Equation Modelling (SEM) methods, it was determined that job crafting predicted intrinsic need satisfaction, which, in turn, predicted employee well-being. The results suggest that job crafting may be an important underpinning upon which to base an employee well-being intervention.

Workplace Well-Being: The Role of Job Crafting and Autonomy Support

“…Consistent with studies finding that both autonomy support and job crafting are related to well-being (e.g., Deci et al 2001;Gagné and Deci 2005;Moreau and Mageau 2012;Nielsen and Abildgaard 2012;Petrou et al 2012;Slemp and Vella-Brodrick 2014;Tims et al 2012Tims et al , 2013a, the current study also found that both factors independently predicted workplace well-being. However, there was also some suggestion of a synergistic relationship between autonomy support and job crafting, such that employees with the greatest positive affect both perceived their managers as the most autonomy supportive, and engaged in the highest amounts of job crafting.…”

“…Through job crafting, employees can tailor their existing jobs to more closely align with their needs, values, and skill sets, producing a more internalized motivation for their work and thus creating a more enjoyable, engaging, and meaningful experience on the job (Berg et al 2010;Wrzesniewski 2003;Wrzesniewski and Dutton 2001). This theoretical model was supported recently by Slemp and Vella-Brodrick (2014) who, using structural equation modeling (SEM), found that job crafting predicted psychological need satisfaction at work, which in turn predicted well-being. These findings suggest that job crafting may provide employees with an important avenue for enhancing their workplace well-being through the satisfaction of psychological needs.…”

“…Workplace well-being is shown here as a higher order factor, comprised of positive affect, negative affect, and job satisfaction. In our empirical model, to identify the model, these were tested as three separate, correlated latent outcome variables is related to well-being (e.g., Nielsen and Abildgaard 2012;Petrou et al 2012;Slemp and Vella-Brodrick 2014), we hypothesized that job crafting is the mediating variable in the model, and that autonomy support is the antecedent, as it provides the conditions that allow employees to engage in job crafting activities. Well-being has been defined in numerous ways.…”

Job Crafting: Uma Revisão da Produção Científica Internacional

“…Slemp e Vella-Brodrick (2014) corroboraram evidências para o fato de que o job crafting pode ser uma base fundamental para as intervenções sobre o bem-estar dos trabalhadores. Usando métodos de modelagem de equações estruturais, determinou-se que o job crafting é um preditor da satisfação das necessidades intrínsecas, que por sua vez são preditoras do bem-estar do trabalhador (Slemp & Vella-Brodrick, 2014).…”

Leader Group Prototypicality and Employee Well-Being: The Mediate Effect of Group Commitment and the Moderate Effect of Openness

“…According to the theory of self-determination, employees have a demand of self-management. When employees feel their works are in control, they will show higher organizational commitment, and experience the happiness (Slemp & Vella-Brodrick, 2014). Based on the analysis, leader group prototypicality having a positive relationship with team commitment, and team commitment can improve employee well-being.…”