Promote Well-Being and Innovation in Sustainable Organizations: The Role of Job Crafting as Mediator

Mondo, Marina; Cicotto, Gianfranco; Pileri, Jessica; Cois, Ester; Simone, Silvia De

doi:10.3390/su15118899

Cited by 3 publications

(3 citation statements)

References 152 publications

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“…In the workplace, well-being is represented by the subjective assessment that one's work generates satisfaction (Maddux 2018), and it is considered one of the central aspects of subjective well-being. Subjective well-being (SWB) at work can be considered a protective factor of employees' physical and mental health (Mondo et al 2023;Sahai and Mahapatra 2020) and can prevent turnover intentions (Mondo et al 2022). It is present when workers have positive emotions that outweigh the negative ones when they perceive high levels of satisfaction, and in turn, they are more performing (De Simone et al 2022;Taris and Schaufeli 2015).…”

Section: Introductionmentioning

confidence: 99%

The Role of Techno-Stress and Psychological Detachment in the Relationship between Workload and Well-Being in a Sample of Italian Smart Workers: A Moderated Mediated Model

Mondo,

Pileri,

Barbieri

et al. 2023

Social Sciences

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Well-being conditions at work are determined by the balance between the demands from the organizational context and the perception of people to possess resources concerning the ability to cope with such requests. The pandemic caused by COVID-19 has changed working conditions, and employees have had to adapt to smart working (SW) by bringing new resources into play to meet new demands. Many organizations are questioning how to implement SW after the pandemic. According to the JD-R model, the present study considered workload during smart working and Techno-stress (the perceived stress concerning the use of technologies) as new requests (i.e., demands) coming from the organization and Psychological Detachment (the ability to create psychological distancing from work) as a personal resource. We investigated the moderator role of Psychological Detachment in the relationship between workload in SW and Well-being, mediated by Techno-stress (in its three dimensions: Techno-Overload, Techno-Invasion, and Techno-Complexity). The sample is made up of 622 Italian public administration employees who completed a questionnaire containing the following scales: Quantitative Workload Inventory, Well-being Index, Psychological Detachment, Techno-stress Creator Scale. Mediation and moderate-mediation models have been tested with PROCESS Macro. Findings showed that Techno-Invasion and Techno-Complexity fully mediate the relationship between workload in SW and well-being. Psychological detachment moderates the effect of the workload on Well-being, which in turn is mediated by Techno-Invasion. Furthermore, findings suggest the importance of identifying protective factors that can mitigate the workload effects on the employees’ well-being in SW.

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Section: Introductionmentioning

confidence: 99%

The Role of Techno-Stress and Psychological Detachment in the Relationship between Workload and Well-Being in a Sample of Italian Smart Workers: A Moderated Mediated Model

Mondo,

Pileri,

Barbieri

et al. 2023

Social Sciences

Self Cite

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“…The given assumption, however, requires an excessive level of employee involvement (Szostek et al, 2020(Szostek et al, , 2022a(Szostek et al, , 2022b, while one of the ways to achieve it is offered by job crafting, i.e. the adjustment or adaptation of work procedures by the employees themselves with the aim of increasing its perceived importance and ability to identify with work and, consequently, increased work performance (Irfan et al, 2023;Mondo et al, 2023;Shin et al, 2020). Newer approaches also add that the basis of job crafting is the use of the employee's strengths and interests to adjust the work (Kooij et al, 2017) that job crafting is a process of constantly adapting work to changing personal preferences, motives and abilities, which leads to positive as a result of employees (Kooij et al, 2020).…”

Section: Introductionmentioning

confidence: 99%

“…Moreover, contemporary insights emphasize that individualized approaches, which tap into the combined resources of employees in both their professional and personal lives, to job design are needed more than standardized ones in the evolving work landscape. Therefore, job crafting emerges as a substantial driver of sustainable work performance, ultimately bolstering long-term employability prospects (Lu et al, 2023;Mondo et al, 2023;Rahi, 2023;Sypniewska et al, 2023).…”

Section: Introductionmentioning

confidence: 99%

Job crafting and sustainable work performance: A systematic literature review

Rózsa,

Folvarčná,

Holúbek

et al. 2023

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Research background: Job crafting based on individual initiative represents a new form of work design, supporting stability in increasing work performance. In many cases, this method proves to be an effective way of increasing employees' work engagement, mainly because of the mediated autonomy in their work performance and the greater meaningfulness that results from it. The basis of job crafting is employee support, which initiates working behavior focused on proactivity in creating and adapting work to the subjective requirements of the employee's individuality. The available literature highlights various approaches that mediate individual topics, with which companies try to stimulate employee behavior, the expected result of which is job crafting, which leads to an increase in work performance. Purpose of the article: The goal of the study is to identify current research directions in the field of job crafting, specifically in relation to increasing work performance. Methods: The Web of Science database was used to identify the main directions of research in the relevant literature. Research was directed at peer-reviewed articles published in journals indexed in SSCI as Q1 and Q2. The resulting number of articles was identified based on the PRISMA selection method. Findings & value added: By analyzing the literary sources, we have identified 4 important research topics that the authors of the scientific articles addressed. The most widespread topic was work engagement and its influence on job crafting. In the second topic, the authors addressed the issue of how job crafting supports the meaningfulness of work. The third research topic that the authors addressed was job crafting as a factor of employee autonomy. The fourth theme identified was the influence of leadership and management support on job-crafting behavior. The paper offers the reader a systematic and clear list of available quality resources that can help them in their personal research related to job crafting and work performance. In addition, the results of our research may be useful for companies trying to improve the work performance of their employees.

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Mapping the green human resource management practices: A systematic scoping review and its implications for employees’ well-being

Kamboj,

2024

HSM

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BACKGROUND: Human Resource Management (HRM) has emerged as a crucial facet of organizational success, particularly in balancing profitability and environmental sustainability. The growing environmental concerns are reshaping HRM, giving rise to Green Human Resource Management (GHRM) practices. However, there is a critical need to understand the evolution and impact of GHRM. OBJECTIVE: This literature review explores the role of GHRM in fostering sustainable practices, employee well-being, and engagement within organizations. It aims to provide the groundwork for future research. METHODS: This study examined 204 selected journal articles from Scopus, Web of Science, and Google Scholar following PRISMA guidelines. The article underwent rigorous screening, data extraction, and analysis using NVivo 14 software. RESULTS: The literature review explored the theoretical underpinnings of GHRM practices. Scoping review provided insights into the depth of available literature, mapping revealed research gaps and thematic clusters. However, systematic review highlights GHRM’s role in organisational sustainability and employee well-being. CONCLUSIONS: GHRM emerges as a crucial factor in fostering environmental capabilities and steering the transition from traditional HR practices to eco-friendly approaches, paving the way for new paradigms. Moreover, practitioners must extend their considerations beyond routine organizational HR practices to enhance sustainable HR practices and employees’ well-being.

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Promote Well-Being and Innovation in Sustainable Organizations: The Role of Job Crafting as Mediator

Cited by 3 publications

References 152 publications

The Role of Techno-Stress and Psychological Detachment in the Relationship between Workload and Well-Being in a Sample of Italian Smart Workers: A Moderated Mediated Model

The Role of Techno-Stress and Psychological Detachment in the Relationship between Workload and Well-Being in a Sample of Italian Smart Workers: A Moderated Mediated Model

Job crafting and sustainable work performance: A systematic literature review

Mapping the green human resource management practices: A systematic scoping review and its implications for employees’ well-being

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