The Effect of the Congruence between Job Characteristics and Personality on Job Crafting

Abstract

This study examined the effect of the fit between personality (i.e., openness to experience) and core job characteristics (i.e., skill variety, task significance, and task identity) on job crafting. We collected survey data from 200 college students who were assigned a team project during the semester. Using polynomial regression analysis, we tested the effects of the fit between personality and job characteristics on job crafting. The results revealed that a high level of openness to experience was significantly associated with a high level of job crafting (i.e., task, relational, and cognitive crafting). Furthermore, when both openness to experience and job characteristics were congruent at a high level, the tendency to proactively perform one’s tasks was also high. These findings enhance our understanding of the effect of the fit between openness to experience and three core job characteristics on job crafting.

Core Job Characteristics and Personal Work Outcomes: The Mediating Role of Critical Psychological States: Empirical Evidence from Northern Cyprus Hotel Sector

“…Based on the analysis, the results showed that there was a positive relationship between CJC and EMW (supporting H1). This finding supports Kim et al (2020), which identified that CJC has a positive impact on motivation, job satisfaction, work quality, and lowers absenteeism and staff turnover. In a positive manner, Iqbal et al ( 2018) identified that CJC directly influences employees' thinking and having specific aspects on their job roles eventually contributing to personal work outcomes such as job satisfaction and personal performance.…”

“…The dimensions are job autonomy, feedback, task identity, task significance, and variety. A lack of these dimensions of CJC has been identified by Kim et al (2020) as contributing to lower motivation, lower job satisfaction, reduced work quality, and higher absenteeism and staff turnover. It has also been reported by (Grant, 2007), that CJC has an ultimate impact on OUT, with psychological states acting as a mediator between job characteristics and OUT.…”

How and When Job Crafting Relates to Employee Creativity: The Important Roles of Work Engagement and Perceived Work Group Status Diversity

“…However, we used a diary study, and the literature indicates that common method bias is less likely to be a serious concern when interaction effects are observed [ 82 ] and when constructs are measured over time [ 83 ]. Second, although perceptions are important for understanding what people feel, think, and do, future research may include more objective indicators of proactive behaviors [ 84 ] and workplace diversity (e.g., a Gini index to measure work group status diversity) [ 85 , 86 , 87 ]. Third, we also hold concerns on the generalizability of our study.…”

Contextual antecedents of job crafting: review and future research agenda

“…In particular, research has shown that feedback positively affects employees’ job crafting by offering direct and clear information about their work outcomes and effectiveness (Kanten, 2014). Skill variety has also been shown to have a positive influence on job crafting by helping employees develop different skills and talents (Kanten, 2014; Kim et al , 2020; Li et al , 2020). Interestingly, Bizzi (2017) reported that (team) task significance negatively affects job crafting because employees are clearly aware of how their jobs substantially impact other colleagues’ work in their organizations, so they are likely to feel more responsible for others and for others’ interests (Bizzi, 2017).…”