The influence of job crafting on the quality of care provided by nursing home employees: The moderating effect of organizational identification

Abstract

Our goal was to analyze the positive effect of job crafting activities involving nursing home employees on their perceived quality of care, and the moderating effect of organizational identification. A two-wave non-experimental design (with an interval of 12 months) was used. The Job Crafting Questionnaire, the Identification-Commitment Inventory, and the Quality of Care Questionnaire (QoC) were administered to 226 nursing home employees in two waves. The results of the hierarchical regression analyses found significant association between job crafting subdimensions and quality of care twelve months later. Organizational identification was shown to play a moderating role in these relationships when analyzing the effect of cognitive crafting. In this sense, the effect of cognitive crafting on quality of care is only found with high levels of identification. The findings highlight the importance of the job crafting dimensions (task, relational and cognitive) when it comes to enhancing quality of care in residential homes for the elderly. This is especially relevant for cognitive crafting among employees with high levels of organizational identification. This research provides managers with guidance when allocating job crafting opportunities aimed at making improvements in quality of care. In this respect, organizations must offer job crafting training to stimulate and support their employees and, on the other hand, managers should encourage employees to craft their jobs, gearing their needs, abilities, and goals to corporate values and competencies.

Effect of Job Crafting Intervention Program on Harmonious Work Passion and Career Commitment among Nurses: A Randomized Controlled Trial

“…Generally, nurses have a unique role in modern medicine [26]. However, nurses' poor work conditions have deleterious consequences, putting the safekeeping and qualityof-care standards at risk [27]. Terefore, nursing scholars become more interested in studying job crafting [11], and others recommend interventions to foster it among nurses because of the urgent concern and the belief that it is a powerful strategy that can change their work environment positively [13].…”

The Relationship Between Job Crafting and Nurses’ Happiness in Bisha Region, Kingdom of Saudi Arabia

“…Lichtenthaler and Fischbach defined job crafting as employee-driven modifications in concrete work role bounds and intangible work role perceptions [ 3 ]. Through this process, employees can enhance their work identities by recognizing the meaning of their work, growing and shrinking various relational aspects of their jobs, and modifying (i.e., increasing or decreasing) the number, scope, or nature of job tasks performed [ 4 ]. Romeo et al noted that initiating changes in duties and interactions or even adjusting beliefs about the work is an example of job crafting, the active behavior that gives workers the opportunity to redesign their work environment [ 4 , 5 ].…”

The Validity and Functionality of Job Crafting across Cultures: A three-sample study

“…Baghdadi et al (2020) found that job crafting accounted for 57% of the variance in work engagement among nurses. Romeo et al (2021) reported that job crafting (task, relational, and cognitive) is positively related to the quality of care in residential homes for the elderly. Gordon et al (2018) concluded from their intervention study that job crafting influences well-being (i.e., work engagement, health, and reduced exhaustion), and job performance (i.e., adaptive, task, and contextual performance).…”