The moderating role of HR practices on the career adaptability–job crafting relationship: a study among employee–manager dyads

Abstract

This study aims to investigate whether career adaptability could enhance an employee's work engagement through job crafting behaviors and to address the role of HR practices in this relationship. Based on career construction theory, we first examine whether career adaptability, as a self-regulatory competency may trigger enhanced job crafting behaviors, which in turn increase employee's work engagement. Second, we propose a moderation model in which different implemented high-performance work practices (HPWPs) moderate the relationship between career adaptability and job crafting. The results show that job crafting mediated the positive relationship between career adaptability and work engagement. The results support the hypothesized moderation only for opportunityenhancing HPWPs. The relationship between career adaptability and job crafting is positive and significant for medium and high opportunity-enhancing HPWPs, but not for low levels of this HPWPs domain. The results imply that through the implementation of opportunity-enhancing HPWPs organizations can create a room for employees to express their adaptability at work through crafting their jobs, which in turn relates to work engagement. ARTICLE HISTORY

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

“…Many scholars have noted that the characteristics of individuals, jobs, and the social environment should be simultaneously examined in order to accurately understand the behaviors of organizational members. This study has proven that this suggestion is also applicable to research on job crafting [57]. One of the highlights of the present findings is that, when self-reported levels of a personality trait (i.e., openness to experience) and job characteristics (i.e., skill variety, task significance, and task identity) were congruent at a higher level, it drove changes in organizational members' jobs.…”

“…Specifically, the fifteen-item Job Crafting Questionnaire, which was developed by Slemp and Vella-Brodrick [28], was modified in accordance with the context within which job crafting was assessed (i.e., team assignments). Consistent with prior research that relied on the abbreviated scales of job crafting [4,57], items with low factor loadings were excluded; thus, participant responses to 12 items were analyzed. Four, five, and three items assessed task (α = 0.76), relational (α = 0.82), and cognitive crafting (α = 0.76), respectively.…”

The relationship between career adaptability and job outcomes via fit perceptions: A three-wave longitudinal study

“…Individuals with higher levels of self-regulatory resources, such as career adaptability, are more proactive in modifying their job environments so that a better need–supply fit is perceived (Edwards & Van Harrison, 1993). For instance, employees high on career adaptability resources are more proactive in crafting different aspects of their jobs in a way that they perceive a greater need–supply fit (Federici et al., 2019). Thus, individuals perceiving high need–supply fit convert their jobs into more interesting and challenging ones that lead to higher job performance and greater satisfaction (Kristof-Brown et al., 2005).…”

HR Analytics using R Machine Learning Algorithm : Multiple Linear Regression Analysis

“…R. S. Surya Narayana Reddy et al [1] the existing HRD climate will influence a lot on productivity of employees, employee job satisfaction. In all scenarios witnessed about HRD practices positively will influence the employee performance in the organization.Federici et al [2] the study attempts to investigate, weather career planning and development will enhance the performance of employee in organization. He also proposed that, the employee high performance work practices also will influence the performance of employees.…”