Who benefits from time-spatial job crafting? The role of boundary characteristics in the relationship between time-spatial job crafting, engagement and performance

Abstract

PurposeUsing the theoretical framework of job demands-resources and boundary management, the purpose of this paper is to explore the moderating role of work and life boundary characteristics in the relationship between time-spatial job crafting, work engagement and job performance.Design/methodology/approachA total of 176 employees working in the IT sector and having an opportunity to use flexible work arrangements were surveyed online.FindingsWork and life boundary characteristics were found to moderate the relationship between time-spatial job crafting and work engagement as well as between time-spatial job crafting and job performance. Moreover, boundary characteristics moderated the indirect relationship between time-spatial job crafting and job performance through work engagement.Practical implicationsTime-spatial job crafting becomes a key strategy for maintaining work engagement and job performance, when work–life boundaries are less flexible and less permeable.Originality/valueThe study demonstrates that boundary characteristics determine the effects of time-spatial job crafting on work engagement and job performance.

Who needs transformational leadership to craft their job? The role of work engagement and personal values

“…One example that can be provided is the causal relationship between work engagement and job crafting. Research showed two antithetical effects-namely, that work engagement promotes job crafting (Bai et al, 2021;Bajaba et al, 2021;Oprea et al, 2022;Tan et al, 2020), as well as the reversed causality for these variables (Bakker and Oerlemans, 2019;Lazauskaite-Zabielske et al, 2021;Letona-Ibañez et al, 2021;Radstaak and Hennes, 2017). The bidirectional relationship between these variables is confirmed by analyses which aggregate the previous research (Dash and Vohra, 2020;Zhang and Parker, 2019).…”

“…, 2022; Tan et al. , 2020), as well as the reversed causality for these variables (Bakker and Oerlemans, 2019; Lazauskaite-Zabielske et al. , 2021; Letona-Ibañez et al.…”

Predictors of job crafting in SMEs working in an ICT-based mobile and multilocational manner

“…Therefore, it is essential that future research implements a rigorous validating process where the content of this construct is assessed in relation to other approach types of job crafting and expected consequences. However, the intention to report these preliminary findings related to increasing workplace resources concurs with Lazauskaite-Zabielske et al (2021) and Roskams and Haynes (2019) and raises the importance of considering the working environment as an essential part of work. In new ways of working, extended work environments provide employees with flexibility (Meyer et al, 2021) and motivational profit (Ryan and Deci, 2020), but may also cause drawbacks.…”

“…Our other theoretical contribution is to stimulate the debate on the need to expand the target of job crafting to cover the operational environment of work. Evidence (Lazauskaite-Zabielske et al, 2021;Wessels et al, 2019) supports the idea of including features of new ways of working, such as time and spatial dimensions of work, as targets for employee-driven job crafting. Aligned with such suggestions, Roskams and Haynes (2019) presented the concept of environmental crafting, where individuals add a sense of coherence by improving the workplace environment, that is, by minimising demands and increasing resources.…”

A cross-cultural comparison of work engagement in the relationships between trust climate – Job performance and turnover intention: Focusing China and Pakistan

“…Consequently, there is imperative to investigate a broader array of WE determinants to deepen the understanding of this construct [ 6 ]. While numerous studies have explored the nexus between trust and motivational outcomes organizational citizenship behavior, job satisfaction, and turnover intentions [ 25 ], the relationship between trust and WE remains relatively under-researched. Such observations indicate a potential linkage between trust climate (TC) and WE that remains to be elucidated.…”