Why is Underemployment Related to Creativity and OCB? A Task-Crafting Explanation of the Curvilinear Moderated Relations

Lin, Bilian; Law, Kenneth S.; Zhou, Jing

doi:10.5465/amj.2014.0470

Cited by 197 publications

(247 citation statements)

References 47 publications

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“…Women reported more approach resources crafting than men, with small but significant differences (Rudolph et al, ). Lin, Law, and Zhou () found an inverted U‐shaped relationship between underemployment and approach crafting (i.e., task crafting), which is moderated by organizational identification.…”

Section: A Synthesized Nomological Network Of Antecedents and Consequmentioning

confidence: 99%

“…Job crafting study designs have also been limited to field surveys with just a few exceptions of studies with experimental designs (Bipp & Demerouti, ; Lin et al, ). Expanding the use of scenario and laboratory designs will benefit job crafting research, perhaps especially to investigate avoidance demands crafting, which participants might be reluctant to report in field surveys (Tims et al, ).…”

Section: Implications and Future Directionsmentioning

confidence: 99%

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Reorienting job crafting research: A hierarchical structure of job crafting concepts and integrative review

2018

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Summary Two dominant perspectives of job crafting—the original theory from Wrzesniewski and Dutton () and the job demands resources perspective from Tims, Bakker, and Derks ()—remain separate in research. To synthesize these perspectives, we propose a three‐level hierarchical structure of job crafting, and we identify the aggregate/superordinate nature of each major job crafting construct. The first level of the structure is job crafting orientation, or approach versus avoidance crafting, which we argue is an essential yet often neglected distinction in the literature. We address the debate surrounding cognitive crafting and identify crafting form (behavioral versus cognitive crafting) as the next hierarchical level of constructs. Finally, we concur that job resources and job demands, or crafting content, capture different ways that individuals craft their jobs. Using this integrated hierarchical structure, we were able to review antecedents and outcomes from both perspectives. We show, for example, that approach crafting in its behavioral form is very similar to other proactive behaviors in the way it functions, suggesting a need for closer synthesis with the broader proactive literature, whereas avoidance crafting appears to be less proactive and often dysfunctional. On the basis of our review, we develop a road map for future research.

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Section: A Synthesized Nomological Network Of Antecedents and Consequmentioning

confidence: 99%

Section: Implications and Future Directionsmentioning

confidence: 99%

Reorienting job crafting research: A hierarchical structure of job crafting concepts and integrative review

2018

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“…Consistent with previous job crafting studies (e.g., Leana, Appelbaum, & Shevchuk, 2009;Lin, Law, & Zhou, 2017), we assessed job crafting using four items from Slemp and Vella-Brodrick's (2014) task crafting scale (e.g., "This employee changes the scope or types of tasks that he/she completes at work"; α = 0.75). Task crafting involves essential job crafting acts and has been investigated as a relevant form of job crafting in previous research (e.g., Leana et al, 2009;Lin et al, 2017).…”

Section: Job Craftingmentioning

confidence: 99%

When are internal and external corporate social responsibility initiatives amplified? Employee engagement in corporate social responsibility initiatives on prosocial and proactive behaviors

Hur

Moon

Choi

2019

Corp Soc Responsibility Env

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The aim of the study is to test not only the relative importance effect of employees' external and internal corporate social responsibility (CSR) perceptions on prosocial and proactive behaviors (i.e., organizational citizenship behavior [OCB] and job crafting) but also the impact of the interaction of these two kinds of employee CSR perceptions on proactive behaviors. Survey-based data were collected from 181 employees at eight luxury hotels located in South Korea. Using a two-wave longitudinal design, we measured employees' internal and external CSR perceptions, and then their supervisors rated OCB and job crafting one month after. Hierarchical moderated regression model is employed to test research hypotheses. The results showed that employees' internal CSR perceptions are more strongly related to prosocial and proactive behaviors than employees' external CSR perceptions are. Furthermore, the positive relationship between internal CSR perceptions and prosocial and proactive behaviors was more pronounced when external CSR perceptions were high than when they were low. The theoretical and managerial implications of the results and the limitations of the study are discussed, and future research directions are suggested.

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“…Prior studies indicated that the crafters increasing their job resources bring back more enjoyment to their work and have more positive effects to promote job performance (Tims et al., ), in‐role performance (Bakker et al., ), and adaptivity (Peeters, Arts, & Demerouti, ). Recently, Lin, Law, and Zhou () also demonstrated that task crafting is positively related to creativity, and collaborative crafting is positively related to job satisfaction and organizational commitment (Leana et al., ). Job crafting could satisfy employees’ intrinsic need and in turn resulted in higher social well‐being and psychological well‐being (Slemp & Vella‐Brodrick, ).…”

Section: Literature and Hypothesesmentioning

confidence: 99%

“…Job crafting is a systematic process of goal‐setting and self‐improvement, and the crafter learns new things and develops the challenges that enhance feelings of regulatory and achievement, has the potential to fulfill the crafter's sense of competence, namely, the need to feel responsible for successful behavior (Deci & Ryan, ). There was evidence that job crafting as self‐oriented behavior was positively related to creative actives (Lin et al., ; Parker et al., ). Job crafting, such as seeking resources, is positive to supervisor rated creativity through work engagement and flourishing (Demerouti et al., ).…”

Section: Literature and Hypothesesmentioning

confidence: 99%

Linking Proactive Personality to Creative Performance: The Role of Job Crafting and High‐Involvement Work Systems

Hui

Jin

Chen

2018

Journal of Creative Behavior

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This study proposed that job crafting serves as a mechanism reflecting how proactive personality affects creative performance, and this study explored whether these relationships are moderated by high‐involvement work systems. Drawn from the conservation of resources theory to develop a cross‐level moderated mediation model, a three‐wave longitudinal study was conducted with 346 employees and their supervisors in 27 high technology firms in China. This study found that proactive personality was positively related to creative performance and that job crafting mediated the relationship between proactive personality and creative performance, and an indirect effect of proactive personality on creative performance through job crafting was significant when high‐involvement work systems was low but not high. Thus, the research results indicate that when human resource management involves less participatory management, incentive rewards, extensive training and information sharing, proactive employees can draw from their personality to craft their job tasks, relations and cognitions, thereby improving creative performance. The theoretical and managerial implications, limitations, and future research directions are discussed.

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Why is Underemployment Related to Creativity and OCB? A Task-Crafting Explanation of the Curvilinear Moderated Relations

Cited by 197 publications

References 47 publications

Reorienting job crafting research: A hierarchical structure of job crafting concepts and integrative review

Reorienting job crafting research: A hierarchical structure of job crafting concepts and integrative review

When are internal and external corporate social responsibility initiatives amplified? Employee engagement in corporate social responsibility initiatives on prosocial and proactive behaviors

Linking Proactive Personality to Creative Performance: The Role of Job Crafting and High‐Involvement Work Systems

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