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Career maturity reflects an individual's readiness to make age-appropriate career decisions. Previous studies on career maturity mainly focus on specific groups and occupations, such as nurses and students, and on the career maturity that has been gradually improved by individuals due to physiological development. This paper believes that the increase of career maturity is accompanied by the whole career of individuals. Therefore, it is imperative to explore the development of career maturity from the psychological perspective in more work scenarios. Based on the Conservation of Resource Theory and the Job Demands-Resources Model, the present study explores the relationship between career maturity and job satisfaction and the underlying mechanisms involved. Analysis of two waves of time-lagged data (N = 443) showed that there was a significant positive correlation between employees' career maturity and job satisfaction; Job crafting mediated the relationship between career maturity and job satisfaction; Openness personality trait moderated both of the effect of career maturity on job crafting and the indirect effect of career maturity on job satisfaction through job crafting, such that both of the effects were stronger for employees with higher levels of openness. Theoretical and practical implications are also discussed. [ABSTRACT FROM AUTHOR]

As automating technologies are increasingly integrated into workplaces, one concern is that many of the human workers who remain will be relegated to more dull and less positively impactful work. This paper considers two rival theories of meaningful work that might be used to evaluate particular implementations of automation. The first is achievementism, which says that work that culminates in achievements to workers' credit is especially meaningful; the other is the practice view, which says that work that takes the form of an open-ended practice is especially meaningful. Of the two, the practice view is the better tool for assessing the future of meaningful work, because achievementism is explanatorily inadequate in two ways. Moreover, the practice view can explain why the most meaningful forms of work cannot be automated. A procedure can only be automated as long as the steps are defined, whereas, in such work, which steps to take is indefinitely open to redefinition. This reveals the real threat to meaningful work to be a political-economic one. The relevant ethical questions there have to do with how much creative control workers retain in crafting their own jobs, when those jobs involve meaningful work in collaboration with machines; and how to liberate workers from jobs that do not involve meaningful work, which should be left to machines anyway. [ABSTRACT FROM AUTHOR]

The current paper proposes and tests a model of caregiver empowerment among family caregivers of elderly people in Vietnam. Based on the theory of planned behavior, the study investigates the role of filial piety, work-caregiving conflict, and self-efficacy on intention to craft the caregiving job. Intention to craft is then expected to result in actual caregiving job crafting behaviors, with the later proposed to predict caregiver empowerment. Analysis of data collected from a two-wave survey of family caregivers confirms the proposed hypotheses. The results of the study serve as a reference for subsequent studies as well as practical interventions. [ABSTRACT FROM AUTHOR]

New-generation employees wield substantial influence over an organization's innovation capacity and long-term sustainability. This study examines data from 276 of such employees in Chinese family enterprises, delving into the impact of differential leadership on their innovation performance and the nuanced effects it entails. We investigate how employee self-efficacy molds the influence of leadership behavior. Our findings uncover that while differential leadership can augment the innovation performance of new-generation employees through enhanced job crafting, it can also hinder this performance by exacerbating job burnout. Employee self-efficacy emerges as pivotal, moderating the influence of differential leadership positively on job crafting and negatively on job burnout. Moreover, our study validates the moderating effect of employee self-efficacy on the mediating role of job crafting and job burnout. comprehension of the mechanisms and constraints of differential leadership within Chinese organizational frameworks. The insights gleaned offer practical guidance for enterprise managers looking to employ differential leadership styles to nurture the creativity of new-generation employees and uplift their innovation performance. [ABSTRACT FROM AUTHOR]

With the continuous development of Internet technology and digital economy, the external environment is constantly impacting the nature of work and existing work structures, making work highly ambiguous, dynamic and decentralized, and the work environment has become more uncertain and complex. In this work environment, the emphasis is on employees as well as the organization to react quickly and act proactively. A related and much talked about concept is job crafting. A compilation of the existing literature reveals that individual-led job crafting behavior is influenced by a variety of factors. However, little attention has been paid to the impact of employee relations on job crafting in the workplace. Therefore, this study investigates the influence of workplace friendships related to employee relationships on job crafting in the workplace. Based on affective events theory and broaden-and-build theory, we suggest that positive emotions mediate the influence of workplace friendships on job crafting and are influenced by individualism/collectivism and job autonomy. As hypothesized, we analyzed the data collected from 504 employees from Chinese companies and the results supported our research hypothesis. Confirmatory factor analysis was first applied and then hierarchal regression was used to test the research hypotheses. The results show that workplace friendship has a positive effect on job crafting, positive emotion mediates between workplace friendship and job crafting, collectivism moderates between workplace friendship and positive emotion, and job autonomy moderates between positive emotion and job crafting. The theoretical implications of our findings are that they confirm the importance of workplace friendship as an antecedent variable for job crafting and extend the research related to the antecedent variables of job crafting to the relational aspect. Our findings reveal the importance of properly managing workplace friendships in order to promote personal job crafting, as well as the need for companies to focus on enhancing positive emotions and giving employees more autonomy at work. [ABSTRACT FROM AUTHOR]

This study aims to explore the impact of technology readiness (TR) on career adaptability (CA) and adapting behaviours among public sector workers in Ghana. It also examines the mediating role of CA in the relationship between TR and adapting behaviours. The study adopts a quantitative research design using a survey method. A sample of 484 public sector employees from various government agencies and departments in Ghana is selected. The study employed a non-probability sampling procedure that combined convenience and purposeful sampling. The data are analysed using covariance-based structural equation modelling with AMOS v24 to test the hypotheses and the proposed conceptual model. The results show that TR has a positive and significant effect on CA, boundary integration, and job crafting. CA also has a positive and significant effect on boundary integration and job crafting. Furthermore, CA mediates the relationship between TR and the two adapting behaviours. This study is one of the first to investigate the influence of TR on CA and adapting behaviours. It reveals how employees respond to the challenges and opportunities of technological innovation and work transformation. It also provides useful insights and recommendations for enhancing technology adoption and career development among public sector workers, especially in developing countries. [ABSTRACT FROM AUTHOR]

Due to changes in the work environment resulting from the COVID-19 pandemic, service employees' behavior, that proactively reshapes the content and meaning of work (i.e., job crafting), is increasingly important. We identified mindfulness as a key individual trait contributing to job crafting in the pandemic context. The purpose of our study was to examine the mediating effect of resilience on the relationship between mindfulness and job crafting, and the moderating effects of perceived organizational health climate and health-oriented leadership on the mindfulness–resilience relationship. We administered two-wave online surveys to 301 South Korean service employees after the onset of COVID-19 (January 20, 2020). Data for mindfulness, resilience, perceived organizational health climate, and health-oriented leadership were collected via participants' self-report in March, 2020. One month later (April, 2020), we obtained their self-ratings of job crafting. Results showed that resilience mediated the relationship between mindfulness and job crafting. The positive relationship between these two variables was more pronounced when perceived organizational health climate was high than when it was low. Perceived organizational health climate further moderated the indirect effect of mindfulness on job crafting through resilience. [ABSTRACT FROM AUTHOR]

As a feedback form that emphasizes quality and includes developmental and informational components, supervisor developmental feedback has been shown to have a more positive impact on subordinates' personal growth and performance. However, there is limited empirical research that clarify the components of supervisor developmental feedback with different valence. This paper aims to investigate the underlying mechanism and boundary condition of the relationship between different developmental feedback and employee performance improvement. To do so, we utilize the job demands-resources model and the conservation of resources theory as our framework. Participants were recruited online from Credamo's full-time employee pool. Our study collected 259 surveys nested in China, employing a two-wave time-lagged method. Supervisor developmental feedback and supervisor support were measured at time 1, job crafting and job performance were measured at time 2. The measurement tools for the above variables are all derived from previous studies. The results indicate that positive supervisor developmental feedback has a mediated effect on employee job performance through promotion-oriented job crafting. This relationship is further influenced by supervisor support, with a stronger effect observed when supervisor support is high. On the other hand, the relationship between negative supervisor development feedback and employee performance through prevention-oriented job crafting will be moderated by supervisor support, and the above indirect effect completely reversed with different levels of supervisor support. The findings of this study have important theoretical and managerial implications, shedding light on the impact of different types of developmental feedback on employee performance outcomes. [ABSTRACT FROM AUTHOR]

Job crafting is the process of individuals redefining and adjusting their job in personally meaningful ways to improve their work experience. In this multiple case study, we explore how a group of kindergarten teachers conducted job crafting and examine its potential outcomes. Based on criterion sampling and purposeful selection, we recruit 28 kindergarten teachers and four principals working in Shanghai, China. Qualitative interviews and the analysis of kindergarten teachers' diaries and work documents demonstrate that kindergarten teachers are not necessarily passive recipients of job characteristics; instead, they have the potential to be proactive agents in their work. Teachers craft their jobs in four main ways: task crafting, relational crafting, cognitive crafting, and work-life crafting. In addition, they employ 12 specific crafting techniques. The interviews reveal that by aligning work with teachers' abilities, needs, and preferences, job crafting can help improve kindergarten teachers' work experience and reduce occupational dysfunction. The results call for more focus on individual teachers' discretionary and extra-role work behaviors. The findings have implications for policymakers, administrators, and principals in considering crafting a new pathway to increase staff stability, reduce teacher attrition, and improve education quality in early childhood settings. Some potential side effects of job crafting and precautionary strategies are also discussed. [ABSTRACT FROM AUTHOR]

The present study identifies job crafting profiles of public sector employees and how they differ in terms of employees' work engagement, workaholism, and approach to learning. Participants represent various occupations from educational field (e.g., teachers), technical field (e.g., ICT-experts), and administrative field (e.g., customer servants). Using latent profile analysis, three job crafting profiles could be identified: Passive crafters (25%), Average crafters (57%), and Active crafters (18%). Passive crafters reported the lowest values in all approach-oriented job crafting strategies (increasing job resources and demands) and the highest value in avoidance-oriented job crafting (decreasing hindering job demands). Active crafters reached the highest values in all approach-oriented job crafting and the lowest value in avoidance-oriented job crafting. Average crafters used all job crafting strategies close to the average level. The lowest work engagement, workaholism, and reflective-collaborative approach to learning were reported by passive crafters. Both average crafters and active crafters reported higher workaholism and reflective-collaborative learning approach than passive crafters. Active crafters reported the highest work engagement. Study findings show the interplay between employees' job crafting, work engagement, workaholism, and epistemic approach. This study extends workplace learning research field by offering new theoretical information and is the first one exploring job crafting profiles and their differences regarding employees' epistemic approach; reflective learning, collaborative knowledge-building, and metacognition. Study discusses theoretical contributions and practical implementations, which may be used in work life induction, and in fostering job crafting and continuous workplace learning. [ABSTRACT FROM AUTHOR]

Achieving successes in their career represents an important outcome for individuals and their employing organizations. Organizational management practices play an important role in fostering career success. Such practices as high performance work system has been adopted in organizations to enhance employee and organizational effectiveness. While HPWS has been found to correlate with a range of individual positive outcomes, its influence on career success has not been widely investigated. The current research adopts the Kaleidoscope Career Model to explain the impact of high-performance work system on subjective career success. To clarify the mechanism of impact, job crafting has been introduced as a possible mediating variable. Finally, employees' attribution of HPWS was expected to moderate the association between high-performance work system and job crafting in a moderated mediation model. Data from a two-wave survey provide supports for the proposed hypotheses. High-performance work system enables the employees to satisfy their career needs both directly and indirectly through job crafting. Career need satisfaction enhance the perception of career success. In addition, high-performance work system which is thought to be adopted to comply with external regulation reduce the positive link between such systems and job crafting. [ABSTRACT FROM AUTHOR]

Using the Job Demands and Resources Theory, this study examines whether relational job resources (co-worker relationship quality) trigger job crafting and sustainable employability. Further, we examine whether job crafting mediates co-worker relationship quality and sustainable employability relationships in a motivational process and to what extent work uncertainty moderates these relationships using moderated mediation approach. We tested the proposed hypothesis using a structural model and self-developed process macros for AMOS to test Hayes (2018) process models 1, 7, 14, and 58 using two-wave data of 483 knowledge workers. Results of this study indicate that co-worker relationship quality triggers job crafting and sustainable employability. Mediation results indicate co-worker relationship quality initiates a motivational process through job crafting, leading to sustainable employability as an outcome of the motivational process. Further, the relationships between co-worker support and sustainable employability mediated by job crafting are strengthened in high work uncertainty. This research adds to the work design and employability literature and addresses the three research gaps in job crafting literature regarding antecedents, consequences, and boundary conditions. Altogether results of this study show that work relationships trigger job crafting and sustainable employability, and these relationships are further strengthened in the presence of high work uncertainty. [ABSTRACT FROM AUTHOR]

Enhancing older workers' bridge employment intentions is critical in the current context of an aging workplace. Based on psychological contract and social exchange theories, this study explores the person-context transactions process in increasing bridge employment intentions. We conducted two sub-studies, Study 1 (N = 231) used two-wave time-lagged survey data to explore the mediating role of psychological contract types in the effect of three job crafting strategies on bridge employment intentions; Study 2 (N = 156) used a two-by-two (high emotional support/baseline × high/low compensation support) between-subjects experimental design to further explore the differences in the moderation of organizational resource support in the effect of psychological contract types on bridge employment intentions. Results in Study 1 found that accommodative and utilization crafting enhanced bridge employment intentions through shaping relational contract, and developmental crafting enhanced bridge employment intentions through shaping transactional contract. Results in Study 2 found that emotional support (perceived inclusive experience) boosted relationship-oriented older workers' intention to bridge employment, but compensation support (perceived) boosted transaction-oriented older workers' intention, and reduced relationship-oriented older workers' intention. The findings provide a new perspective on psychological contract types for research related to enhancing older workers' intention to bridge employment, and offers important implications for aging workforce management of organizations in China and elsewhere. [ABSTRACT FROM AUTHOR]

Illegitimate tasks are destructive and unavoidable in the workplace. Although previous research has demonstrated the negative impact of illegitimate tasks on employee health, we know little about the remedies that could alleviate such an adverse effect, particularly from the perspective of employees' action. Drawing on the job demands-resources model, we propose that employees' job crafting can alleviate the relationship between illegitimate tasks and their psychological and physical health problems. We tested our hypotheses using a sample of 213 community social workers in China, from whom we collected data at three time periods. The results showed that illegitimate tasks could lead to both psychological and physical health problems through the mediating role of perceived work overload. Job crafting could moderate the relationship between illegitimate tasks and perceived work overload, which means community social workers with a higher level of job crafting perceive lighter work overload when faced with illegitimate tasks, and thus, they experience less psychological exhaustion and somatic symptoms. Overall, our study suggests that employees can proactively craft their tasks to make themselves less susceptible to illegitimate tasks. We discuss the theoretical and practical implications of these results. [ABSTRACT FROM AUTHOR]

Despite the popularity of access-based platforms, the understanding of customer journeys remains anchored in traditional market contexts that overlook prosumers' extended value-chain roles, interconnected experiences, and instrumental sociality in access-based consumption. Using a qualitative study on the access-based platform Rent the Runway, the authors discuss the nature of customer journeys in access-based platforms and showcase how customers perform these journeys. The study reveals two key elements: (1) systemic dynamics, which encompass just-in-time circularity and tightly coupled customer interdependencies, and (2) job crafting, which involves customer work practices that allow pain point avoidance, circulation flow adjustments, and journey stickiness increases. Job crafting can create unpredictable disruptions in other customer journeys and affect systemic flows. This investigation expands research on customer experience management and journey design by developing an access-based platform journey model differentiated from ownership- and service-based platform models, showcasing its systemic instability dynamics, and elaborating how to manage these customer journeys. [ABSTRACT FROM AUTHOR]

This study aims to investigate the effect of perceived overqualification on radical creativity. Drawing on the conservation of resources (COR) theory, this study examined the mediating role of job crafting and the moderating role of supervisor-subordinate guanxi. Through the two-wave pre-test of 312 employees, we found that the scale reliability and validity of all variables in this study were good. According to the pre-test results, we modified the expressions of some items to obtain a more concise and effective questionnaire for the formal survey, so as to ensure the conclusions more reliable. And using two-wave survey data from 1007 employees among Chinese local organizations in the formal test to examine the hypotheses. The results indicated that perceived overqualification negatively affects radical creativity, and job crafting mediates the relationship. In addition, supervisor-subordinate guanxi reduces the effect of perceived overqualification on job crafting and the indirect effect of perceived overqualification on radical creativity via job crafting. Theoretical and practical implications are discussed. [ABSTRACT FROM AUTHOR]

Although proactive "bottom-up" job design such as job crafting can stimulate employees' autonomy and enthusiasm more than the traditional "top-down" job design, it does not mean that the "top-down" organizational targets, policies, and resource support are not important. Only when the "bottom-up" job crafting is combined with the "top-down" organizational targets, policies and resource support can achieve the best results. In the current study, we mainly explored the effects of job crafting on employee well-being and their innovation behavior, and investigated the moderating role of high-performance work system in this relationship. Data were collected from 333 employees in 38 enterprises through multi-point surveys. Based on the self-determination theory, we found that job crafting has a significantly positive effect on employee innovation behavior. There is a significantly positive correlation between job crafting and employee well-being, and high-performance work system implemented by organization moderates this relationship. Moreover, there is an inverted U-shaped correlation between employee well-being and employee innovation behavior, which means with the increase of employee well-being, their innovation behavior showed a curve change of first rising and then decreasing. Finally, employee well-being mediates the interactive effect of job crafting and high-performance work system on employee innovation behavior. [ABSTRACT FROM AUTHOR]

Research on abusive supervision typically considers employees as passive recipients of supervisory abuse. However, employees can respond actively. Based on the affect theory of social exchange, we proposed that employees with a good Guanxi (the closeness of a personal relationship, including tangible and emotional interactions, and perceptions of responsibility between the interacting parties) with their supervisors will have less anger and more self-blame when being abused. In comparison, those with bad Guanxi will have more anger and less self-blame. Furthermore, anger and self-blame influence employees' turnover intention and job crafting. A three-wave paired questionnaire study of 382 employees and their colleagues supported our reasoning. We also discussed the theoretical and practical implications of these findings. [ABSTRACT FROM AUTHOR]

This study aimed to shed light on how school principals' motivating style (need-supportive and need-thwarting) influences teachers' job crafting (approach and avoidance crafting). Drawing on the dual-process model within self-determination theory as an explanatory framework, we examined the mediating role of psychological needs (need satisfaction and frustration) and work motivation (autonomous and controlled motivation) as motivational mechanisms in these relationships. Data were collected from 453 Chinese primary and secondary school teachers. Structural equation modeling analyses showed that need satisfaction and autonomous motivation partially mediated the relationship between school principals' need-supporting styles and teachers' approach job crafting ("bright" motivating pathway). Need frustration and controlled motivation fully mediated the relationship between school principals' need-supporting styles and teachers' avoidance job crafting (a cross-path). Moreover, school principals' need-thwarting styles are positively and indirectly related to teachers' avoidance job crafting through need frustration and controlled motivation ("dark" motivating pathway) and indirectly related to teachers' approach job crafting through need satisfaction and autonomous motivation (a cross-path). This study extended the dual-process of self-determination theory to explain the leader motivating styles–job crafting relationship and motivational mechanisms underlying these relations. [ABSTRACT FROM AUTHOR]

Based on the theory of proactive personality, which proposes that proactive individuals are more likely to shape their surroundings to enhance their person-environment fit compared to passive individuals, we developed a model that addresses the mechanism underlying the relationship between proactive personality and person-environment fit. A sample of a three-wave survey collected from 171 employees was used to examine this model. Regression analyses indicated that proactive personality correlated positively with job crafting. Job crafting fully mediated the relationships between proactive personality and person-organization fit, person-group fit, and person-supervisor fit and partially mediated the relationships of proactive personality with person-job fit and person-vocation fit. In addition, job autonomy moderated the proactive personality-job crafting relationship, and this relationship was stronger for employees with high rather than low job autonomy. The moderated mediation analyses further indicated that the indirect effects of proactive personality on person-job fit, person-organization fit, person-group fit, and person-vocation fit via job crafting are stronger for employees with high rather than low job autonomy. These findings have important implications for career development and counseling. [ABSTRACT FROM AUTHOR]

By employing work as a calling theory, this study examines the direct influence of perceiving a calling on occupational burnout, the mediating effect of living a calling between the perceiving a calling and occupational burnout association, and the moderating role of job crafting between the relationship of living a calling and occupational burnout. The data were collected in two phases from 254 participants working in Pakistan's different organizations (i.e., manufacturing, banking, and higher education). To test the hypotheses, PROCESS-macro was used to test the relationships. The findings reveal that the individuals' perceiving a calling helps reduce occupational burnout. It indicated that living a calling act as a mediating mechanism between perceiving a calling and occupational burnout. Additionally, the study investigated that job crafting moderated the negative relationship between living a calling and occupational burnout and supported the mediated moderation results. By summing up, the present study highlights the importance of calling phenomena by unveiling the positive and negative aspects of certain mechanisms such as living a calling and job crafting that affect occupational burnout. Further, implications and limitations are discussed. [ABSTRACT FROM AUTHOR]

This quantitative study explores the significant psychological and behavioral dynamics in coworking spaces. We collected data from a sample of 175 people working in Italian coworking spaces and found that a more cooperative organizational climate increases coworking space users' happiness. We also found that this relationship is positively moderated by several job crafting behaviors. More specifically, when workers are proactive in the work environment, they are more likely to benefit from the potential advantages (resources, challenges, networking opportunities, etc.) that cooperation-oriented work settings provide, which, in turn, amplifies the positive effect of cooperative work settings on individual happiness. These findings make a useful contribution to both the growing literature on coworking spaces and the more general job crafting literature. Indeed, the previous research on both behavioral dynamics that are specific to coworking spaces and on the role played by job crafting in influencing workers' happiness remains limited. The study's managerial implications concern the relevance of establishing a cooperative climate and encouraging workers' proactivity to promote their happiness. [ABSTRACT FROM AUTHOR]

The purpose of our research is to explore the role of different job crafting strategies on employees' person-job fit and job satisfaction within the background of the changing nature and demands of jobs. By integrating the original conceptualization of job crafting and job demands-resources theory, we examine whether three dimensions of job crafting (i.e., task, relational, and cognitive crafting) foster job satisfaction via perceived person-job fit and how employees' age moderates these mediated relationships. Using a sample of 379 Chinese employees from diverse industries and occupations, the findings indicated that person-job fit mediated the relationships between all three forms of job crafting and job satisfaction. Moreover, the relationships of task and relational crafting with person-job fit were stronger among younger employees, and the relationship of cognitive crafting with person-job fit was stronger among older employees. Employees' age further moderated the indirect effects of the three forms of job crafting on job satisfaction via person-job fit. We provide insights into how organizations can help employees of all ages benefit from utilizing different job crafting strategies, and discuss future directions for job crafting research. [ABSTRACT FROM AUTHOR]

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. [ABSTRACT FROM AUTHOR]

Employees frequently engage in job crafting to better match their jobs with their personal abilities and skills. Compared with its benefits, the potential detrimental consequences of job crafting have received less attention from researchers. Drawing on relative deprivation theory, we examined employees' potential negative reactions to coworkers' job crafting. We proposed that coworkers' job crafting is positively related to employees' feelings of relative deprivation, thus reducing prosocial behaviors and giving rise to social undermining. We further argued that employees' zero-sum mindset moderates the relationship between coworkers' job crafting and employees' feelings of relative deprivation, such that the relationship is more positive when the zero-sum mindset is high rather than low. Our hypotheses were generally supported by time-lagged data collected from a sample of 313 employees and their leaders from 85 teams. Our findings advance the understanding of the unintended consequences of job crafting in organizations. [ABSTRACT FROM AUTHOR]

Thus far, research on perceived overqualification has focused on either maladaptive, strain-based versus more adaptive, self-regulatory reactions in isolation. Following person-environment fit theory, we seek to advance this one-sided focus by uniting both types of adjustment reactions and to consider their implications for perceived person-job fit, and performance and wellbeing outcomes. In line with theory, we also examine contextual boundary conditions in the form of indicators of formal work arrangements (i.e., permanent vs. temporary employment contract and job tenure). Utilizing three-wave data from 453 employees, we found that perceived overqualification indirectly and sequentially related to decreases in task performance, organizational citizenship behavior and job satisfaction via anger toward employment situation and lower levels of perceived person-job fit—thus reflecting the strain-based pathway. For the self-regulatory pathway, findings did not align with our initial proposition that the positive relationship between perceived overqualification and work organization (a form of structural job crafting whereby employees improve their work processes) would be weaker among temporary employees and those with longer tenure. Instead, having a temporary employment contract or having longer job tenure resulted in a negative relationship between perceived overqualification and work organization, which further contributed to a decrease in performance and satisfaction via lower levels of perceived person-job fit. Our study highlights the demotivating role of a temporary employment contract and long job tenure for overqualified employees to reorganize their work. In discussing our findings, we point to the importance of job stage and develop recommendations for managing overqualified employees. [ABSTRACT FROM AUTHOR]

Volunteer satisfaction is a significant concern, as volunteers have lower barriers to exit than employees and tend to leave nonprofits when dissatisfied. While volunteer management predominantly focuses on the implementation of management practices, this study alters that perspective. Through job crafting, one form of proactive behavior in organizational contexts, we study volunteers as active participants in their volunteer experience. We posit that volunteer job crafting is an important, yet overlooked, factor in volunteer outcomes such as satisfaction and organizational identification. We test and (partially) confirm our hypotheses using a sample of 678 volunteers in one youth-serving nonprofit organization in the Midwest region of the USA. This study extends job crafting research further into the non-work domain by adding a multifaceted conceptualization of job crafting in the context of volunteer work. We distinguish between behavioral and cognitive crafting and provide empirical support on how those crafting forms relate to volunteer satisfaction and organizational identification. [ABSTRACT FROM AUTHOR]

Purpose: Job crafting is an incremental, employee-initiated job design process used to achieve a better fit between job demands and worker skills. Persons with work limitations face multiple barriers to optimal work performance. Some persons with work limitations may innately use job crafting as a strategy to achieve better alignment with their job tasks and demands, however the extent to which job crafting may be helpful in improving work performance and engagement is unknown. The purpose of this study is (1) to examine the moderating role of work limitations in the relationship between job crafting and work performance and (2) to understand the complex relationship between job crafting, work limitations, work engagement, work performance, readiness to change, and worker characteristics. Methods: We conducted an online survey of workers with and without disabilities (final N = 742) in 2020–2021. Our sample included workers aged 18 and older. Descriptive statistics, bivariate statistics, and Partial Least Squares-Structural Equation Modeling (PLS-SEM) were used to assess the relationships among job crafting, work limitations, work engagement, work performance, readiness to change, and worker characteristics. Results: Work limitation moderates the relationship between job crafting and work performance by weakening the impact of innate job crafting on work performance. Worker characteristics such as education and years of work experience predict crafting behaviors and work engagement mediates the relationship between job crafting and work performance. Conclusions: Work limitation weakens the relationship between job crafting and work performance. Workers with limitations may benefit from job crafting interventions to increase work engagement and performance. [ABSTRACT FROM AUTHOR]

Organizational citizenship behavior (OCB) is defined as employees' "contributions to the maintenance and enhancement of the social and psychological context that supports task performance" (Organ, 1997). It is a relevant enhancer of individual and team satisfaction and effectiveness, and so it is important to analyze what aspects can contribute to its development. Due to the social nature of OCB, this paper analyzed how job autonomy and self-efficacy affect it through the mediating role of job crafting of social resources. Studies have shown that job crafting (JC) effects take time to elicit (Tims & Bakker, 2010); therefore, our study design was two-waved, with a sample of 593 employees from 24 different organizations. Structural equation modeling (SEM) indicated that job autonomy (t1) predicted OCB (t2) through job crafting of social resources (t1), and that self-efficacy (t1) affected OCB (t2) through OCB (t1) and independently from job crafting of social resources. This finding suggests the importance of job crafting of social resources as a mediator of OCB when employees have enough job autonomy. [ABSTRACT FROM AUTHOR]

A great deal of research has shown that being grateful plays an important role in individuals work attitude, such as job satisfaction. However, few studies investigate how gratitude links to job satisfaction. To fill these gaps, the present study aimed to examine the relationship between dispositional gratitude and job satisfaction, and further investigate the mediating roles of social support and job crafting in the relationship between dispositional gratitude and job satisfaction. A sample of 360 female kindergarten teachers (Mage = 25.12; SDage = 7.19) in China completed the Gratitude Questionnaire, the Social Support Rating Scale, the Job Crafting Questionnaire, and Job Satisfaction Questionnaire. Results showed that gratitude, social support, job crafting and job satisfaction were significantly and positively correlated with each other. Mediation analysis revealed that social support did not mediate the relationship between gratitude and job satisfaction. Job crafting partially mediated the relationship between gratitude and job satisfaction. Moreover, gratitude was associated with job satisfaction through the chain mediating effect of social support and job crafting. These findings broaden our understanding of the psychological processes that underlie the association between gratitude and job satisfaction, and offer practical guidance on increasing job satisfaction. [ABSTRACT FROM AUTHOR]

Drawing on the resource allocation theory, job crafting, and creativity literature, this paper examines a curvilinear (inverted U-shaped) relationship between job crafting and creative performance. Also investigated is how this curvilinear relationship is moderated by individuals' cognitive ability and time scarcity. Two multi-wave multi-source survey studies conducted in mainland China provide convergent support. In Study 1, using data from 144 editors and their immediate supervisors, we confirmed our prediction that job crafting had an inverted U-shaped relationship with creative performance. In Study 2, the data from 198 matched employee-supervisor pairs replicated the findings in Study 1, while providing further support for the moderating effect of cognitive ability and time scarcity. Specifically, when individuals' cognitive ability was lower (or time scarcity was higher), the inverted U-shaped relationship between job crafting and creative performance was stronger. We discuss the theoretical and practical implications of these studies. [ABSTRACT FROM AUTHOR]

This article reports a study illustrating the relationship between digitalization and professional development from an identity-centered perspective. Drawing on a unique data set of 101 empathy-based stories from 81 Finnish government workers, the findings show how workers might experience and respond to work-identity alignments and misalignments in a digitalized working life and how this might influence their professional development. We identify four typifications—the thriving developer, the loyal transformer, the stagnant self-doubter, and the career crafter— and illustrate how digitalization can either support or hinder professional development by inducing work-identity (mis)alignments and how workers may respond to these in different ways by engaging in identity work and job crafting. In particular, our findings emphasize the role professional identity and agency play in professional development and highlight the importance of recognizing how digitalization of work can threaten or support workers' professional identities to build a supportive working environment where the workers feel like they are valued and able to develop in a meaningful way. [ABSTRACT FROM AUTHOR]

This study examined within-person and within-sample stability of need satisfaction profiles over a three-month period among a sample of 1319 nurses. This study also considered the implications of these profiles for employee functioning (vigor, need for recovery, and job satisfaction), as well as the role of perfectionism and job crafting in predicting profile membership. Results revealed four distinct need satisfaction profiles, which proved to have the same structure, and size, across measurement points. The dimensions of perfectionism and those of job crafting showed well-differentiated patterns of association with the profiles. Results also revealed that the key driver of the most adaptive functioning was the presence of balanced levels of global and specific need satisfaction of at least a moderate magnitude. [ABSTRACT FROM AUTHOR]

In recent years, global events have redefined working life, stimulating new organizational models. This work focuses on job crafting, which is considered the way to improve the relationship between some organizational variables and other individual variables such as organizational identification and satisfaction with communication, both of which are crucial to achieving sustainable levels of well-being. The study examines the role of latent constructs that can promote adaptive responses as well as their relations. In particular, we focus on organizational identification in promoting adaptive responses, including the increase in structural resources, the increase in challenging demands, and the increase in social resources as adaptive strategies to improve satisfaction with communication. The analysis is carried out using robust statistical techniques that are suited to the study of causal relations between abstract constructs. Specifically, after Confirmatory Composite Analysis (CCA-PLS) to evaluate the quality of the data collected, a higher order mediation model, based on partial least squares structural equation modeling (PLS-SEM), was performed to test the mediation role of the job crafting. In addition, we prioritize such latent constructs using importance–performance map analysis (IPMA) to evaluate the relevance and performance of each construct of this model. The results show a relationship between organizational identification, corresponding to a high sense of belonging, and communication satisfaction at all levels through the mediation of job crafting. [ABSTRACT FROM AUTHOR]

With the development of social economy and the transformation of family structure, the conflict between work and family is becoming more and more obvious, especially for professional women. Dual role pressures from the work family domains may reduce individual's engagement in work settings, consequently, exploring the coping strategy becomes imperative. The current study investigated the role of job crafting and gender on the work-family conflict based on a field survey of employees from China. The results showed that there was no significant difference between men and women in work-family conflict (both work interfering with family and family interfering with work). Neither men nor women would lower their work engagement when work interfered with family issues. However, when families interfered with work, women were becoming less likely to engage in work than men. Furthermore, job crafting was verified as an antecedent which reduced the influence of work on family in the male group. For female employees, job crafting helped to reduce the influence of family on their work. The current study would help to understand the impact of gender on work-family interface, and provide valuable implications for the organizational strategies and social support systems to deal with work-family conflict. [ABSTRACT FROM AUTHOR]

This study aims to test the mediating effect of job crafting on the relationship between employees' corporate social responsibility (CSR) perceptions and job performance, as well as the moderating effects of perceived organizational support (POS) on the employee CSR perceptions – job performance relationship. Utilizing survey-based data from South Korean samples, this study analyzed the responses of 181 hotel employees who reported their CSR perceptions and their own job crafting, together with their supervisor-rated job performance one month later. Job crafting fully mediated the positive relationship between employees' CSR perceptions and job performance, the positive association between employees' CSR perceptions and job crafting being more pronounced when organizational support was high than when it was low. Furthermore, organizational support was found to moderate the indirect effect of employees' CSR perceptions and job performance through job crafting. [ABSTRACT FROM AUTHOR]

This study investigates the effects of job embeddedness on employee job crafting and job satisfaction. Based on goal-striving orientations, we propose a moderated mediation model with job crafting as the mediator of the linkage between job embeddedness and job satisfaction, and with three goal-striving orientations (accomplishment striving, status striving, and communion striving) as the moderators. We tested our hypotheses using a two-phase survey, with data collected from 138 employees from various industries in southern China. The theoretical and practical implications of our findings are discussed. [ABSTRACT FROM AUTHOR]

This study examines whether job crafting of Indian frontline retail banking employees improves their service recovery performance. A total of 327 customers, who experienced a service failure and requested for a recovery in the past three months or less, were identified and their response was sought on the recovery performance of the employee whom they had approached for recovery. Subsequently, the corresponding employees were approached for data regarding their job crafting, burnout and work engagement. A common identification number was used to facilitate the matching of customer and employee responses. The results suggest that job crafting positively influences service recovery performance and work engagement, but negatively influences burnout. Further, employee burnout and engagement significantly mediate the relationship between job crafting and service recovery performance. [ABSTRACT FROM AUTHOR]

Until recently, research disclosing the specific antecedents that induce proactive job crafting activities has been relatively lacking. Particularly, despite theoretical studies that imply the importance of work meaningfulness as a critical motivational factor for positive workplace behaviors, previous research has not observed this firsthand. Therefore, for the first time, the present study empirically assesses work meaningfulness as a key element in prompting job crafting, an individually induced job redesign strategy. The purpose of the present study is to explain the respective original job crafting concepts (i.e., task, cognitive, and relational crafting) by employing a job demands-resources (JD-R) approach, which integrates the original job crafting dimensions and JD-R-based classification of job crafting. Additionally, the present study examines boundary conditions centered on social and job resources that may further stimulate job crafting. It was posited, based upon three three-way interaction models, that social identification (i.e., social resource) and task interdependence (i.e., job resource) are moderators that strengthen the relationship between work meaningfulness and each of the respective job crafting activities. Analyzing survey data from 195 individuals in 25 organizations from private and public sectors, the results indicated that task and relational crafting were both highest when work meaningfulness, task interdependence, and social identification were all high, thus partly supporting the proposed research hypotheses. [ABSTRACT FROM AUTHOR]

Building on the dualistic model of passion Vallerand (The psychology of passion: A dualistic model. Oxford University Press, New York, 2015), we examined a hypothesized model whereby harmonious and obsessive passion mediate the relationships of job crafting and leader autonomy support with work engagement and burnout in both Australian and Chinese work samples. Compared with four alternative models, our results supported the hypothesized model as the best fitting model in both samples, showing cross-sample invariance of factor loadings and regression paths. Across both samples, job crafting and leader autonomy support positively predicted harmonious passion, yet exhibited disparate relations with obsessive passion. Both forms of passion positively predicted work engagement, yet only obsessive passion positively predicted burnout. Findings are consistent with the notion that job crafting is an approach that employees use to internalize harmonious and obsessive passions into work identities, which have corresponding and disparate impacts on work engagement and burnout across cultures. [ABSTRACT FROM AUTHOR]

Purpose Job crafting is an informal, employee-initiated approach to job re-design that has not been tested among people with disabilities, thus far. The purpose of this study is to examine crafting behaviors of workers with disabilities and individual factors associated with crafting behaviors. Methods We conducted a survey of employees with disabilities who were 18–64 years old and had at least 1 year of work experience. Bivariate and multivariate methods were used to: (1) compare the use of job crafting behaviors between our sample and published results from a sample of the general population; (2) identify individual characteristics associated with job crafting for workers with disabilities. Results Persons with disabilities engage in job crafting behaviors, albeit at lower levels than that reported in a broader sample (Int J Wellbeing, https://doi.org/10.5502/ijw.v3i2.1, 2013). Education, and disability type (visual and mobility impairment) were associated with certain types of crafting behaviors. Conclusions As job crafting can be associated with higher levels of engagement and career growth among persons without disabilities, findings from this research can be utilized to design programs and policies that support the career goals of people with disabilities beyond labor force participation. [ABSTRACT FROM AUTHOR]

This study aims to examine how employees' spirituality influences their job performance and its mediated link through intrinsic motivation and job crafting. Working with a sample of 306 employees in South Korea, the results indicate that employees' spirituality is positively related to their intrinsic motivation, which in turn results in engagement in job crafting and hence is positively related to job performance. That is, the findings of this study show that the relationship between employees' spirituality and their job performance are sequentially and fully mediated by intrinsic motivation and job crafting. This study advances understanding of the positive effect of employees' spirituality on job performance by considering employees' spirituality as a personal resource based upon the Job Demands-Resources (JD-R) model. [ABSTRACT FROM AUTHOR]

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Overqualified individuals have more experience, KSAs (knowledge, skills, abilities), and/or education than what is needed in their job. Prior research has identified autonomy as a work characteristic that helps individuals deal with overqualification; yet, it remains unclear as to why this is the case. The goal of the present study was to identify the mechanism through which autonomy exerts its beneficial impact. Drawing on the literatures of person-environment fit and proactivity, we first hypothesized that, in addition to autonomy, job crafting likewise moderates the relationship between overqualification and both withdrawal and turnover intention as central outcomes. Job crafting denotes a proactive type of behavior whereby individuals change the boundaries of their jobs. Next, we hypothesized that job crafting is positively related to autonomy, and that job crafting represents the key mechanism through which autonomy moderates the overqualification-outcome relationship. In a multisource sample of 226 employee-supervisor dyads, we found that overqualified employees were significantly more likely to withdraw from their work and intend to exit if (a) their job provided little autonomy or (b) if they engaged in low levels of job crafting. When individuals experienced high levels of autonomy or engaged in high levels of job crafting, the overqualification-outcome relationship was reversed (or non-significant). Moreover, autonomy was positively related to job crafting. Finally, we found evidence for mediated moderation, such that the moderating effect of autonomy on the relationship between overqualification and both withdrawal and turnover intention was transmitted through job crafting. We discuss theoretical and practical implications. [ABSTRACT FROM AUTHOR]

Over 25 years ago, Brown and Duguid ( Organisation Science, 2(1), 40-57, 1991) highlighted the differences between the way organisations formally describe and delineate jobs and the actual practices of their employees. This paper combines ideas from their seminal contribution with theories of 'job crafting' and identity to examine the agentic behaviour of employees in low-grade, 'dirty work' as they utilise their expertise and practices to (re)frame their occupational identities and challenge their prescribed job boundaries. The evidence for the paper comes from a qualitative study of hospital porters in the UK's National Health Service. It argues that this combined theoretical approach provides a potential research and employment framework to challenge the abstracted and stereotypical conceptions of the expertise related to low-grade jobs. [ABSTRACT FROM AUTHOR]

Purpose: Traditionally, employee well-being has been considered as resulting from decent working conditions arranged by the organization. Much less is known about whether employees themselves can make self-initiated changes to their work, i.e., craft their jobs, in order to stay well, even in highly demanding work situations. The aim of this study was to use the job demands-resources (JD-R model) to investigate whether job crafting buffers the negative impacts of four types of job demands (workload, emotional dissonance, work contents, and physical demands) on burnout and work engagement. Method: A questionnaire study was designed to examine the buffering role of job crafting among 470 Finnish dentists. Results: All in all, 11 out of 16 possible interaction effects of job demands and job crafting on employee well-being were significant. Job crafting particularly buffered the negative effects of job demands on burnout (7/8 significant interactions) and to a somewhat lesser extent also on work engagement (4/8 significant interactions). Applying job crafting techniques appeared to be particularly effective in mitigating the negative effects of quantitative workload (4/4 significant interactions). Conclusion: By demonstrating that job crafting can also buffer the negative impacts of high job demands on employee well-being, this study contributed to the JD-R model as it suggests that job crafting may even be possible under high work demands, and not only in resourceful jobs, as most previous studies have indicated. In addition to the top-down initiatives for improving employee well-being, bottom-up approaches such as job crafting may also be efficient in preventing burnout and enhancing work engagement. [ABSTRACT FROM AUTHOR]

Organisations are frequently confronted with the issue of how to enhance employee mental health. Based on self-determination theory, a model is proposed that examines the relationships between job crafting, the satisfaction of the intrinsic needs for autonomy, competence, and relatedness at work, and employee well-being-defined here as both subjective well-being and psychological well-being. A sample of 253 working adults completed a battery of questionnaires including the Job Crafting Questionnaire, the Intrinsic Need Satisfaction Scale, and the Mental Health Continuum. Using structural equation modelling methods, it was determined that job crafting predicted intrinsic need satisfaction, which, in turn, predicted employee well-being. The results suggest that job crafting may be an important underpinning upon which to base an employee well-being intervention. [ABSTRACT FROM AUTHOR]

This study explored employee perceptions of participation in a corporate-sponsored volunteer initiative. Drawing on both questionnaire and focus group data, this study reaffirms the importance of altruistic concerns as a key driver for employee involvement in corporate- sponsored volunteering. Characteristics of the volunteering activity also emerged as important determinants of employee's initial engagement and ongoing motivation for involvement in corporate-sponsored volunteering. In the same way that models of work design point to the value of enriched jobs, we see that there is scope to consider how corporate-sponsored volunteer programmes can be enriched so that employees have satisfying experiences and are more likely to participate. Enhancing perceptions of task significance and meaningfulness and incorporating relational elements into the volunteer activity seem to be especially critical in this regard. [ABSTRACT FROM AUTHOR]