Proactive personality and job performance: The role of job crafting and work engagement

By Arnold B. Bakker, M. Tims, Daantje Derks. 2012

1,173 citations recorded by the source corpus.

Subfields: Clinical Psychology, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/0cf80e0d574a3eac179ecc10bd42fe822b5b4d29

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In Clinical Psychology

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

The value of job crafting for work engagement, task performance, and career satisfaction: longitudinal and quasi-experimental evidence (2019, background): “There is some evidence that job crafting in the form of seeking resources and challenges increases employees’ performance (Bakker et al., 2012; Leana, Appelbaum, & Shevchuk, 2009; Petrou, Demerouti, & Schaufeli, 2015).”
Can Empowering Leaders Affect Subordinates’ Well-Being and Careers Because They Encourage Subordinates’ Job Crafting Behaviors? (2018, background): “Proactive personalities (a type of employee individual difference) have been shown to be related to job crafting (e.g., Bakker et al., 2012; Plomp et al., 2016), and we propose that proactivity that is encouraged by leaders (a factor in employees’ environments) should also result in job crafting.”
Can job crafting reduce job boredom and increase work engagement? A three-year cross-lagged panel study (2016, positive): “It is argued that job crafting is available to any employee (Wrzesniewski & Dutton, 2001), although opportunities for different proactive behaviors may vary across individual dispositions and resources (Berg et al., 2010; Bakker et al., 2012).”
Organizational Support and Adaptive Performance: The Revolving Structural Relationships between Job Crafting, Work Engagement, and Adaptive Performance (2020, background): “When employees are active in interpreting their jobs and in shaping the task boundaries, their levels of vigor, dedication, and absorption improve simultaneously [27].”
The longitudinal impact of a job crafting intervention (2017, background): “…survey and diary studies have revealed a positive relationship between job crafting and work engagement (e.g., Bakker, Tims, & Derks, 2012; Petrou, Demerouti, Peeters, Schaufeli, & Hetland, 2012) and between job crafting and performance (e.g., Bakker et al., 2012; Lyons, 2008; Tims et al., 2012).”
Examining Job Crafting from an Interpersonal Perspective: Is Employee Job Crafting Related to the Well‐Being of Colleagues? (2015, background): “Studies have indeed shown that these job crafting behaviors are positively related to work engagement and job performance (Bakker et al., 2012; Nielsen & Abildgaard, 2012; Petrou et al., 2012; Tims et al., 2012, 2013b).”
Modelling job crafting behaviours: Implications for work engagement (2016, background): “Consistent with previous research (Bakker et al., 2012; Petrou et al., 2012; Tims et al., 2012), we found a positive relationship between job crafting (in the form of increasing challenge job demands and increasing structural job resources) and one’s own work engagement.”
Career competencies and job crafting: How proactive employees influence their well-being (2016, background): “Crant, 2000) and is related to job satisfaction, work engagement (Bakker et al., 2012), and employee life satisfaction (Greguras and Diefendorff, 2010).”