Job crafting profiles and work engagement: A person-centered approach
By Anne Mäkikangas. Journal of Vocational Behavior, 2018
132 citations recorded by the source corpus.
Abstract Research on job crafting has thus far focused on how distinct behaviors (i.e., seeking increase in (structural and social) job resources and challenging job demands, and decrease in hindering job demands) relate to employee well-being. However, job crafting behaviors are not necessarily mutually exclusive and can be deployed simultaneously, creating unique associations with job-related well-being, a phenomenon that has remained unexamined in job crafting research. This study extends the job crafting research by examining whether discernable profiles can be identified based on scores on four job crafting behaviors, and if so, whether such profiles differ in relation to work engagement. Study participants were Finnish rehabilitation workers (n = 131) who completed day-level measures of job crafting and work engagement twice. At both measurement times, latent profile analysis yielded two job crafting profiles: 1) ‘Active job crafters’ (94%) and 2) ‘Passive job crafters’ (6%). Latent transition analysis revealed that employees maintained their profile membership over time. Moreover, ‘Active job crafters’ reported higher levels of work engagement than ‘Passive job crafters’ at both measurements. These results indicate that employees actively use multiple job crafting strategies simultaneously, and that this facilitates day-specific work engagement. The results also suggest that the strategy of decreasing hindering job demands is less detrimental to work engagement when used together with other job crafting strategies. Overall, the results demonstrate the benefits of investigating combinations of job crafting behaviors.
Subfields: Organizational Behavior and Human Resource Management, Social Psychology
View Paper: https://www.semanticscholar.org/paper/0fa5b688251fe7d713ad2d372419aa2492123c57
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In Organizational Behavior and Human Resource Management
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Citations in the corpus
- The process of reinventing a job: A meta–synthesis of qualitative job crafting research (2019, unknown): “…personality (e.g., Bakker et al., 2012), general self-efficacy (see Rudolph et al., 2017), work engagement (e.g., Lichtenthaler & Fischbach, 2018; Mäkikangas, 2018), job performance (e.g., Bakker et al., 2012; Gordon, Demerouti, Le Blanc, & Bipp, 2015), and job satisfaction (e.g., De Beer, Tims,…”
- Organizational Support and Adaptive Performance: The Revolving Structural Relationships between Job Crafting, Work Engagement, and Adaptive Performance (2020, background): “Job crafting occurs when an employee proactively modifies the boundary of a task, the amount of personal interaction, or the cognitive limits of the individual’s job [6,21,22].”
- Latent profile analysis: A review and “how to” guide of its application within vocational behavior research (2020, background): “Lopez, McDermott, and Fons-Scheyd (2014) Multiple life role planning: knowledge, commitment, independence, involvement CAO Mäkikangas (2018) Job crafting: increasing one's structural job resources, decreasing one's hindering job demands, increasing one's social resources, increasing one's challengin”
- A meta-analysis on promotion- and prevention-focused job crafting (2018, background): “…(e.g., decreasing hindering job demands or contraction-oriented task crafting) are not or even negatively related with health, motivation, and performance (Demerouti, Bakker, & Halbesleben, 2015; Lichtenthaler & Fischbach, 2018; Mäkikangas, 2018; Rudolph et al., 2017; Weseler & Niessen, 2016).”