Job crafting and job engagement: The mediating role of person-job fit

By Chien-Yu Chen, Chang-Hua Yen, F. C. Tsai. 2014

293 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/61f3d96181982c0164e5da895cc1552441565d02

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In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Emotional exhaustion and its consequences for hotel service quality: the critical role of workload and supervisor support (2020, methodology): “As study data were collected through self-report questionnaires, the Common Method Bias may have influenced the results (Chen et al., 2014); therefore, a combination of Lindell and Whitney’s test and Harman’s one-factor analysis was also applied.”
Definitional and Conceptual Muddling: Identifying the Positionality of Employee Engagement and Defining the Construct (2017, methodology): “Other scales that were utilized included Saks’s (2006) Organizational Engagement Scale, the Rich et al. (2010) JES, and Britt’s (1999) six-item Engagement Scale (Anaza & Rutherford, 2012; Chen et al., 2014; Sardeshmukh et al., 2012).”
Job crafting and its relationships with person–job fit and meaningfulness: A three-wave study (2016, background): “While Chen et al. (2014) examined the association between individual and collaborative job crafting and person–job fit and Lu et al. (2014) the relationship between changes in physical and relational job crafting and changes in person–job fit, our results provide additional confidence to the idea…”
The influence of future time perspective on work engagement and job performance: the role of job crafting (2017, unknown): “…crafting have particularly focused on the outcomes of job crafting, demonstrating that job crafting is positively associated with person-job fit (Chen, Yen, & Tsai, 2014; Lu, Wang, Lu, Du, & Bakker, 2014), employability, work engagement, and performance (Petrou, Demerouti, Peeters, Schaufeli, &…”
Coworker support as a double-edged sword: a moderated mediation model of job crafting, work engagement, and job performance (2020, background): “In a similar vein, Chen, Yen, and Tsai (2014) reported a positive relationship between job crafting and job engagement using a Taiwanese sample.”
Does job crafting always lead to employee well-being and performance? Meta-analytical evidence on the moderating role of societal culture (2020, background): “Positive indicators of employee wellbeing included in this study were positive affect, work engagement (Tims & Akkermans, 2017), job engagement (Chen et al., 2014), feeling energy, thriving (Li, 2015), job satisfaction (Hakanen et al., 2018), job happiness, and work meaningfulness (e.g. Tims et…”