Daily job crafting and the self-efficacy – performance relationship

By M. Tims, Arnold B. Bakker, Daantje Derks. 2014

359 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/87c08332206ec1688f7c7ce3050051976308a5f7

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In Organizational Behavior and Human Resource Management

In Social Psychology

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Citations in the corpus

Does job crafting always lead to employee well-being and performance? Meta-analytical evidence on the moderating role of societal culture (2020, background): “Thus, by influencing work design on a daily basis (Demerouti et al., 2015b; Tims et al., 2014), crafting one’s work environment involves rather present-oriented practices.”
Job Crafting and Performance: Literature Review and Implications for Human Resource Development (2018, background): “Tims et al. (2014), Demerouti et al. (2015), Mäkikangas et al. (2016), and Bizzi (2017) conducted multilevel analyses, but they explored within-person/between-person or individual/team differences.”
Daily job crafting and momentary work engagement: A self-determination and self-regulation perspective (2019, background): “Presumably, job crafting strengthens the sense of control one has over the external work environment, and such “personal resources” are known to predict work engagement next to job resources (Bakker, 2014; Tims et al., 2014).”
The consequences of job crafting: a three-wave study (2016, positive): “In line with this, Tims, Bakker, and Derks (2014) found that on days in which employees had a high level of self-efficacy, they also demonstrated more job crafting behaviours.”
Self-efficacy to spur job performance (2018, background): “Previous research has investigated how self-efficacy might spur job performance by increasing people’s ability to mobilize job resources (Tims et al., 2014) or boost their self-esteem (Gardner and Pierce, 1998), but less attention has been devoted to how employees’ perceptions of their own abilities”
How employees’ pro-activity translates high-commitment HRM systems into work engagement: the mediating role of job crafting (2018, neutral): “Whereas existing studies mainly studied whether job crafting is impacted by employees’ cognitive or dispositional states (Bakker et al., 2012; Tims et al., 2014), our results show that job crafting is also affected by employees’ perceptions of situational factors (i.”
Job crafting and its relationships with person–job fit and meaningfulness: A three-wave study (2016, background): “Although one week may seem to be relatively short, job crafting is theorized to be a behavior that occurs regularly (Wrzesniewski & Dutton, 2001) and has been shown to occur on a daily basis (Petrou et al., 2012; Tims et al., 2014).”
When and why do individuals craft their jobs? The role of individual motivation and work characteristics for job crafting (2016, background): “Recently, Tims et al. (2014) showed in a diary study that individuals who felt self-effective searched for more opportunities to learn new things and sought more variety in tasks.”
Career competencies and job crafting: How proactive employees influence their well-being (2016, background): “Another option would be to raise awareness among employees with regard to the possibilities to engage in job crafting, as suggested by Tims et al. (2014).”