Does work engagement increase person–job fit? The role of job crafting and job insecurity

By Chang‐qin Lu, Hai-jiang Wang, Jing-jing Lu, Danyang Du, Arnold B. Bakker. 2014

362 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/f3969bb69c2ae660482fb800026e29c2cbfb94bb

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In General Health Professions

In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

When and why do individuals craft their jobs? The role of individual motivation and work characteristics for job crafting (2016, background): “This complements the study of Lu et al. (2014), which investigated relations between task crafting, relational crafting, and fit perceptions.”
Job crafting and its relationships with person–job fit and meaningfulness: A three-wave study (2016, background): “Furthermore, the present study could control for previous levels of person–job fit (which was not possible in the studies of Chen et al., 2014 and Lu et al., 2014), and could still establish the relationship between job crafting and person–job fit over time.”
Does job crafting always lead to employee well-being and performance? Meta-analytical evidence on the moderating role of societal culture (2020, background): “Previous studies designated these behaviors as relational crafting (e.g. Lu et al., 2014; Niessen et al., 2016; Slemp & Vella-Brodrick, 2013) or increasing social resources (e.g. Nielsen & Abildgaard, 2012; Tims et al., 2012).”
Transformational leadership, adaptability, and job crafting:the moderating role of organizational identification. (2017, neutral): “…such as work identity (Mattarelli & Tagliaventi, 2015), work engagement (Bakker et al., 2012; Harju, Hakanen, & Schaufeli, 2016), person-job ﬁ t (Lu, Wang, Lu, Du, & Bakker, 2014; Tims, Derks, & Bakker, 2016), job satisfaction (Tims, Bakker, & Derks, 2013), and increased personal resources…”
The influence of future time perspective on work engagement and job performance: the role of job crafting (2017, neutral): “To date, longitudinal studies on FTP and job crafting used time lags as short as 2 and 3 months (Lu et al., 2014; Tims et al., 2013a; Zacher & de Lange, 2011).”
A Role–resource Approach–avoidance Model of Job Crafting: A Multimethod Integration and Extension of Job Crafting Theory (2017, background): “Role crafting will primarily serve to improve an individual’s fit with their work and subsequent work enrichment (Lu et al., 2014; Wrzesniewski & Dutton, 2001), while resource crafting will concurrently increase resources and reduce demands to increase engagement, work efficiency, and performance (T”
Coworker support as a double-edged sword: a moderated mediation model of job crafting, work engagement, and job performance (2020, background): “For instance, Lu et al. (2014), in a Chinese sample, detected a positive association between work engagement and job crafting, and the moderating effect of job insecurity on this relationship.”
Relational job crafting: Exploring the role of employee motives with a weekly diary study (2018, methodology): “Indeed, contraction oriented RJC may represent a way of making sure that one has sufficient resources to devote to non-work-related purposes (Lu et al., 2014).”