Conclusions
Given the exponential increase of internal and external pressures on jobs, the relation between such pressures and work outcomes is receiving increased attention of scholars and practitioners. In order to understand such dynamics, a number of factors need to be taken into account such as proactive behaviors at work, example, job crafting or the self-initiated work related changes made through balancing job demands and resources. This study suggests that burnout and psychological availability function as critical elements by channelizing the performance effect of job crafting, thus supporting the integrated vision of occupational health in considering both positive and negative responses of workers, as well as the importance of individual resourcefulness in organizational setup. Thus, managers desiring to hire proactive employees capable of coping should consider individuals that craft or have the potential to job craft; while, organizations should endeavour to build a work climate that understands and encourages employee job crafting which will make them less stressed and burnout, and thus boost their psychologically availability and performance at work. This is important because employee well-being, i.e. both personal and professional results matters for our health, our relationships and our economy.
