دانلود رایگان مقاله انگلیسی پروفایل های ایجاد فرصت شغلی و تعامل کاری: یک رویکرد محور شخصیت - الزویر 2018

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.

5.3. Conclusion and practical implications of the study

This study was the very first to investigate job crafting behavior from a person-oriented perspective. The use of this approach contributes to the job crafting literature by demonstrating that: 1) employees use combinations of job crafting strategies on a daily basis; 2) configurations of job crafting strategies possess continuity across measurements, suggesting that job crafting behavior is dispositional in nature; and 3) links with work engagement are an outcome of combinations of job crafting, and not of the use of any single job crafting strategy. In sum, employees seem to use a diversity of job crafting strategies simultaneously, and thus variablecentered studies are likely to miss the richness of the ways these behaviors combine within individuals. This study contributes to guiding empirical research and theory building aimed at bringing real-world individual mechanisms under the spotlight. In practice, the findings indicate that employees should be trained to use all kinds of job crafting strategies, including avoidance strategies, actively and flexibly. Based on the present findings, successful job crafting can be characterized as active use of the broad variety of job crafting strategies available to the individual.