دانلود رایگان مقاله شغل سازی و روابط آن با تناسب و شایستگی فرد: یک مطالعه سه موجی

abstract

Although scholars imply that job crafting contributes to person–job fit and meaningful work, to date, no study examined the relationships between these variables. The present three-wave weekbook study was designed to gain more knowledge about the influence of job crafting on person–job fit and meaningfulness. We collected data among a heterogeneous group of employees (N = 114) during three consecutive weeks (N = 430 occasions). At the end of their working week, employees reported their job crafting behaviors, their person–job fit (demands–abilities fit and needs–supplies fit), and the meaningfulness of their work that week. Results indicated that individuals who crafted their job by increasing their job resources (e.g., support, autonomy) and challenging job demands (e.g., participate in new projects), and by decreasing their hindering job demands (e.g., less emotional job demands) reported higher levels of person–job fit the next week. In turn, demands–abilities fit related to more meaningfulness in the final week. No support was found for alternative causal models. These findings suggest that by crafting their job demands and job resources, individuals can proactively optimize their person–job fit and as a consequence experience their work as meaningful.

4. Discussion

Employees are nowadays more likely to expect that work not only fulfills economic needs but also psychological and social needs (Rosso, Dekas, & Wrzesniewski, 2010). Given these changes, increasing interest in meaningful work emerged. The present study aimed to examine how employees themselves can influence the experienced meaningfulness of their work. More specifically, this study was designed to test the often-theorized relationships between job crafting, person–job fit, and meaningfulness over time. Literature suggests that employees who proactively change aspects of their job (i.e., job crafting) are more likely to experience a good person–job fit. In this study, we focused on both demands–abilities (DA) fit and needs–supplies (NS) fit as consequences of job crafting. It was expected that when employees increase the amount of tasks they have or search for opportunities to develop themselves (i.e., craft their job) they do so because they value these job characteristics. Results of the three-wave study showed that job crafting indeed positively impacts the experienced DA and NS fit, indicating that the increase in job resources and challenging job demands, and the decrease in hindering job demands resulted in a job that fits the individuals knowledge, skills, abilities, and needs.