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Psychological and Relational Conditions for Job Crafting to Occur

Author

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  • Tiphaine Huyghebaert-Zouaghi

    (C2S - Cognition, Santé, Société - URCA - Université de Reims Champagne-Ardenne - SFR CAP Santé (Champagne-Ardenne Picardie Santé) - URCA - Université de Reims Champagne-Ardenne - MSH-URCA - Maison des Sciences Humaines de Champagne-Ardenne - URCA - Université de Reims Champagne-Ardenne)

  • Sophie Berjot

    (C2S - Cognition, Santé, Société - URCA - Université de Reims Champagne-Ardenne - SFR CAP Santé (Champagne-Ardenne Picardie Santé) - URCA - Université de Reims Champagne-Ardenne - MSH-URCA - Maison des Sciences Humaines de Champagne-Ardenne - URCA - Université de Reims Champagne-Ardenne)

  • Baptiste Cougot

    (QualiPsy - Qualité de vie et Santé psychologique [Tours] - UT - Université de Tours)

  • Nicolas Gillet

    (QualiPsy - Qualité de vie et Santé psychologique [Tours] - UT - Université de Tours, IUF - Institut universitaire de France - M.E.N.E.S.R. - Ministère de l'Education nationale, de l’Enseignement supérieur et de la Recherche)

Abstract

This study aimed to provide a wider understanding of the determinants of job crafting by jointly considering employee well- and ill-being (work engagement and exhaustion) and socio-environmental factors (supervisor and colleague support) as possible levers to promote job crafting. A secondary goal of this research was to simultaneously explore the multidimensionality of work engagement and the potentially differentiated associations between the different facets of work engagement and job crafting behaviours. Questionnaire surveys were collected among 533 workers from various organizations located in France. Results from preliminary analyses showed the superiority of a Bifactor Exploratory Structural Equation Modeling (B-ESEM) representation of work engagement when compared to alternative representations of ratings of this multidimensional construct. Specifically, employees' ratings of work engagement simultaneously reflected a global work engagement construct, which co-existed with specific vigor, dedication and absorption components. Results from a predictive model indicated that the different facets of work engagement held differentiated relations with job crafting behaviours, while exhaustion did not significantly relate to any job crafting behaviours. Colleague and supervisor support also held differentiated relations with the demands-related job crafting behaviours, while both forms of support were associated with employees' seeking more job resources. Theoretical and practical implications are discussed.

Suggested Citation

  • Tiphaine Huyghebaert-Zouaghi & Sophie Berjot & Baptiste Cougot & Nicolas Gillet, 2021. "Psychological and Relational Conditions for Job Crafting to Occur," Post-Print hal-03071744, HAL.
    • Handle: RePEc:hal:journl:hal-03071744
    DOI: 10.1002/smi.3014
    Note: View the original document on HAL open archive server: https://hal.science/hal-03071744
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    References listed on IDEAS

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    1. Justin M. Berg & Adam M. Grant & Victoria Johnson, 2010. "When Callings Are Calling: Crafting Work and Leisure in Pursuit of Unanswered Occupational Callings," Organization Science, INFORMS, vol. 21(5), pages 973-994, October.
    2. Hetland, Jørn & Hetland, Hilde & Bakker, Arnold B. & Demerouti, Evangelia, 2018. "Daily transformational leadership and employee job crafting: The role of promotion focus," European Management Journal, Elsevier, vol. 36(6), pages 746-756.
    3. Anders Skrondal & Petter Laake, 2001. "Regression among factor scores," Psychometrika, Springer;The Psychometric Society, vol. 66(4), pages 563-575, December.
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