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Kerksieck P, Kujanpää M, de Bloom J, Brauchli R, Bauer GF. A new perspective on balancing life domains: work-nonwork balance crafting. BMC Public Health 2024; 24:1099. [PMID: 38649890 PMCID: PMC11034155 DOI: 10.1186/s12889-024-18646-z] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/30/2023] [Accepted: 04/18/2024] [Indexed: 04/25/2024] Open
Abstract
BACKGROUND Self-initiated and proactive changes in working conditions through crafting are essential for shaping work and improving work-related well-being. Recently, the research stream of job crafting has been extended to other life domains. The present paper aims to study a novel crafting concept-work-nonwork balance crafting-investigating the role of its antecedents and identifying relevant outcomes. Work-nonwork balance crafting is defined as individuals' unofficial techniques and activities to shape their work-nonwork balance, here considering their life domain boundary preferences. METHODS In the study, 1,060 employees in three European countries (Austria, Germany and Switzerland) were surveyed in a longitudinal three-wave study with three-month intervals. We explored the influences of job/home demands and resources as antecedents of work-nonwork balance crafting. Important constructs for employee health and well-being (i.e., work engagement, work-related burnout, mental well-being and detachment from work) were investigated as outcomes. RESULTS The findings suggest that resources and demands in the context of work or home are key antecedents of work-nonwork balance crafting. Work-nonwork balance crafting was also predictive for important employee health and well-being outcomes over three months, mainly in a positive and health-promoting way. CONCLUSION This study provides insights into the antecedents of proactive efforts to balance the complex interplay of life domains. By studying work-nonwork balance crafting, we provide a new perspective on crafting beyond job crafting, which may help maintain or improve employees' mental health and well-being.
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Affiliation(s)
- Philipp Kerksieck
- Public and Organizational Health / Center of Salutogenesis, Epidemiology, Biostatistics and Prevention Institute, University of Zurich, Zurich, Switzerland.
| | - Miika Kujanpää
- School of Business, University of South-Eastern Norway, Hønefoss, Norway
| | - Jessica de Bloom
- Faculty of Economics and Business, University of Groningen, Groningen, The Netherlands
| | | | - Georg F Bauer
- Public and Organizational Health / Center of Salutogenesis, Epidemiology, Biostatistics and Prevention Institute, University of Zurich, Zurich, Switzerland
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Iida M, Sakuraya A, Watanabe K, Imamura K, Sawada U, Akiyama H, Komase Y, Miyamoto Y, Kawakami N. The association between team job crafting and work engagement among nurses: a prospective cohort study. BMC Psychol 2024; 12:66. [PMID: 38336755 PMCID: PMC10854162 DOI: 10.1186/s40359-024-01538-7] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/31/2023] [Accepted: 01/11/2024] [Indexed: 02/12/2024] Open
Abstract
BACKGROUND Team-level job crafting has been put forward as a method to promote nurses' mental health. However, a longitudinal association is unclear. Therefore, the objective of this study was to investigate the association between team job crafting at baseline and work engagement, work performance, psychological distress, and intention to leave at three-month and six-month follow-ups among Japanese hospital nurses. Also, whether an increase in the team job crafting during 3 or 6 months was associated with an increase in the work engagement during 3 or 6 months of individual nurses was examined. METHODS A multilevel prospective cohort study was conducted. Data were collected from nurses of five hospitals in Japan at baseline (T1) and follow-ups at 3-months (T2) and 6-months (T3). A total of 2,478 nurses were included. The team job crafting scale for nurses and its three subscales were measured for the independent variables. Ward-means were used as ward-level variables. The dependent variables were work engagement, work performance, psychological distress, and intention to leave. Hierarchical Linear Modeling (HLM) was used to examine the multilevel association. The study protocol was registered at the UMIN Clinical Trials Registry (ID = UMIN000047810) (May 22, 2022). RESULTS A total of 460 nurses completed the T1 survey (response rate = 18.6%), and data from 391 nurses nested in 30 wards were included in the analyses. The intraclass correlation coefficients (ICCs) at T1 were 0.02 for work engagement and 0.07 for team job crafting. The HLM revealed that ward-level team job crafting at T1 was not significantly associated with work engagement, work performance, psychological distress, and intention to leave at T2 or T3. The ward-level change (T3-T1) of "crafting for the task considering the team's growth" (subscale for team job crafting) was significantly and positively associated with the change (T3-T1) in work engagement. CONCLUSIONS Ward-level team job crafting at baseline did not predict nurses' work engagement, work performance, psychological distress, or intention to leave at a three-month or six-month follow-up. The impact of ward-level team job crafting may attenuate over several months.
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Affiliation(s)
- Mako Iida
- Department of Mental Health, Graduate School of Medicine, The University of Tokyo, 7-3-1, Hongo, Bunkyo-Ku, Tokyo, 113-0033, Japan
- Department of Psychiatric Nursing, Graduate School of Medicine, The University of Tokyo, 7-3-1, Hongo, Bunkyo-Ku, Tokyo, 113-0033, Japan
| | - Asuka Sakuraya
- Department of Digital Mental Health, Graduate School of Medicine, The University of Tokyo, 7-3-1, Hongo, Bunkyo-Ku, Tokyo, 113-0033, Japan
| | - Kazuhiro Watanabe
- Department of Public Health, Kitasato University School of Medicine, 1-15-1 Kitazato, Minami-ku, Sagamihara, Kanagawa, 252-0374, Japan
| | - Kotaro Imamura
- Department of Digital Mental Health, Graduate School of Medicine, The University of Tokyo, 7-3-1, Hongo, Bunkyo-Ku, Tokyo, 113-0033, Japan
| | - Utako Sawada
- Department of Mental Health, Graduate School of Medicine, The University of Tokyo, 7-3-1, Hongo, Bunkyo-Ku, Tokyo, 113-0033, Japan
- Department of Psychiatric Nursing, Graduate School of Medicine, The University of Tokyo, 7-3-1, Hongo, Bunkyo-Ku, Tokyo, 113-0033, Japan
| | - Hiroto Akiyama
- Accenture Japan Ltd, Sumitomo Fudosan Azabu Juban Bldg., 1-4-1 Mita, Minato-ku, Tokyo, 108-0073, Japan
| | - Yu Komase
- Fujitsu Japan Limited, 1-5-2, Higashishinbashi, Minato-Ku, Tokyo, 105-7123, Japan
| | - Yuki Miyamoto
- Department of Psychiatric Nursing, Graduate School of Medicine, The University of Tokyo, 7-3-1, Hongo, Bunkyo-Ku, Tokyo, 113-0033, Japan
| | - Norito Kawakami
- Department of Digital Mental Health, Graduate School of Medicine, The University of Tokyo, 7-3-1, Hongo, Bunkyo-Ku, Tokyo, 113-0033, Japan.
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Seinsche L, Schubin K, Neumann J, Pfaff H. Do I want to work from home today? Specific job crafting strategies of public service employees working from home during the COVID-19 pandemic in Germany: a qualitative study. Front Psychol 2023; 14:1183812. [PMID: 37901089 PMCID: PMC10613060 DOI: 10.3389/fpsyg.2023.1183812] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/10/2023] [Accepted: 09/21/2023] [Indexed: 10/31/2023] Open
Abstract
Background After the outbreak of the COVID-19 pandemic, employees in Europe increasingly worked from home. In the German public sector, many employees experienced working from home for the first time. Concurrently, employees could use job crafting activities to alter job demands and resources while working from home. This exploratory case study aims to shed light on how public service employees craft their job demands and job resources, and how they perceive job satisfaction and productivity while working from home during the COVID-19 pandemic. A novel theoretical approach is applied to explore crafting activities that target specific job demands and resources when working from home, using a combined framework of resource-based job crafting based on the Job Demands-Resources model and time-spatial job crafting. Methods Qualitative telephone interviews were conducted with employees from different public sectors in Germany between December 2021 and February 2022. According to the COREQ guidelines, the 12 semi-structured interviews were audio-recorded, transcribed verbatim, and content-analyzed using MAXQDA. Results The results suggest that employees, who were new to working from home, developed personal crafting strategies for their flexible work environment. These strategies supported them in coping with hindering job demands (e.g., measures regarding work-related availability or interruptions) by optimizing their working conditions. Additionally, employees used strategies to increase their social resources (e.g., initiating meetings with colleagues) and structural resources (e.g., installing additional work equipment, planning of office days and working-from-home days). The use of given job resources and optimization of job demands are closely linked to the time-spatial demands fit. Thereby, the time-spatial demands fit is used to combine workplaces, work hours, or work tasks with the provided resources and demands to achieve an optimal work environment, which also facilitates employees' productivity and satisfaction. Conclusion The results enrich the resource-based and time-spatial demand job crafting research by adding specific job crafting strategies utilized by public service employees. Furthermore, the results highlight job crafting strategies for enhancing job satisfaction and productivity when working from home in the post-pandemic world, thus offering valuable insights for researchers and practitioners.
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Affiliation(s)
- Laura Seinsche
- Institute of Medical Sociology, Health Services Research and Rehabilitation Science, Faculty of Human Sciences, Chair of Quality Development and Evaluation in Rehabilitation, Faculty of Medicine and University Hospital Cologne, University of Cologne, Cologne, Germany
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Petruzziello G, Antonio AA, Chiesa R, Mariani MG. It takes more than agency: Linking support from teaching staff, career engagement, and movement capital among university students. Front Psychol 2022; 13:1083698. [PMID: 36600715 PMCID: PMC9807175 DOI: 10.3389/fpsyg.2022.1083698] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/29/2022] [Accepted: 11/17/2022] [Indexed: 12/14/2022] Open
Abstract
Introduction Career self-management behaviours are key to overcoming the challenges of entry into the labour market. Combining the Conservation of Resources and Career Self-management theories, this study delves into the concept of Career Engagement among Italian University students by examining its relationship with Support from teaching Staff and Movement Capital. We hypothesised a mediation model in which Support from Teaching Staff predicts Career Engagement which, in turn, fosters Movement Capital. As the pandemic led to the adoption of online learning solutions, we also explored whether and how the interaction between teachers and students during online classes moderates the said mediation relationship. Methods and results We collected data from 276 Italian University students through an online questionnaire. Results supported the mediation hypothesis, corroborating the mediating role of Career Engagement. We also observed that this relationship is stronger at medium and higher levels of online interaction between teachers and students. Discussion Findings contribute to existing evidence about the role of Career Engagement in facilitating career resources' acquisition and extend the understanding of its contextual antecedents in Higher Education contexts. Results also align with the importance attributed to interaction in online learning environments. This work suggests ways to encourage career behaviours in Higher Education and equip prospective labour market entrants with career resources.
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Tims M, Twemlow M, Fong CYM. A state-of-the-art overview of job-crafting research: current trends and future research directions. CAREER DEVELOPMENT INTERNATIONAL 2021. [DOI: 10.1108/cdi-08-2021-0216] [Citation(s) in RCA: 13] [Impact Index Per Article: 4.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeIn celebration of the 25th anniversary of the founding of Career Development International, a state-of-the-art overview of recent trends in job-crafting research was conducted. Since job crafting was introduced twenty years ago as a type of proactive work behavior that employees engage in to adjust their jobs to their needs, skills, and preferences, research has evolved tremendously.Design/methodology/approachTo take stock of recent developments and to unravel the latest trends in the field, this overview encompasses job-crafting research published in the years 2016–2021. The overview portrays that recent contributions have matured the theoretical and empirical advancement of job-crafting research from three perspectives (i.e. individual, team and social).FindingsWhen looking at the job-crafting literature through these three perspectives, a total of six trends were uncovered that show that job-crafting research has moved to a more in-depth theory-testing approach; broadened its scope; examined team-level job crafting and social relationships; and focused on the impact of job crafting on others in the work environment and their evaluations and reactions to it.Originality/valueThe overview of recent trends within the job-crafting literature ends with a set of recommendations for how future research on job crafting could progress and create scientific impact for the coming years.
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Kosenkranius M, Rink F, Kujanpää M, de Bloom J. Motives for Crafting Work and Leisure: Focus on Opportunities at Work and Psychological Needs as Drivers of Crafting Efforts. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:12294. [PMID: 34886016 PMCID: PMC8656677 DOI: 10.3390/ijerph182312294] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 10/15/2021] [Revised: 11/15/2021] [Accepted: 11/20/2021] [Indexed: 12/24/2022]
Abstract
Employees of all ages can proactively shape their behavior to manage modern work-life challenges more effectively and this is known as crafting. Our goal is to better understand employees' motives for engaging in crafting efforts in different life domains to fulfil their psychological needs. In a survey study with two measurement waves, we examined whether "focus on opportunities at work" (FoO)-the extent to which employees believe in new goals and opportunities in their occupational future-and psychological needs (i.e., approach and avoidance needs)-predicted crafting efforts at work and outside work (i.e., job and off-job crafting). Our hypotheses were largely confirmed in a study on 346 Finnish workers. Greater FoO led to greater approach needs (i.e., mastery, meaning, affiliation), which in turn explained higher engagement in both job and off-job crafting. Avoidance needs (i.e., detachment, relaxation) resulted in increased crafting efforts in both life domains directly. Our findings underline the importance of FoO for crafting efforts across life domains, and explain why this is the case (i.e., it activates approach-oriented psychological needs). By supporting workers in shifting their focus onto their future opportunities (regardless of their age), organizations can create environments conducive to crafting and ultimately sustainable work lives.
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Affiliation(s)
- Merly Kosenkranius
- Department of HRM & OB, Faculty of Economics and Business, University of Groningen, Nettelbosje 2, 9747 AE Groningen, The Netherlands; (F.R.); (J.d.B.)
- Faculty of Social Sciences (Psychology), Tampere University, Kalevantie 5, 33100 Tampere, Finland;
| | - Floor Rink
- Department of HRM & OB, Faculty of Economics and Business, University of Groningen, Nettelbosje 2, 9747 AE Groningen, The Netherlands; (F.R.); (J.d.B.)
| | - Miika Kujanpää
- Faculty of Social Sciences (Psychology), Tampere University, Kalevantie 5, 33100 Tampere, Finland;
- School of Business, University of South-Eastern Norway, Bredalsveien 14, 3511 Hønefoss, Norway
| | - Jessica de Bloom
- Department of HRM & OB, Faculty of Economics and Business, University of Groningen, Nettelbosje 2, 9747 AE Groningen, The Netherlands; (F.R.); (J.d.B.)
- Faculty of Social Sciences (Psychology), Tampere University, Kalevantie 5, 33100 Tampere, Finland;
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Taris TW, Hu Q. Going Your Own Way: A Cross-Cultural Validation of the Motivational Demands at Work Scale (Mind@Work). Front Psychol 2020; 11:1223. [PMID: 32581974 PMCID: PMC7291141 DOI: 10.3389/fpsyg.2020.01223] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/10/2020] [Accepted: 05/11/2020] [Indexed: 11/17/2022] Open
Abstract
In modern jobs, performing well at work requires to an increasing degree that workers manage and motivate themselves for their tasks. Rather than to rely on a supervisor, they must set their own goals, decide how hard they work to achieve that goal, and decide when the task is completed. This manuscript describes the validation of an instrument that measures the extent to which workers must deal with such “motivational job demands”; the Motivational Demands at Work Scale (Mind@Work). Using data from a Dutch (N = 308) and a Chinese (N = 681) sample of working adults, confirmatory factor analysis showed that this instrument was reliable and robust in both samples, and that the factor structures obtained in both samples were highly comparable. Subsequent analyses demonstrated that high scores on the dimensions of the Mind@Work were associated with higher levels of engagement, work passion, job crafting and innovation behavior, even after controlling for job control, and job demands. These findings suggest that motivational job demands can be measured in a reliable and valid way. Thus, more research that examines the potential of this new concept for well-being and performance of employees seems warranted.
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Affiliation(s)
- Toon W Taris
- Department of Social, Health and Organizational Psychology, Utrecht University, Utrecht, Netherlands
| | - Qiao Hu
- School of Management, Zhejiang University of Technology, Hangzhou, China
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Hu Q, Taris TW, Dollard MF, Schaufeli WB. An exploration of the component validity of job crafting. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2020. [DOI: 10.1080/1359432x.2020.1756262] [Citation(s) in RCA: 8] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/24/2022]
Affiliation(s)
- Qiao Hu
- School of Management, Zhejiang University of Technology, Hangzhou, China
| | - Toon W. Taris
- Department of Social, Health and Organizational Psychology, Utrecht University, Utrecht, The Netherlands
| | - Maureen F. Dollard
- Centre for Workplace Excellence, University of South Australia, Adelaide, Australia
- School of Medicine, University of Nottingham, Nottingham, UK
| | - Wilmar B. Schaufeli
- Department of Social, Health and Organizational Psychology, Utrecht University, Utrecht, The Netherlands
- Department of Work, Organizational and Personnel Psychology, University of Leuven, Leuven, Belgium
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Anser MK, Ali M, Usman M, Rana MLT, Yousaf Z. Ethical leadership and knowledge hiding: an intervening and interactional analysis. SERVICE INDUSTRIES JOURNAL 2020. [DOI: 10.1080/02642069.2020.1739657] [Citation(s) in RCA: 29] [Impact Index Per Article: 7.3] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/24/2022]
Affiliation(s)
- Muhammad Khalid Anser
- School of Public Administration, Xi'an University of Architecture and Technology, Beilin, People’s Republic of China
| | - Moazzam Ali
- Department of Management Sciences, University of Okara, Okara, Punjab, Pakistan
| | - Muhammad Usman
- Department of Management Sciences, COMSATS University Islamabad, Lahore, Pakistan
| | | | - Zahid Yousaf
- Government College of Management Sciences, Abbottabad, Pakistan
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