Align your job with yourself: The relationship between a job crafting intervention and work engagement, and the role of workload.

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Abstract

This paper describes a quasi-experiment that evaluates the relationship between a job crafting intervention and work engagement. More particularly, we focused on three different types of job crafting; crafting towards strengths, crafting towards interests, and crafting towards development. Building on the Conservation of Resources (COR) theory, we hypothesized that participating in a job crafting intervention will be positively associated with job crafting, which
in turn will promote work engagement. Additionally, based on the activation theory, we hypothesized that employees with a relatively high workload will benefit more from a job crafting intervention compared to employees with a relatively low workload. 99 employees from a Dutch health care organization participated in our study (n = 45 treatment group; n = 54 control group). Results indicated that there was no association between the intervention and job crafting
behaviors. However, the job crafting intervention was found to be positively related to interests crafting for workers with a relatively high workload, which in turn was associated with an increase in dedication and absorption. Additionally, we found that job crafting towards strengths was associated with all aspects of work engagement (vigor, dedication, and absorption), whereas job crafting towards interests was related to dedication and absorption, and crafting towards
development was not associated with work engagement. We conclude that a job crafting intervention can be an effective tool for enhancing work engagement for employees with a high workload.
Original languageEnglish
Pages (from-to)1-53
JournalJournal of Occupational Health Psychology
DOIs
Publication statusAccepted/In press - 2020

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title = "Align your job with yourself: The relationship between a job crafting intervention and work engagement, and the role of workload.",
abstract = "This paper describes a quasi-experiment that evaluates the relationship between a job crafting intervention and work engagement. More particularly, we focused on three different types of job crafting; crafting towards strengths, crafting towards interests, and crafting towards development. Building on the Conservation of Resources (COR) theory, we hypothesized that participating in a job crafting intervention will be positively associated with job crafting, which in turn will promote work engagement. Additionally, based on the activation theory, we hypothesized that employees with a relatively high workload will benefit more from a job crafting intervention compared to employees with a relatively low workload. 99 employees from a Dutch health care organization participated in our study (n = 45 treatment group; n = 54 control group). Results indicated that there was no association between the intervention and job crafting behaviors. However, the job crafting intervention was found to be positively related to interests crafting for workers with a relatively high workload, which in turn was associated with an increase in dedication and absorption. Additionally, we found that job crafting towards strengths was associated with all aspects of work engagement (vigor, dedication, and absorption), whereas job crafting towards interests was related to dedication and absorption, and crafting towards development was not associated with work engagement. We conclude that a job crafting intervention can be an effective tool for enhancing work engagement for employees with a high workload.",
author = "Evy Kuijpers and Dorien Kooij and {van Woerkom}, Marianne",
year = "2020",
doi = "10.1037/ocp0000175",
language = "English",
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journal = "Journal of Occupational Health Psychology",
issn = "1076-8998",
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PY - 2020

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N2 - This paper describes a quasi-experiment that evaluates the relationship between a job crafting intervention and work engagement. More particularly, we focused on three different types of job crafting; crafting towards strengths, crafting towards interests, and crafting towards development. Building on the Conservation of Resources (COR) theory, we hypothesized that participating in a job crafting intervention will be positively associated with job crafting, which in turn will promote work engagement. Additionally, based on the activation theory, we hypothesized that employees with a relatively high workload will benefit more from a job crafting intervention compared to employees with a relatively low workload. 99 employees from a Dutch health care organization participated in our study (n = 45 treatment group; n = 54 control group). Results indicated that there was no association between the intervention and job crafting behaviors. However, the job crafting intervention was found to be positively related to interests crafting for workers with a relatively high workload, which in turn was associated with an increase in dedication and absorption. Additionally, we found that job crafting towards strengths was associated with all aspects of work engagement (vigor, dedication, and absorption), whereas job crafting towards interests was related to dedication and absorption, and crafting towards development was not associated with work engagement. We conclude that a job crafting intervention can be an effective tool for enhancing work engagement for employees with a high workload.

AB - This paper describes a quasi-experiment that evaluates the relationship between a job crafting intervention and work engagement. More particularly, we focused on three different types of job crafting; crafting towards strengths, crafting towards interests, and crafting towards development. Building on the Conservation of Resources (COR) theory, we hypothesized that participating in a job crafting intervention will be positively associated with job crafting, which in turn will promote work engagement. Additionally, based on the activation theory, we hypothesized that employees with a relatively high workload will benefit more from a job crafting intervention compared to employees with a relatively low workload. 99 employees from a Dutch health care organization participated in our study (n = 45 treatment group; n = 54 control group). Results indicated that there was no association between the intervention and job crafting behaviors. However, the job crafting intervention was found to be positively related to interests crafting for workers with a relatively high workload, which in turn was associated with an increase in dedication and absorption. Additionally, we found that job crafting towards strengths was associated with all aspects of work engagement (vigor, dedication, and absorption), whereas job crafting towards interests was related to dedication and absorption, and crafting towards development was not associated with work engagement. We conclude that a job crafting intervention can be an effective tool for enhancing work engagement for employees with a high workload.

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