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Using two intervention studies, this article examines the effectiveness of a newly developed electronic job crafting intervention (i.e., e‐intervention) that aims to stimulate task, relational, and cognitive crafting and offers a time‐efficient and cost‐effective alternative to traditional face‐to‐face job crafting interventions. In Study 1, we qua...
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... show that 53% of the total variance was explained at the between-person level, meaning that 47% of the total variance (i.e. 1 -ICC) was explained at the within-person level. As shown in Table 3 the interaction effect between time and group, and thus the e-intervention, increased participants levels of overarching job crafting (B = 0.78 SE = 0.37, t = 2.11, p < .05) immediately after completing the e-intervention. ...Context 2
... we found significant differences in age between the intervention and control group, we also tested this model when controlling for age (that was grand-mean centered), which showed no changes in the interaction effect. Table 3 and Figure 1 about here*** Adherence to the e-intervention ...Context 3
... 10) This week I would like to visit residential unit 2 and ask in 5 houses how the volunteers are doing. (Respondent 13) A good goal counts for one, a vague goal 0.50, and an incorrect goal zero. Because every participant needed to set up four job crafting goals, this results in a total score ranging from zero to four. ...Similar publications
The goal of this review is to introduce the concept of Active Noise Cancellation (ANC) technique and explain the core algorithms supporting this technology. Through showing the implementations and major features of those algorithms, we were able to gain a better understanding of what’re the dominating algorithms used by the ANC technology and both...
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... İş becerikliliği, çalışanların işlerini daha iyi bir şekilde yapabilmek için görevlerinde ya da işlerinin ilişkisel sınırlarında yaptıkları fiziksel ve bilişsel değişiklikler olarak tanımlanmaktadır (Wrzesniewski & Dutton, 2001). İş talepleri ve kaynakları modeli dikkate alındığında iş becerikliliği düzeyi yüksek olan çalışanlar, görevlerini sürdürülebilir bir şekilde yerine getirebilmek amacıyla zamanla değişen iş taleplerine uygun kaynaklara sahip olabilmek için işlerini yaparlarken eksiklikleri olması durumunda eksikliklerini gidermek için yeni beceriler kazanabilmekte veya işlerinin yapısında bir eksiklik oluştuğunda işlerinde değişiklik yaparak işlerindeki eksiklikleri giderebilmektedirler (Berg, Dutton & Wrzesniewski, 2013;Mamak, 2018;Nazarı, 2020;Verelst, De Cooman, Verbruggen, van Laar & Meeussen, 2021). Böylece çalışanlar işlerinin anlamlarını zenginleştirebilmekte, işlerinden veya kendilerinden kaynaklanabilecek sorunları ortadan kaldırabilmektedirler. ...
Bu çalışmada hemşirelerin algıladığı örgütsel desteğin (AÖD) ve temel benlik değerlendirmesinin (TBD) işe tutkunluk üzerindeki etkisinde iş becerikliliğinin aracılık rolünün belirlenmesi amaçlanmıştır. Şırnak ilindeki devlet hastanelerinde görev yapan hemşireler, mevcut çalışmanın ana kütlesini oluşturmaktadır. Basit tesadüfi örnekleme yöntemiyle 249 hemşireyle anket çalışması yürütülmüştür. Elde edilen veriler SPSS, AMOS ve PROCESS Macro programlarında kullanılmak üzere kodlanmıştır. Yapılan analizler neticesinde hemşirelerin AÖD'in ve TBD'sinin iş becerikliliklerini ve işe tutkunluklarını olumlu yönde etkilediği; AÖD'in ve TBD'sinin işe tutkunlukları üzerindeki etkisinde iş becerikliliklerinin kısmi aracılık rolünün olduğu belirlenmiştir.
In this study, it was aimed to determine the mediating role of job crafting in the effect of nurses' perceived organizational support (POS) and core self-evaluation (CSE) on work engagement. Nurses who are working in state hospitals in Şırnak province constitute the main body of the current study. A questionnaire study was conducted with 249 nurses using simple and random sampling methods. The obtained data were coded for use in SPSS, AMOS and PROCESS Macro programs. As a result of the analyzes made, it was found that nurses' POS and CSE positively affected their job crafting and work engagement; It has been determined that job crafting has a partial mediating role in the effect of POS and CSE on their work engagement.
... The effectiveness of online job crafting interventions has also been studied by different researchers, albeit modestly. A study conducted by Verelst et al. 29 assessed whether a job crafting intervention using the Job Crafting Exercise (JCE) elements proposed by van Wingerden et al. 13 was able to increase the ability to modify relationships, task and task perceptions, and person-job fit. According to the results, the intervention effectively increased these variables, so it may be an interesting and accessible alternative to face-to-face job development interventions, especially for task-specific forms of development. ...
Personal resources are related to positive psychological states that can translate into lower burnout among employees. However, although these personal resources can be promoted through ad hoc interventions, there are few studies that analyze this type of interventions in workers. The aim of this study was to assess the effectiveness of three interventions on personal resources on reducing employees' burnout. To this end, it was hypothesized that a positive psychological capital intervention (PsyCap), a job crafting intervention and a combined intervention would have a positive impact on burnout levels. This research used a quasi-experimental, longitudinal, pretest–posttest design, with repeated measures and a waiting list control group. Study participants (N = 144) were all workers divided into three interventions and a control group. A noteworthy aspect of the study design is that the intervention was implemented as a voluntary online training activity. This study showed that personal resources interventions were effective in reducing burnout among employees. The PsyCap intervention and the combined intervention showed the greatest efficacy. Contrary to expectations, the combined intervention did not show significantly greater efficacy than the other two experimental groups. The study concludes with a discussion of its limitations and practical implications for future personal resources intervention studies.
... Fourth, the current study innovated the network intervention designthat is, using a self-training format (based on the selfregulation principles). A self-training intervention seems to slowly become a new fashion in intervention studies (cf., Verelst et al. 2021). A self-training is a cost-effective approach that provides more autonomy to participants and encourages the self-learning process (Verelst et al. 2021). ...
... A self-training intervention seems to slowly become a new fashion in intervention studies (cf., Verelst et al. 2021). A self-training is a cost-effective approach that provides more autonomy to participants and encourages the self-learning process (Verelst et al. 2021). To facilitate self-learning, we included several self-practice exercises and self-reflection exercises to strengthen a network crafting process. ...
... As anticipated, the intervention group gained a higher harmonious work passion than the control group over time. Tis result could be explained by the idea that job crafting behaviors enable nurses to create a more ftting and controllable working environment [60], which enhances nurses' feelings of self-efcacy and gets rid of a sense of powerlessness [61]. Tese positive outcomes may motivate nurses to invest their time and energy and experience more passion at work. ...
Aim. This study aimed at evaluating the effects of a job crafting intervention program for nurses on their job crafting behaviors, harmonious work passion, and career commitment. Background. Nurses generally work in suboptimal environments with chronic low resources and high demands. Job crafting may be a cost-effective strategy to deal effectively with such environments. However, its effectiveness as a nursing intervention program remains unclear. Methods. An open-label randomized controlled trial was conducted at a hospital in Port Said, Egypt. The study enrolled 94 nurses. Participants were assigned randomly to the intervention group (n = 47) or the control group (n = 47). The intervention group had a 2-day workshop, 3 weeks of job crafting implementation, and a reflection session, whereas the control group participated in a 1-day workshop. Data were collected at baseline, 2 weeks, and 3 months after the intervention in both groups by using the Job Crafting Scale, Job Crafting Knowledge Questionnaire, Harmonious Work Passion Scale, and Career Commitment Scale. Results. Compared with the control group, the intervention group experienced a higher level of job crafting behaviors and reported a greater improvement in harmonious work passion, but not in career commitment. Conclusion. Nurses can be trained on job crafting behaviors, which can lead to the maximization of job resources, optimization of job demands, and enhancement of nurses’ harmonious work passion. Implications for Nursing Management. Nursing managers should train nurses regularly on how to be job crafters because it is an effective tool that helps nurses deal with limited job resources and increased job demands and makes them more harmoniously passionate about their work.
... So far, to our knowledge, these make only little use of the DOHI techniques described above, apart from self-monitoring and goal setting, and are best applied in a "blended" or "matched" combination with real-life workshops and courses. We observe this especially in the field of leadership development, the management of boundaries between life-domains, and building employees' skills for dealing with work stressors, which includes both traditional worksite health promotion elements and aspects of work redesign, such as "Job Crafting" (Verelst et al., 2021). Hereby we also observe a trend towards smaller but more varied training units and chunks of information (see for example the "bite-sized trainings" of https://www.mindtools.com), ...
Humans are making use of digital technologies to profoundly transform their working tasks and systems. Psychologists who design interventions to improve health and well-being at the workplace can follow two approaches regarding this transformation: (a) they will make targeted use of the emerging digital technologies themselves and design what we label “digital occupational health interventions” (DOHI), and (b) they will try to influence the ongoing digital transformation in terms of healthy change and work design, thus co-creating the future of work. In this paper, we first aim to provide a narrative and visual synthesis of the techniques and topics behind DOHI, illustrated by examples and followed by a discussion of limitations and opportunities. Secondly, we aim to provide an impulse on how the ongoing transformation of work could be co-created by organizations, their members, and occupational health experts who can contribute their knowledge of human-centered design principles to the future of work.
... The effectiveness of online job crafting interventions has also been studied by different researchers, albeit modestly. A study conducted by Verelst et al. [43] assessed whether a job crafting intervention using the Job Crafting Exercise (JCE) elements proposed by van Wingerden et al. [41] was able to increase the ability to modify relationships, task and task perceptions, and personjob t. According to the results, the intervention effectively increased these variables, so it may be an interesting and accessible alternative to face-to-face job development interventions, especially for task-speci c forms of development. ...
Personal resources are related to positive psychological states that can translate into lower burnout among employees. However, although these personal resources can be promoted through ad hoc interventions, there are few studies that analyze this type of interventions in workers. The aim of this study was to assess the effectiveness of three interventions on personal resources on reducing employees' burnout. To this end, it was hypothesized that a positive psychological capital intervention (PsyCap), a job crafting intervention and a combined intervention would have a positive impact on burnout levels. This research used a quasi-experimental, longitudinal, pretest-posttest design, with repeated measures and a waiting list control group. Study participants (N = 144) were all workers divided into three interventions and a control group. This study showed that personal resources interventions were effective in reducing burnout among employees. The PsyCap intervention and the combined intervention showed the greatest efficacy. Contrary to expectations, the combined intervention did not show significantly greater efficacy than the other two experimental groups. The study concludes with a discussion of its limitations and practical implications for future personal resources intervention studies.
... For example, Google stimulates its employees" approach home crafting via well-being and home fitness classes (Google, n.d.). To reach full-time teleworkers, organizations can develop electronic crafting workshops, which are found to be successful in stimulating (job) crafting (Verelst et al., 2021). Second, based on the possible "dark" combination of high approach job and home crafting, we advise managers and other HR practitioners to guarantee that workers do not "overcraft" their work and home roles. ...
Scholars made clear that daily job and home crafting can optimize employees' well-being, also when teleworking. Since telework is largely characterized by a constant juggle between work and home roles, we need knowledge on how teleworkers can combine job and home crafting during the day. While previous studies have almost exclusively applied an enrichment-based perspective, which assumes that daily job and home crafting can be combined unlimitedly, the current study proposes an effort-based perspective, which assumes that crafting requires effort and, therefore, can only be done within certain limits. Using a daily diary study (N = 839 days nested within 202 full-time teleworkers), we investigate whether daily approach job and home crafting can prevent daily energy depletion. Moreover, we predict that equally allocating efforts across daily approach job and home crafting is related to the lowest levels of energy depletion. Multilevel polynomial regression analyses showed that daily approach job and home crafting were negatively related to daily energy depletion. As an important exception to this general finding, the combination of high approach job and home crafting was related to higher energy depletion and should be avoided. Finally, our results indicated that, in general, allocating efforts to approach job crafting is more useful than allocating efforts to approach home crafting.
... Based on our findings, we recommend that platform and similar organizations focus more on bottom-up work design by integrating job crafting approaches when developing algorithmic systems. This can, for instance, be fulfilled by built-in job crafting interventions (e.g., Verelst et al., 2021) as part of algorithmic recommending. In doing so, designing work that allows for self-discovery and engagement can promote positive attitudes toward monitoring and tracking. ...
Companies increasingly rely on algorithmic management (AM) to efficiently control and coordinate workers, especially in the quick commerce sector, where workers are required to work particularly fast. AM often implies that workers face cognitive demands, such as behavioral constraints imposed by a tight management regime, or significant physical demands, such as a high work pace. Against this backdrop, we interviewed 18 food delivery couriers about how they try to cope with these demands. We find that, despite AM-induced behavioral constraints, workers engage in job crafting to better cope with demanding work conditions, to enrich work roles, and to add or extend resources, thereby increasing their job satisfaction and the perceived meaningfulness of their work. In contrast to previous studies where job crafting is strategically enacted by workers for long-term benefits, our study finds that jobs can also be successfully crafted short-term in an ad hoc manner.
... It will be effective to support transformational leaders in educating newcomers and improving their occupational self-efficacy as well as providing transformational leadership training (Kelloway et al., 2000) to managers working with newcomers to encourage job crafting. Many companies have recognized the necessity of job crafting and have utilized intervention programs to promote it (van den Heuvel et al., 2015;Sakuraya et al., 2016;van Wingerden et al., 2017;Verelst et al., 2021), thus the results of this study can significantly contribute to the field. However, corporate management or HR team should carefully interpret and utilize the results of this study as this study cannot confirm the causal relationship between the different variables. ...
It is important to identify the antecedents of newcomers’ job crafting as it assists with their adjustment in the workplace. This study made use of transformational leadership and newcomers’ calling as organizational and personal resources that predict job crafting. We hypothesized that transformational leadership would have an indirect relationship with newcomers’ job crafting after 2 years through their occupational self-efficacy and that their calling would moderate this mediational path. A multi-wave approach was employed wherein data from 280 new employees were collected three times during the first 2 years of their careers. The survey was completed by 150 participants. The results illustrated that transformational leadership was positively related to newcomers’ job crafting after 2 years of entry through their occupational self-efficacy. Additionally, newcomers’ calling moderated the mediating effect of occupational self-efficacy between transformational leadership and job crafting. The theoretical and practical implications of this study are discussed.
... More specifically, to promote job crafting, organizations could offer both online and offline intervention approaches as both forms were shown to be effective in increasing job crafting (Uglanova & Dettmers, 2022;Van Wingerden et al., 2017;Verelst et al., 2021). Furthermore, given that crafting is related to leadership, supervisors should lead by example, grant employees the autonomy to craft their jobs, and transfer effective home crafting behaviours to the work domain (Wang et al., 2016). ...
Building on the notion that successful crafting in one life domain spills over into another domain, we investigated the reciprocal effects between job and home crafting in 134 workers, using a shortitudinal study with a two‐week time lag. The results of cross‐lagged panel analyses suggested that there were reciprocal effects between the work and home domains of the crafting dimensions of increasing structural resources and reducing hindering social demands. Increasing social job resources lead to increasing social home resources, but the reverse is not true. No cross‐lagged effects were found for increasing challenging demands and reducing hindering structural job demands at work and home.
