• The Journal of the Korea Contents Association
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• v.22 no.4
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• pp.231-245
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• 2022

Most humans live at work and continue their lives through work. This study aims to understand the influence of job crafting on job satisfaction and knowledge sharing behavior, innovation behavior, and smart work environment variables in the rapidly changing labor market. In addition, a study was conducted on the effect of job crafting on job satisfaction by dividing it into male and female groups. The study was conducted on 453 office workers who responded to the survey, and SPSS 26.0 and Amos 26.0 were used. Frequency analysis, exploratory factor analysis, confirmatory factor analysis, reliability analysis, descriptive statistics, correlation, structural model analysis and Multi-group analysis were performed. Multiple mediating effects were analyzed and Process macro model 7 was used as the smart work environment effect. As a result of the analysis, first, job crafting had a significant effect on job satisfaction, and second, job crafting had a significant effect on knowledge sharing behavior and innovation behavior. Third, knowledge sharing behavior had a significant effect on job satisfaction, but innovation behavior did not affect job satisfaction. Fourth, for the parameters of knowledge sharing behavior and innovation behavior, knowledge sharing behavior had a partial mediating effect, but innovation behavior did not affect it. Fifth, it was found that the moderating effect of the smart work environment had no effect, and sixth, the results of a study on the effect of job crafting on job satisfaction divided into men and women had a greater effect than men.

• Korean Journal of School Psychology
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• v.18 no.2
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• pp.221-247
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• 2021

This study was conducted to determine if the relationships between role identification confusion and burnout and between role identification confusion and job satisfaction are mediated by role conflict and whether job crafting moderates the mediating the relationships between role conflict and burnout and between role conflict and job satisfaction. A total of 150 professional school counselors completed a survey about role identification confusion, role conflict, burnout, job satisfaction, and job crafting. The results of a correlation analysis showed that the relationship between role identification confusion and burnout was statistically significantly positive, the relationship between role identification confusion and job satisfaction was statistically significantly negative, and that role conflict mediated the relationships between role identification confusion and burnout and between role identification confusion and job satisfaction. However, the moderated mediation effect of job crafting in these relationships was not statistically significant. This paper discusses this study's limitations and suggestions for further research.

• Journal of Industrial Convergence
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• v.22 no.3
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• pp.67-78
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• 2024

The purpose of this study is to identify the factors affecting job satisfaction by examining the positive psychological capital, job crafting, and nursing work environment of clinical nurses, and to provide foundational data necessary to devise strategies for enhancing job satisfaction. Data were collected online from 208 clinical nurses working in three comprehensive hospitals located in J city from March 15 to March 30, 2023. Data were analyzed using the SPSS/WIN 26.0 program. The influencing factors on subjects' job satisfaction were marital status, education level, salary satisfaction, workload, clinical experience, positive psychological capital, job crafting, and nursing work environment. A hierarchical regression analysis following the order of general characteristics, positive psychological capital, nursing work environment, and job crafting identified nursing work environment (𝛽=.37, p<.001), job crafting (𝛽=.35, p<.001), positive psychological capital (𝛽=.33, p<.001), education level (𝛽=.09, p=.014) and salary satisfaction (𝛽=.09, p=.015) as the influencing factors of job satisfaction, in which the explanatory power for the final model was 78%. Based on the results of this study, it is suggested to develop and verify the effectiveness of programs to improve the positive psychological capital and job crafting of clinical nurses.

• Journal of Digital Convergence
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• v.17 no.4
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• pp.57-64
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• 2019

This study collected 270 defectors working in domestic companies as a sample. The purpose of this study is to examine the effects of compassion experienced by defectors on positive psychological capital in the organization and secondly to demonstrate the effect of positive psychological capital formed through compassion on job crafting. Third, the purpose of this study is to verify the mediating effect of positive psychological capital in the relationship between compassion and job crafting, and finally to demonstrate the moderating effect of deep acting in the relationship between compassion and positive psychological capital. As a result of this study, it is proved that the compassion experienced by the defectors has a positive effect on positive psychological capital, and positive psychological capital has a positive effect on job crafting. In addition, the mediating effect of positive psychological capital and the moderating effect of deep acting were also proved to be significant and all hypotheses were supported. This study suggests that it provides motivation for positive emotions and active work design to defectors who need sympathetic care while working for Korean companies.

• Journal of Convergence for Information Technology
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• v.10 no.10
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• pp.259-267
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• 2020

This study explored a structural model that predicted the influencing factors of GRIT and job crafting on the organizational effectiveness of organizational commitment and job satisfaction of medical center employees and verified the relationship between them. This study was conducted on 450 subjects, including doctors, nurses, administrative staff, and technical health service staff working at a university-affiliated hospital, from June 1, 2020 to June 15, 2020, and collected data were analyzed using SPSS 26.0 and AMOS 26.0. The results of this study showed that the higher the GRIT, the more active the job crafting(β=.751, p<.001), which appeared to have a positive effect on organizational commitment (β=.297, p=.005) and job satisfaction(β=.353, p<.001). Although the GRIT of medical center employees did not show a direct effect on organizational commitment and job satisfaction, indicators of organizational effectiveness and employees' job crafting thoroughly played an intermediary role in the relationship between GRIT and organizational effectiveness. These results are expected to be utilized as useful information in developing measures for human resources management of medical center employees.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.22 no.6
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• pp.441-452
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• 2021

This work verifies the effect of Job Crafting on organizational commitment through innovative actions, and analyzes the regulatory effect, by setting up knowledge sharing among members as factors that promote Job Crafting and Innovative Action. Depending on the level of knowledge sharing, the indirect effects of Job Crafting from organizational commitment of the members through innovative actions are expected to vary, and the controlled mediated effects are analyzed. Totally, 463 individuals were surveyed, including start-ups, small and medium-sized enterprises, public institutions, and large enterprise workers. The hypothesis was subsequently verified through analysis by applying SPSS 18.0 and SPSS Process Macro. Our results reveal that Job Crafting has a positive impact on the innovation behavior of the members. Secondly, a higher level of knowledge sharing had a greater positive outcome in the member's innovation behavior. Third, all innovative actions positively impacted the organizational commitment of the members. The fourth notable point was that innovation behavior imparted only a moderate impact on the association between Job Crafting and Organizational Commitment. Finally, it was determined that there was no significance in the controlled mediated effect of knowledge sharing on the indirect effects of Job Crafting affecting organizational commitment through innovative actions. Based on the data verifying the hypothesis, we present here the theoretical and practical implications of this study.

• The Journal of the Convergence on Culture Technology
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• v.8 no.3
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• pp.339-350
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• 2022

The purpose of this study was to develop and investigate the validity and reliability of the Korean Version of Nurse's Job Crafting Scale. The Korean version of Job Crafting was translated and reverse-translated, and its content validity was verified by experts. Statistics were processed using SPSS/WIN 21.0 and AMOS 21.0 programs through self-report questionnaires for 151 nurses. Exploratory factor analysis and confirmatory actor analysis were performed to verify construct validity, and model fit, concentrated validity, and discriminant validity were confirmed through the analysis results.To verify the criterion validity, correlations with each domain were obtained using the calling scale. For reliability verification, the internal consistency reliability coefficient was calculated and confirmed. Reliability of all 20 job crafting tools was Cronbach's α = .93, with .91 for factor 1 (Increase in structural work resources, 5 questions) and .87 for factor 2 (Increase in structural work resources, 5 questions). The factor 3 (Increase in social work resources, 5 questions) was .83. The factor 4 (Increasing challenging business needs, 5 items) was .87, which was satisfactory for the reliability of internal consistency, and the Korean Version of Nurse's Job Crafting Scale was found to be an applicable tool. This study shows that the Korean Version of the Nurse's Job Crafting Scale is a valid and reliable instrument to assess nurses in Korea.

• Journal of Industrial Convergence
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• v.19 no.3
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• pp.51-60
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• 2021

This study aims to do in-depth exploration of the meaning of learning village activists' work, focusing on job crafting. A qualitative case study was conducted through participant observation and in-depth interview from March 23, 2020 to March 05, 2021. As a result of the analysis, a task crafting showed 'task performance using one's own strengths and resources', 'executing additional tasks other than the specified tasks', and 'changes in work methods for efficient task performance'. In a cognitive crafting, 'recognition of the importance of work and sense of vocation', 'recognition of happiness and pleasure in work', and 'recognition of roles to expand work expertise' appeared. In a relation crafting, 'building a community of practical learning with colleagues', 'a mediator of the growth and change of village residents', and 'coexistence of conflict and cooperation with business associates' were shown. In conclusion, learning village activists were actively changing their work through the job crafting and this can be used as basic data to improve the satisfaction with their work. A follow-up study was proposed for activists in learning villages in other regions.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.3
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• pp.159-169
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• 2022

This study investigates the job satisfaction of gig workers in Indonesia, particularly the online motorcycle taxi or ojek drivers, by looking at the influence of proactive behavior, self-efficacy, and job crafting as found in previous studies. Gig workers are classified as 'independent contractors' where some studies show that they achieve high job satisfaction through autonomy and flexibility. However, other studies show that all gig workers do not experience this condition. Location-based gig workers such as the online drivers are highly controlled by algorithm control and customer management, which makes their autonomy and flexibility questionable. The study is quantitative research by conducting a survey approach in seven main cities in Indonesia. Two hundred eighty online ojek drivers participated in this research by fulfilling questionnaires. The result shows that proactive behavior does not directly affect job satisfaction, but self-efficacy fully mediates the relationship. Job crafting has an insignificant influence on job satisfaction, and thus, this variable cannot mediate the relationship between job satisfaction and proactive behavior. The major finding of this study suggests that self-efficacy, which is their belief that they can overcome the challenges and achieve their goals, is very central to shaping job satisfaction of the online drivers.

• Journal of Korean society of Dental Hygiene
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• v.24 no.1
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• pp.27-33
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• 2024

Objectives: The purpose of this study was to examine factors affecting the retention intention of clinical dental hygienists. Methods: A total of 190 clinical dental hygienists were recruited as participants. Data were collected from March to May, 2023 and then analyzed using t-test, ANOVA, Pearson's correlation coefficient, and multiple regression through PASW Statistics 26.0. Results: Mean scores for job crafting, job satisfaction, positive psychological capital and retention intention were 3.22, 3.46, 3.57 and 3.46 respectively. Retention intention showed a significant relationship with positive psychological capital (r=0.299), job crafting (r=0.214), and job satisfaction (r=0.649). The results of the multiple regression analysis indicated that job satisfaction was the strongest predictor of retention intention, explaining 24.1% of the total variance (F=4.550, p<0.001). Conclusions: Variables that can affect the retention intention of clinical dental hygienists were identified, with job satisfaction emerging as a significant factor affect retention intention.