• 아태비즈니스연구
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• 제11권3호
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• pp.79-93
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• 2020

Purpose - The purpose of this study analyzes the effect of psychological safety on innovative behavior mediated by job crafting. Design/methodology/approach - This study collected 221 survey data from employees in Korea. Collected data were analyzed using SPSS 25.0 and Macro Process. The multiple regression analysis and bootstrap analysis were hired in order to analyze the data. Findings - First, psychological safety had a significant effect on innovation behavior. Second, job crafting proved a mediating effect in the relationship between psychological safety and innovation behavior. In other words, it has been demonstrated empirically that task crafting, cognitive crafting, and relational crafting, which are sub-elements of job crafting, play a mediating role in the relationship between psychological safety and innovative behavior. Research implications or Originality - This study expanded the study of Job Crafting in that it revealed the mediating role of Job Crafting in the relationship of psychological safety and innovative behavior. Second, this study has novelty in that it has established a sense of psychological safety as an independent variable that promotes innovative behavior, and that it has examined each other's structural relationship by adding a variable called Job Crafting.

• 산경연구논집
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• 제13권5호
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• pp.27-40
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• 2022

Purpose: Research on job crafting has thus far focused on how alter job demand and resources behaviors relate to employee task performance. However, job crafting behaviors do not necessarily have an impact only on task performance, but also on employees' contextual performance, a phenomenon that has little research in job crafting research. Therefore, this study aims to investigate the effect of job crafting on task performance or contextual performance and the mediating effect of work engagement between them in the Chinese context. Research design, data and methodology: In order to achieve the above research goals and test the proposed hypotheses, we used a cross-sectional design and a self-administered questionnaire to collect quantitative data from September 8, 2021 to September 27, 2021 among knowledge workers in Shandong Province various financial companies and finally analyzed 211 questionnaires. Descriptive statistics and research model analysis were performed using SPSS 25.0 Version and AMOS 27.0 Version to test the developed hypotheses. Results: The results are as follows; firstly, the study showed that job crafting of employees had a significant positive impact on task performance and contextual performance. Secondly, the higher job crafting of employees, the higher their work engagement. Thirdly, this study showed that work engagement of employees had a positive impact on task performance and contextual performance. Fourthly, we predicted and found that work engagement of employees had a positive mediating effect between job crafting and task performance and a positive mediating effect between job crafting and contextual performance. Overall, this study showed that the proactive job crafting behaviors of employees enhance their engagement for their work, which in turn improves task performance and contextual performance. Conclusions: This paper develops job crafting research by exploring the positive impact of job crafting on employees' task performance or contextual performance through their work engagement. It also proposes that both job crafting behaviors and work engagement are important approaches to improve employees' task performance or contextual performance. Practical implications for organizations, such as increasing employee' work engagement, as well as the limitations and suggestions are concluded for the future research directions.

• The Journal of Asian Finance, Economics and Business
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• 제6권2호
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• pp.189-201
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• 2019

The purpose of this study is to identify elements of job crafting impacts on work engagement and individual work performance in Vietnamese commercial banks. The research data, collected from 226 bank officers, uses the quantitative research tools as: Cronbach's Alpha Analysis, Explanatory Factor Analysis, Confirmatory Factor Analysis as well as Structural Equation Modeling. The results of the hypothesis test show that only two hypotheses (H2, H3) are accepted: the impact of cognitive crafting on work engagement of bank officers (H2) and the impact of work engagement on individual work performance (H3). However, three remaining relationships (H1, H4, H5) are not accepted in the study: the impact of relational crafting on work engagement of bank officers (H1), the impact of relational crafting on individual work performance of bank officers (H4) and the impact of cognitive crafting on individual work performance of bank officers (H5). The study results indicate that cognition on job crafting leaves positive impacts on work engagement, leading to individual work performance enhancement. On the other hand, the relational crafting element implies contribution on neither collective nor individual working performances. Furthermore, no direct effect of cognition on job crafting to individual performance has been identified.

• 한국콘텐츠학회논문지
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• 제19권11호
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• pp.234-246
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• 2019

본 연구는 국내 잡 크래프팅 연구에 대한 기초자료와 향후 연구의 방향을 제시하고자 통합적 문헌 고찰을 실시하였다. 이를 위하여 2019년 8월까지 KCI 등재지 혹은 등재후보지에 발표된 논문 중 양적연구 61편을 연구대상으로 선정하여, 용어번역, 측정도구와 하위요인 구성, 변인 활용, 선행변인, 결과변인 등에 대해 분석을 실시하였다. 분석결과 국내 잡 크래프팅 연구는 2015년에 들어서면서 본격적으로 양적인 확대가 이루어졌으며, 심리학, 인적자원개발학, 경영학, 관광학 등의 분야에서 발표되고 있다는 점이 확인되었다. 또한 'job crafting'에 대한 매우 다양한 용어번역이 활용되고 있다는 점을 확인할 수 있었다. 측정도구와 관련하여서는 Job Crafting Questionnaire, Job Crafting Scale 등이 가장 활발히 활용되고 있다는 점이 밝혀졌다. 또한 잡 크래프팅은 국내의 양적연구에서 독립변인, 종속변인, 매개변인 등으로 고르게 활용되고 있는 것으로 밝혀졌으며, 끝으로 국내 연구에서는 총 48개의 선행변인과 29개의 결과변인이 잡 크래프팅과 유의미한 관계를 맺고 있는 것으로 확인되었다. 일부 변인은 연구에 따라 선행요인과 결과변인 모두로 활용될 수 있다는 사실도 밝혀졌다. 연구결과를 바탕으로 이론적 시사점과 실천적 시사점 및 향후 연구의 제언도 본 연구는 포함하고 있다.

• The Journal of Asian Finance, Economics and Business
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• 제8권7호
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• pp.647-655
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• 2021

Job crafting refers to changes that individuals make in their work to achieve their preferences and needs. Contingent on the social exchange theory, the aim of this study is to explore the relationship between job crafting and job performance. In addition, the study examines the mediating effect of social capital in the relationship between job crafting and job performance. The data was collected from 387 employees in Vietnamese industrial enterprises through a questionnaire survey using both qualitative and quantitative methods. The information was then analyzed by explanatory factor analysis (EFA) confirmatory factor analysis (CFA) as well as structural equation modeling (SEM). The results show that all three dimensions of job crating positively affect job performance and that social capital plays a mediating role in that relationship. This study contributes to the field of human resources management, particularly job crafting, by examining different dimensions of job crafting that impacts job performance. Moreover, this is the first study to test the mediating role of social capital on the relationship between job crafting and job performance. These insights may help the organizational managers to encourage beneficial job crafting.

• 한국정보시스템학회지:정보시스템연구
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• 제32권2호
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• pp.45-61
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• 2023

Purpose ESG(Environment Social Governance) activities of IT companies are very important for organizational development in that they can motivate employees to engage in job crafting by giving them a sense of purpose and meaning. There have been many studies on the positive impact of company ESG(Environment Social Governance) activities on financial performance, but unlike the existing financial performance approach, this study suggested that IT companies ESG activities can affect job crafting and job satisfaction of employee, using non-financial organizational variables. Design/methodology/approach This study, based on the related theoretical background, showed the relationship between ESG, job crafting, and job satisfaction, and it was proposed as a research model. A measurement model was constructed, and it was estimated and evaluated with LISREL 9.30, using data from IT companies employees, and it showed satisfactory data-fit of proposed model. The empirical results indicated that ESG(Environment Social Governance) take effect on job crafting, and job crafting take effect on job satisfaction. Findings This study provided several important implications in relation to the ESG(Environment Social Governance) that contribute to job crafting and job satisfaction for IT companies employees. It was confirmed that job crafting variable is a effective mediator linking ESG(Environment Social Governance) and job satisfaction.

• 동아시아경상학회지
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• 제11권3호
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• pp.27-35
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• 2023

Purpose - The present study bridges a significant gap in the literature by investigating the complex relationship between job crafting and protean career attitudes. It has been demonstrated that job crafting, which entails the proactive redesign of work roles, responsibilities, and relationships, empowers employees, and elevates. Research design, data, and methodology - This study employed a tailored search approach with specific terms linked to job crafting and protean career attitudes to ensure a thorough and focused analysis. The keywords include "Job crafting," "protean career attitudes," "career development," and related terms. This strategy uses an organized method to identify, screen, and choose appropriate studies. Result: This study synthesizes prior studies and identifies four critical links between the development of jobs and protean career attitudes. To begin with, task crafting, which entails job requirements and scope modifications, leads to protean career attitudes as employees match their roles to their skills and passions. Second, rational crafting, which is adjusting interactions with coworkers and superiors encourages flexible career attitudes. Conclusion - This study insists that organizations must consider the essential practical ramifications. Employers may improve employee growth, engagement, and talent retention by encouraging job customization, recognizing protean workers, cultivating a protean culture, investing in ongoing learning.

• 농촌계획
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• 제26권4호
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• pp.117-129
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• 2020

The purpose of this study is to verify the effect of the authentic leadership of social enterprise leaders on the happiness and job crafting of employees, the mediation effect of job crafting in the authentic leadership of the leader and the happiness of the employees, and the coordination effect by the Grit of the employees. For verification, the relationship between authentic leadership and job crafting, happiness and grit and seven research theories were established. In addition, 47 questionnaires were drawn through prior research on happiness, authentic leadership, job crafting, and grit, and five executives and workers of social enterprises in Chungcheongbuk-do(Province) were surveyed on a five-point Likert scale. The collected survey data were conducted through the SPSS and AMOS for basic statistical analysis. The Macro Process of the bootstrap method was used to verify the mediation effects, the regulated effects. This study has conducted exploratory and confirmatory factor analysis, correlation analysis, structural model analysis through the survey results and the analysis results verify the hypothesizes. The study found that authentic leadership affects the happiness and job crafting of employees, and that job crafting affects the happiness of employees, and the relationship between authentic leaders and employees affects job crafting. It has also been shown that the Grit of its employees affects their job crafting and happiness and also has a mediation effect on job crafting and happiness. In the policy environment of the changing rural development project, the social economy establishment plan for the virtuous circle of resources in the region should be considered, and education programs should be introduced to improve the authentic leadership of the leaders.

• 동아시아경상학회지
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• 제10권3호
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• pp.27-40
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• 2022

Purpose - The purpose of this study is to test the impact of job crafting on in/extra-role performance in Chinese context. In addition, it intends to verify the mediating effect of work engagement on the relationship between job crafting and in/extra-role performance. Research design, data, and methodology - Survey data were collected from employees of the companies in Hebei, China, for about two months, from early January 2022 to early March 2022. A total of 300 copies were distributed, and 240 copies were collected (80%), of which 222 copies were used for the final analysis. Data were analyzed for statistical tests of the measurement model and hypotheses using IBM SPSS Statistics 25 and Amos 25. Result - The analysis results are as follows. First, job crafting has a direct effect on work engagement. Second, work engagement increased employees' in/extra-role performance. Third, the mediating effect of work engagement was verified in the relationship between job crafting and employees' in/extra-role performance. Conclusion - This study expands the job demand-resource model by revealing the effect of job crafting, which changes the job given to oneself, on in/extra-role performance. In addition, this study investigated the impact of work engagement on the relationship between job crafting and in/extra-role performance.

• 한국콘텐츠학회논문지
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• 제17권5호
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• pp.658-676
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• 2017

본 연구는 기업에 근무하는 조직구성원을 대상으로 감성지능이 Job Crafting에 미치는 영향을 분석함으로써 감성지능의 중요성에 대한 시사점을 제시하는데 그 목적이 있다. 특히, 감성지능과 Job Crafting의 관계에서 자기효능감의 매개효과와 경력성장기회의 조절효과를 실증적으로 검증하였다. 본 연구의 설문 조사는 국내기업 조직 구성원을 대상으로 실시하였고 회수된 설문지 중 총 341부가 사용되었으며, 통계분석방법은 SPSS 24.0와 AMOS 24.0 통계 패키지를 사용하였다. 연구결과 감성지능은 그들의 Job Crafting에 정(+)의 영향을 미쳤다. 특히, 감성지능과 자기효능감, 그리고 Job Crafting와의 관계에서 각각 정(+)의 영향을 미치는 것으로 나타났고, 자기효능감의 매개효과도 입증 되었다. 또한 자기효능감과 Job Crafting의 관계에서 경력성장기회가 조절효과를 갖는 것으로 나타났다. 본 연구가 함의하는 바는 조직구성원의 직무태도와 행동을 변화시키기 위해서는 감성지능을 높여 주는게 중요한 바, 다양한 프로그램 개발과 자율성의 기반으로 한 조직문화 조성, 그리고 지속적인 경력성장기회 제공이 필요하다는 결과를 보이고 있다.