• East Asian Journal of Business Economics (EAJBE)
• /
• v.10 no.3
• /
• pp.27-40
• /
• 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.

• Journal of Korean Society of Rural Planning
• /
• v.26 no.4
• /
• pp.117-129
• /
• 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.

• Child Health Nursing Research
• /
• v.26 no.2
• /
• pp.201-211
• /
• 2020

Purpose: The goal of this study was to construct a structural equation model of job engagement in pediatric nurses based on Tims and Bakker's job crafting model. Methods: In total, 203 pediatric nurses participated in this study, which was conducted to analyze the relationships among the concepts of job demands, job resources, person-job fit, job crafting and job engagement. Data were collected from July 24 to August 30, 2017, and analyzed using SPSS 20.0 and AMOS 21.0. Results: The hypothetical model appeared to fit the data. Six of the nine hypotheses selected for the hypothetical model were statistically significant. The job engagement model showed significant direct effects for job crafting, person-job fit and job resources, which collectively explained 61.5% of the variation in pediatric nurses' job engagement. Conclusion: Based on the findings of this study, a strategy will be needed to improve job resources and person-job fit in order to promote job engagement among pediatric nurses. Job crafting was affected by the factors of job resources and person-job fit, which should be addressed in job crafting promotion programs.

• Journal of the Korea Safety Management & Science
• /
• v.23 no.4
• /
• pp.135-146
• /
• 2021

It is getting more intensified with the competition among participating companies for global market share in major industrial fields. The situation is accelerating especially within the top 5 market share, and these include electric vehicles, semiconductors, chemicals, and shipbuilding industries. The key to the advantage over the competition within a strategic group is which company leads the innovation in the field. On-the-ground innovation refers to job-based innovation. This paper aims to analyze job unit innovation in the structure of empowerment, LMX, and job crafting. Existing studies on job crafting have suggested a causal structure based on job design in the traditional sense, and there are not many scholars who study the causal structure using a job situational model. Therefore, this paper takes an approach from the perspective of the job situation. As a result of the study, LMX showed a moderating effect on the relationship between autonomy provision and job crafting. While, in the relationship between meaing-giving and cognitive crafting, there is no significant moderating effect shown on the relationship between autonomy provision and cognitive crafting. Therefore, the results of the analysis in this study suggest that the meaning of jobs and participation in decision-making should be managed in an integrated way in structural and design areas, not just qualitative factors such as empowerment and leadership.

• East Asian Journal of Business Economics (EAJBE)
• /
• v.11 no.3
• /
• pp.27-35
• /
• 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.

• Management & Information Systems Review
• /
• v.38 no.2
• /
• pp.47-66
• /
• 2019

The purpose of this study is to investigate the mediating role of proactive behaviors in the mechanism which job crafting affects organizational effectiveness. Through this study, we tried to contribute to the following theoretical and practical aspects. First, we tried to extend the theoretical discussion by identifying the relationship between job crafting, proactive behavior, and organizational effectiveness. Second, we provide practical implications for Korean organizational members based on proven job crafting, proactive behavior, and organizational effectiveness, and contribute to creating a work environment that enhances job satisfaction and reduces turnover intention. The results of this study are as follows. First, increasing structural job resource, increasing social job resource and increasing challenging job demand, which are sub-factors of job crafting, had a positive effect on job satisfaction. Second, increasing structural job resource, increasing social job resource and increasing challenging job demand, which are sub-factors of job crafting, had a negative effect on turnover intention. Third, job crafting had a positive effect on proactive behavior. Fourth, proactive behavior mediated the relationship of increasing structural job resource, increasing social job resource, increasing challenging job demand, and job satisfaction. Fifth, proactive behavior mediated the relationship of increasing structural job resource, increasing social job resource and turnover intention. This study provides an understanding of the impact of job crafting on organizational effectiveness and is expected to contribute to future research on job crafting.

• Journal of dental hygiene science
• /
• v.23 no.4
• /
• pp.330-342
• /
• 2023

Background: As the medical knowledge base grows at an accelerating rate, evidence-based clinical performance becomes increasingly important for providing quality care. Previous studies have highlighted the need to promote job crafting to actualize evidence-based practical skills in the medical field. This study aimed to investigate the degree of evidence-based practice among dental hygienists and assess the impact of job crafting on the evidence-based practical skills of dental hygienists. Methods: Dental hygienists working at dental hospitals and clinics in Seoul and Gyeonggi Province were surveyed between February 28 and April 6, 2023. The sample was comprised of 267 participants. The hypotheses were tested independent t-tests, one-way analysis of variance, Pearson's correlation coefficients, and multiple regression analyses using SPSS 29.0. Results: The degree of job crafting by dental hygienists demonstrated significant differences based on educational attainment, workplace size, and workplace type. Evidence-based practical skills exhibited significant variations based on educational attainment and job position. All job crafting subfactors demonstrated positive correlations with evidence-based practical skills. The job crafting subfactors affecting the evidence-based practical skills of dental hygienists were 'increasing structural job resources' and 'increasing challenging job demands,' which together explained 38.7% of the variance in evidence-based practical skills. Conclusion: This study demonstrates that job crafting was positively and significantly correlated with evidence-based practical skills. To strengthen the job crafting ability of dental hygienists, improving environmental conditions and fostering an organizational culture that motivates continued participation in education is necessary. The development and promotion of programs that enable learning of the latest evidence should be actively pursued. Additionally, regular attendance at workshops and participation in organizational evidence-based practice education programs are necessary.

• The Journal of the Korea Contents Association
• /
• v.17 no.5
• /
• pp.658-676
• /
• 2017

The purpose of this study is to suggest importance of emotional intelligence by studying effects between emotional intelligence and job crafting; the research was conducted among employees working for organizations. Especially this empirical study proves mediating effect of self-efficacy, and moderating effect of career growth opportunities in relationship between emotional intelligence and job crafting. The survey was conducted for employees; 341 answers were used from total population and were analyzed by SPSS 24.0 and AMOS 24.0 statistics package. The study concludes that emotional intelligence has positive influence (+) on job crafting of employee. Positive influence was found in the relationship between emotional intelligence and self-efficacy, and job crafting as well. The study also proves mediating effect of self-efficacy. Moreover it is likely that career growth opportunities have moderating effect in the relationship between self-efficacy and job crafting. The study implies that improving emotional intelligence is important to change attitude/behavior of employees on job. The study also implies that corporations need to provide career growth opportunities, to develop various programs, and to create friendly working environment.

• The Journal of Asian Finance, Economics and Business
• /
• v.6 no.2
• /
• pp.189-201
• /
• 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.

• The Journal of the Korea Contents Association
• /
• v.22 no.2
• /
• pp.529-544
• /
• 2022

With the global pandemic in the era of the 4th industrial revolution, the business environment of companies was engulfed by rapid volatility and uncertainty. In particular, in order for an organization to have high competitiveness due to the spread of the flexible work system, relationship management with members of the organization and self-directed job crafting are recognized as important key resources. This study aims to investigate how relational energy and resilience within a corporate organization affect job crafting and to verify the effect of job crafting on individual job performance. For empirical research, 400 valid responses to employees of general companies were analyzed by SPSS 26.0 and Smart PLS 3.0. As a result of the analysis, first, it was confirmed that relational energy did not have a positive (+) effect on task crafting. Second, it was found that relational energy had a positive (+) effect on relational crafting and cognitive crafting, respectively. Third, it was found that resilience had a positive (+) effect on both task crafting, relationship crafting, and cognitive crafting that constitute job crafting. Fourth, it was found that job crafting had a positive (+) effect on individual job performance. Based on these research results, we intend to derive academic and practical implications and provide practical help to follow-up researchers and stakeholders.