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Objective: To assess the effects of the nurse–manager dualistic intervention (NMDI) program on work engagement and job crafting of ICU burnout nurses. Background: Work engagement is crucial for nurses' job performance and quality of clinical care. Personal and work resources are important antecedents of work engagement. However, few intervention studies focused on improving nurses' personal and work resources to promote work engagement and job crafting of burnout nurses. Methods: This was a quasi‐experimental study. One hundred and two ICU nurses from two tertiary hospitals in Shandong Province were recruited. Forty‐two ICU nurses from one hospital were set as the intervention group and underwent NMDI. Sixty ICU nurses from the other hospital constituted the control group, which received routine occupational health guidance from the hospital. Demographic characteristics, burnout, work engagement, and job crafting were collected at baseline (T0), postintervention (T1), and 3‐month postintervention (T2). Results: Compared to baseline, both work engagement and job crafting scores increased in the intervention group at postintervention (T1). At postintervention (T1), work engagement and job crafting were significantly higher in the intervention group than in the control group (βworkengagement = 3.894, p = 0.016 and βjobcrafting = 6.104, p = 0.010), but the difference between the two groups was not significant at the 3‐month follow‐up (βworkengagement = 3.618, p = 0.066 and βjobcrafting = 3.554, p = 0.15). Conclusion: The NMDI program can significantly improve ICU burnout nurses' work engagement and job crafting. Nevertheless, the sustainability of these effects over time has been found to be limited, indicating that future research needs to explore and implement strategies to bolster the long‐term efficacy of this intervention. Implications for Nursing Management: Nurse managers are suggested to integrate the NMDI program into routine nursing management. Managers ought to prioritize appreciative and constructive dialog between themselves and nurses in order to support nurses in inquiring personal and work resources and encourage nurses to develop work plans to utilize resources. This will help to increase nurses' engagement and job crafting. Trial Registration: ClinicalTrials.gov identifier: ChiCTR2100047974 [ABSTRACT FROM AUTHOR]

Algorithmic management, as a digital management tool in the gig economy, has become a hotspot of concern at the intersection of theory and practice. However, there is a lack of research on the mechanisms and boundary conditions through which algorithmic management affects gig workers' job crafting. Based on the social information processing theory, this study constructed a dual-mediation model of how algorithmic management influences gig workers' job crafting through gameful experience and perceived job autonomy. Data from 687 valid samples were collected through a two-stage survey and statistically analyzed using structural equation modeling (SEM). The results demonstrate that algorithmic management increases gig workers' promotion-focused job crafting behaviors (increasing job resources and challenging job demands) by stimulating their gameful experiences and increases gig workers' prevention-focused job crafting behaviors (decreasing hindering job demands) by inhibiting their perceived job autonomy. In addition, the higher-order personality trait core self-evaluation moderates the relationship between algorithmic management and gameful experience and perceived job autonomy, as well as the indirect effects of algorithmic management on job crafting through gameful experiences and perceived job autonomy. This study advances empirical research on algorithmic management in the field of the gig economy and human resource management practices. Crucially, it provides practical insights for optimizing algorithmic systems in platform companies, potentially enhancing their efficiency and economic benefits. [ABSTRACT FROM AUTHOR]

Aim: To identify subtypes of job crafting among Chinese nurses and to explore the characteristics of different subtypes and their relationship with work engagement. Design: A cross‐sectional study. Methods: A survey of 350 clinical nurses was conducted between December 2022 and January 2023. Identify profile categories for nurses' job crafting using a latent profile analysis. Logistic regression and ANOVA were used to explore the characteristics of different categories of nurses' job crafting in terms of sociodemographic, work engagement variables. Results: Ultimately 3 latent profiles are identified: low job crafting (Class 1, N = 177, 50.7%), moderate job crafting (Class 2, N = 136, 38.9%), high job crafting (Class 3, N = 37, 10.5%). Nurses who are female, aged 31 to 40 and married are more likely to be grouped into Class 2. Nurses with a middle level of title are more likely to be grouped as Class 3. Nurses with high levels of work engagement are more likely to be grouped as Class 2 and Class 3 rather than Class 1. Conclusion: The job crafting has a distinctly classified character among Chinese nurses. 89.6% of nurses were at a low to medium level of job crafting, work engagement is an important predictor of nurses' job crafting. Nursing Managers should focus on the low job crafting group and develop targeted interventions to help nurses improve their job crafting and work engagement levels. Patient or Public Contribution: None. [ABSTRACT FROM AUTHOR]

Crafting research has often focused solely on the work domain or examined work and non‐work life domains separately, using a variable‐centered approach. Little is known about the interactions of crafting processes in the work and non‐work domain. In this time‐lagged study, we examined (1) the relationship between job and off‐job crafting behaviours using a person‐centered approach to identify crafting profiles, (2) whether job, home and personal resources differentially predicted these profiles and (3) whether these profiles differed in relation to outcomes, that is work engagement and mental well‐being. We conducted a three‐wave, time‐lagged survey with 3‐month intervals among 2125 employees. The results revealed three profiles of active (18.0%), average (48.2%) and least active (33.9%) crafters. Analyses of predictors showed that active crafters had higher levels of home developmental possibilities and self‐efficacy than average and least active crafters, likewise for average crafters compared with least active crafters. Furthermore, active crafters had higher levels of social support at home than least active crafters. Regarding well‐being outcomes, active crafters experienced significantly higher mental well‐being than average and least active crafters and higher work engagement than least active crafters. Interventions to enhance employee's resources could stimulate crafting behaviours, ultimately improving well‐being. [ABSTRACT FROM AUTHOR]

The study assesses a model designed to investigate the mediating impact of psychological empowerment, job crafting, and proactive personality, and to examine the moderating influence of person–organization fit on the relationship between ethical leadership and employee innovative behavior. A sample of 782 full-time employees from various industries in Jordan were surveyed to gather data on ethical leadership, innovative work behaviors, psychological empowerment, job crafting, proactive personality, and person–organization fit. The study employed an empirical research design, with data collected through surveys. The results reveal a positive correlation between ethical leadership and innovative work behavior, with psychological empowerment, job crafting, and proactive personality as the mediators in this relationship. The link between ethical leadership and innovation work behaviors is also moderated by person–organization fit. The study's model suggests that ethical leadership practices enhance innovation. Prioritizing ethical principles, transparency, fairness, trust, and accountability cultivates a culture valuing ethics and encouraging innovation. The results provide insights to boost empowerment and proactive behaviors and highlight the importance of a person–organization fit that aligns values for an innovation-friendly workplace. Fit considerations should also be incorporated in recruitment and retention processes. The study makes significant theoretical contributions by synthesizing insights from ethical leadership theory and developing a comprehensive framework to understand how ethical leadership influences innovative work behavior. The research also extends prior work by examining the moderating role of person–organization fit by emphasizing the importance of aligning individual and organizational values in fostering innovation. [ABSTRACT FROM AUTHOR]

Purpose – This study summarizes widely dispersed literature on proactivity at work in its many different forms and highlights contrasts between the various themes in detail. Design/methodology/approach – This study is based on systematic literature review of proactivity at work using 1708 peer reviewed articles published between 1969 and 2021 using R and Vos viewer software; a content analysis of the 100 most cited articles in proactivity research; and synthesis and integrative literature review to develop future research directions. Findings – This study uncovers many interesting facets of knowledge, including proactivity-related themes that have emerged over 50 years of research, time-related publication trends, top journals, top authors, and the most commonly used keywords. The content analysis of the 100 most-cited articles revealed findings such as the role of each proactivity theme impacting academic discussions to date. For example, quantitative research appears to be more prevalent among the most cited articles compared to different types of qualitative research. Finally, future research directions building on our findings are provided. Originality/value – To our knowledge, this work is the first attempt to contrast different types of proactivity at work as opposed to extant literature, which is either driven by the proactivity phenomenon or focuses on similarities rather than on contrasting aspects of the various forms of proactivity at work. Hence, the significance of this research extends beyond theoretical considerations and incorporates valuable practical elements.

Although previous studies have generally explored the important role played by customers' negative feedback in shaping employees' behaviour, these studies have only briefly discussed the one‐sided effects of such feedback on employees' cognition or emotions. In addition, previous studies have not discussed in depth whether customers' negative feedback has both positive and negative effects. Based on the theoretical background of the cognitive–affective processing system, we constructed a dual‐path model of the impact of customers' negative feedback on job crafting via both cognitive and affective paths and investigated the moderating effect of the error management climate in this context. A three‐stage survey design was used to examine these assumptions by referencing data collected from 382 frontline employees working in various tourism and hospitality companies. In line with our expectations, we found that customers' negative feedback can have a double‐edged sword effect via these two paths and that the error management climate moderates this dual‐path mechanism. We conclude this research by discussing the theoretical and practical implications of our findings. [ABSTRACT FROM AUTHOR]

This study aimed to analyze the influence of the AI awareness dimension, namely challenge and hindrance appraisal toward AI, on sustainable employability through job crafting mediation variables in Gen X employees in Jakarta. In this study, hypothesis testing and data collection were carried out cross-sectionally. The data were collected primarily by distributing questionnaires to 272 Gen X employees in Jakarta. The sample collection method used the purposive sampling method. The data processing techniques included validity tests, reliability tests, and structural equation modeling (SEM). The results of the study showed that there was a positive influence caused by challenge appraisal toward AI and job crafting on sustainable employability. Meanwhile, hindrance appraisal toward AI triggered a negative influence on sustainable employability. The company and employees were expected to collaborate in implementing AI in the work environment to support their work sustainably.

Abstract This study aims to explore the impact of technology readiness (TR) on career adaptability (CA) and adapting behaviours among public sector workers in Ghana. It also examines the mediating role of CA in the relationship between TR and adapting behaviours. The study adopts a quantitative research design using a survey method. A sample of 484 public sector employees from various government agencies and departments in Ghana is selected. The study employed a non-probability sampling procedure that combined convenience and purposeful sampling. The data are analysed using covariance-based structural equation modelling with AMOS v24 to test the hypotheses and the proposed conceptual model. The results show that TR has a positive and significant effect on CA, boundary integration, and job crafting. CA also has a positive and significant effect on boundary integration and job crafting. Furthermore, CA mediates the relationship between TR and the two adapting behaviours. This study is one of the first to investigate the influence of TR on CA and adapting behaviours. It reveals how employees respond to the challenges and opportunities of technological innovation and work transformation. It also provides useful insights and recommendations for enhancing technology adoption and career development among public sector workers, especially in developing countries.

Abstract Background Job crafting is defined as a series of proactive behaviors exhibited by employees in order to balance work resources and needs, which has a significant positive impact on the nurses. It is necessary to find the core factors that influence the job crafting, as emergency nurses deal with the most complex tasks, so as to improve their job satisfaction. Objectives To investigate the core factors of job crafting among emergency nurses. Methods A cross-sectional design was used in the study. A total of 255 nurses were recruited from two hospitals in Zhengzhou and Shenzhen, China in December 2021. 255 nurses completed an online questionnaire. Hierarchical regression models and fsQCA models were used to explore the factors influencing job crafting among emergency nurses and helped us to identify core factors. Results The hierarchical regression model and the fsQCA model found that the occupational benefit, psychological empowerment, and research experience were the core factors affecting their job crafting. Job involvement was not significant in the regression model, but the QCA model indicated that it needs to be combined with other factors to impact on job crafting. The QCA model uncovered seven key conditional configurations that led to high and low job crafting among emergency nurses, explaining 80.0% of the results for high job crafting and 82.6% of the results for the low job crafting, respectively. Conclusions The results of this study provide valuable insights into the job crafting experienced by emergency nurses. Junior emergency nurses should be granted a high level of psychological empowerment without assigning them overly complex tasks, such as research tasks, as these challenges can stop their job crafting. Intermediate and senior emergency nurses, on the other hand, can be assigned research tasks coupled with high psychological empowerment to enhance their job crafting.

Abstract Background The World Health Organization urged governments to prioritize the health and work well-being of nursing staff by promoting a positive working environment. A safe and healthy physical and psychosocial work environment is a basic human right for nurses. Job crafting is a necessary skill when facing challenging working conditions. Objectives This cross-sectional correlational research based on the Job Demands-Resources Model aimed to explore the correlation between psychosocial work environment and work well-being among nurses working in the intensive care unit (ICU) and determine whether personal perceived health could mediate the relationship and whether job crafting can moderate the mediating effect. The study hypothesized that: 1. The psychosocial work environment would impact nurses' work well-being; 2. Personal perceived health would play a role as a mediator in the relationship between psychosocial work environment and work well‐being; 3. Job crafting would moderate the relationship between personal perceived health and work well‐being. Methods A total of 655 registered nurses (RNs) from 7 ICUs in a teaching hospital in Beijing participated in this study. The RNs completed a battery questionnaire measuring their health, psychosocial work environment, well-being, and job crafting. PROCESS macros analysis was used to test mediating and moderating effects. Results Personal perceived health mediated the relationship between psychosocial work environment and work well-being (b = 0.012, 95% CI [0.008, 0.016]). The moderated mediated analysis revealed that job crafting moderated perceived health’s impact on work well-being (b = -0.007, 95% CI [− 0.010, − 0.003]). Conclusion A better psychosocial work environment with well-designed work organization and job content through job crafting could positively impact nurses’ health and work well-being.

Leveraging the trait activation theory, the study constructs a model featuring moderated chain mediation to explore how perceived overqualification influences employee innovation performance. After conducting two surveys with Chinese employees, this study collects 363 valid questionnaires. The findings reveal that perceived overqualification is positively related to employee innovation performance. Both self-oriented perfectionism and job crafting are partial mediators between perceived overqualification and innovation performance, and they collectively play a chain mediating role. Furthermore, independent self-construction positively moderates the link between perceived overqualification and self-oriented perfectionism, and informal status positively moderates the relationship between job crafting and employee innovation performance. Additionally, the indirect influence of perceived overqualification on employee innovation performance is moderated by independent self-construction and informal status. This study adds to the current body of literature on perceived overqualification and offers practical implications for organizations aiming to enhance innovation performance. [ABSTRACT FROM AUTHOR]

This study aimed to analyze the influence of the AI awareness dimension, namely challenge and hindrance appraisal toward AI, on sustainable employability through job crafting mediation variables in Gen X employees in Jakarta. In this study, hypothesis testing and data collection were carried out cross-sectionally. The data were collected primarily by distributing questionnaires to 272 Gen X employees in Jakarta. The sample collection method used the purposive sampling method. The data processing techniques included validity tests, reliability tests, and structural equation modeling (SEM). The results of the study showed that there was a positive influence caused by challenge appraisal toward AI and job crafting on sustainable employability. Meanwhile, hindrance appraisal toward AI triggered a negative influence on sustainable employability. The company and employees were expected to collaborate in implementing AI in the work environment to support their work sustainably. [ABSTRACT FROM AUTHOR]

This study examines the dark side of ESG, which has emerged as a new paradigm in that the concept is broad and must respond to stakeholder pressure. This study aims to conceptualize Environmental, Social, and Governance (ESG) stress, or the stress experienced by employees due to ESG, and empirically analyze its impact on mental health. We also examined the moderating effects of job crafting and relationship conflict using the job demand-resource model. Based on a survey of 228 ESG managers with at least five years of work experience, the results of the regression analysis are as follows. First, ESG stress (ESG complexity and ESG uncertainty) was found to cause depression, a negative mental health outcome. Second, job creation was found to moderate depression caused by ESG stress (ESG complexity and ESG uncertainty). Third, relationship conflict was found to reinforce depression caused by ESG stress (ESG complexity and ESG uncertainty). This study is significant because it identifies the relationship between ESG stress and mental health, as ESG has become a requirement for corporate sustainability. Additionally, this study is expected to extend ESG research by examining the moderating effects of job crafting and relationship con-flict from the JD-R on ESG stress and mental health. [ABSTRACT FROM AUTHOR]

The goal of this study is to determine the function of work engagement as a mediating factor in the relationship between job crafting, task performance, and employability in the hospitality sector. A questionnaire was applied and participants were drawn from 209 hotel employees in İstanbul, and Kocaeli, Türkiye. To test these hypotheses, structural equation modeling was implemented. The findings show that job crafting is linked to employability and task performance positively. Furthermore, this research looks into the role of work engagement as a mediator in the links between job crafting, perceived employability and task performance. The findings reveal that there are considerable indirect effects, implying that work engagement is mediated. Thus, our results suggest that job crafting was a positive predictor of perceived employability and task performance and work engagement has a mediator role between those variables in the hospitality sector. [ABSTRACT FROM AUTHOR]

Background: Occupational commitment (OC) is a multidimensional construct that predicts turnover intentions. The interindividual variability of nurses' OC merits further exploration. Therefore, this study aims to examine patterns of OC and its relationship with psychological empowerment and job crafting in nurses. Methods: A sample of 1,061 nurses was recruited from February 2022 to April 2022 by using a stratified four-stage cluster sampling procedure. A self-report survey included the Psychological Empowerment Scale, Job Crafting Scale, and Occupational Commitment Scale. Latent profile analysis (LPA) was used to examine the patterns of OC. Associations of the latent class membership with individual characteristics, psychological empowerment and job crafting were examined using multinomial logistic regression. Results: Three patterns of OC were identified: (1) "Low OC group" (n = 224, 21.1%); (2) "Moderate OC group" (n = 665, 62.7%); (3) "High OC group" (n = 172, 16.2%). Nurses with higher education, fewer years of service, working in medicine, lower psychological empowerment and lower job crafting had a higher likelihood of belonging to Class 1 (Low OC group). In contrast, nurses working in emergency and with higher psychological empowerment and job crafting were more likely to belong to Class 3 (High OC group). Conclusion: The findings revealed the heterogeneity of occupational commitment among nurses in China and could guide the identification and early intervention of nurses with low level of occupational commitment. [ABSTRACT FROM AUTHOR]

This study aims to explore the impact of technology readiness (TR) on career adaptability (CA) and adapting behaviours among public sector workers in Ghana. It also examines the mediating role of CA in the relationship between TR and adapting behaviours. The study adopts a quantitative research design using a survey method. A sample of 484 public sector employees from various government agencies and departments in Ghana is selected. The study employed a non-probability sampling procedure that combined convenience and purposeful sampling. The data are analysed using covariance-based structural equation modelling with AMOS v24 to test the hypotheses and the proposed conceptual model. The results show that TR has a positive and significant effect on CA, boundary integration, and job crafting. CA also has a positive and significant effect on boundary integration and job crafting. Furthermore, CA mediates the relationship between TR and the two adapting behaviours. This study is one of the first to investigate the influence of TR on CA and adapting behaviours. It reveals how employees respond to the challenges and opportunities of technological innovation and work transformation. It also provides useful insights and recommendations for enhancing technology adoption and career development among public sector workers, especially in developing countries. [ABSTRACT FROM AUTHOR]

Background: The World Health Organization urged governments to prioritize the health and work well-being of nursing staff by promoting a positive working environment. A safe and healthy physical and psychosocial work environment is a basic human right for nurses. Job crafting is a necessary skill when facing challenging working conditions. Objectives: This cross-sectional correlational research based on the Job Demands-Resources Model aimed to explore the correlation between psychosocial work environment and work well-being among nurses working in the intensive care unit (ICU) and determine whether personal perceived health could mediate the relationship and whether job crafting can moderate the mediating effect. The study hypothesized that: 1. The psychosocial work environment would impact nurses' work well-being; 2. Personal perceived health would play a role as a mediator in the relationship between psychosocial work environment and work well‐being; 3. Job crafting would moderate the relationship between personal perceived health and work well‐being. Methods: A total of 655 registered nurses (RNs) from 7 ICUs in a teaching hospital in Beijing participated in this study. The RNs completed a battery questionnaire measuring their health, psychosocial work environment, well-being, and job crafting. PROCESS macros analysis was used to test mediating and moderating effects. Results: Personal perceived health mediated the relationship between psychosocial work environment and work well-being (b = 0.012, 95% CI [0.008, 0.016]). The moderated mediated analysis revealed that job crafting moderated perceived health’s impact on work well-being (b = -0.007, 95% CI [− 0.010, − 0.003]). Conclusion: A better psychosocial work environment with well-designed work organization and job content through job crafting could positively impact nurses’ health and work well-being. [ABSTRACT FROM AUTHOR]

Background: Job crafting is defined as a series of proactive behaviors exhibited by employees in order to balance work resources and needs, which has a significant positive impact on the nurses. It is necessary to find the core factors that influence the job crafting, as emergency nurses deal with the most complex tasks, so as to improve their job satisfaction. Objectives: To investigate the core factors of job crafting among emergency nurses. Methods: A cross-sectional design was used in the study. A total of 255 nurses were recruited from two hospitals in Zhengzhou and Shenzhen, China in December 2021. 255 nurses completed an online questionnaire. Hierarchical regression models and fsQCA models were used to explore the factors influencing job crafting among emergency nurses and helped us to identify core factors. Results: The hierarchical regression model and the fsQCA model found that the occupational benefit, psychological empowerment, and research experience were the core factors affecting their job crafting. Job involvement was not significant in the regression model, but the QCA model indicated that it needs to be combined with other factors to impact on job crafting. The QCA model uncovered seven key conditional configurations that led to high and low job crafting among emergency nurses, explaining 80.0% of the results for high job crafting and 82.6% of the results for the low job crafting, respectively. Conclusions: The results of this study provide valuable insights into the job crafting experienced by emergency nurses. Junior emergency nurses should be granted a high level of psychological empowerment without assigning them overly complex tasks, such as research tasks, as these challenges can stop their job crafting. Intermediate and senior emergency nurses, on the other hand, can be assigned research tasks coupled with high psychological empowerment to enhance their job crafting. [ABSTRACT FROM AUTHOR]

The present study aims to examine the process through which empowering leadership shapes employees' work engagement and in-role performance by facilitating job-crafting behaviors, specifically seeking resources, seeking challenges, and reducing demands. Based on the extensive data from 733 Chinese employees across various organizations located predominantly in Chongqing and Xi'an, China, we carried out different types of statistical analysis such as confirmatory factor analysis (CFA) and structural equation modeling (SEM) to examine the relationships among empowering leadership, specific job-crafting behaviors, work engagement and in-role performance, test our hypothesis and our conceptual model. The results from structural equation modeling (SEM) suggested that empowering leadership was positively related to employees' work engagement and in-role performance; empowering leadership was positively related to employees' job crafting (seeking resources, seeking challenges and reducing demands); seeking resources, seeking challenges and reducing demands were positively related to in-role performance, and seeking challenges and reducing demands were positively related to work engagement. In the relationship between empowering leadership and in-role performance, seeking resources serves as a mediating factor. Similarly, seeking challenges mediates the association between empowering leadership and both work engagement and in-role performance. Furthermore, reducing demands mediates the links between empowering leadership and both work engagement and in-role performance. The implications of these findings are subsequently discussed. [ABSTRACT FROM AUTHOR]

General practitioners (GPs) played a crucial role in limiting the impact of the COVID-19 pandemic, and many GPs experienced they did not have the prerequisites to provide adequate care. However, GPs developed approaches that helped them to provide care to patients through various job crafting strategies. The aim of this study is to identify how job crafting strategies were deployed by GPs at the beginning of the COVID-19 pandemic in Sweden and the significance of the strategies on their work situation. A qualitative design with semi-structured interviews. The data was analysed using qualitative content analysis with job crafting as the conceptual framework for the analysis process. Primary healthcare in five healthcare regions in Sweden. Fourteen GPs participated in individual interviews. In their endeavours to organise and provide care, GPs shaped the task, relational and cognitive boundaries of their work. GPs felt proud about finding new ways of working when given room to manoeuvre. Intensified collaboration between healthcare professionals made GPs more confident in their clinical work. GPs expressed that they consequently felt stronger in their professional role through what they accomplished in the organisation of care. The results suggest that the job crafting strategies GPs used were meaningful to them in clinical practice. Knowledge about how GPs' job crafting strategies were deployed might be useful for healthcare organisations in preparing for future health crises. Taking advantage of GPs' experiences and strategies is considered important for promoting sustainable working conditions for GPs in the future. During the onset of the COVID-19 pandemic in Sweden, general practitioners took immediate action to re-organise their day-to-day work tasks. To manage professional uncertainty about how to provide the best possible care, general practitioners sought support from other healthcare peers. The professional self-confidence of general practitioners increased through what they accomplished when facing a major health crisis. [ABSTRACT FROM AUTHOR]

Purpose: This study examines the relationship between leader–member exchange (LMX) and employee discretionary work behaviors in terms of job crafting, innovative work behavior and knowledge-sharing behavior by focusing on the mediating role of psychological safety. Design/methodology/approach: Multi-source and multi-wave data were collected from 284 employees in the banking sector of Pakistan. Findings: The findings reveal a positive relationship between LMX and psychological safety. Psychological safety, in turn, is positively related to discretionary work behaviors (i.e. job crafting, innovative work behavior and knowledge-sharing behavior). Moreover, psychological safety fully mediates the relationship between LMX and discretionary work behaviors. Originality/value: Drawing upon the conservation of resources (COR) theory, this study introduces psychological safety as a mediating mechanism in the relationship between LMX and three important discretionary work behaviors. [ABSTRACT FROM AUTHOR]

Purpose: This study investigated the relationship of strengths-based leadership with nurses' turnover intention and the mediating roles of job crafting and work fatigue in the relationship. Design/methodology/approach: Data comprising 318 valid participants from three hospitals in Beijing were gathered at two points in time, spaced by a two-month interval. Structural equation modeling with a bootstrapping analysis was applied to test hypotheses. Findings: This study found that strengths-based leadership negatively relates to nurses' turnover intention, and job crafting and work fatigue mediate the relationship of strengths-based leadership with turnover intention, respectively. Originality/value: The findings of this study highlight the importance of strengths-based leadership in decreasing nurses' turnover intention and reveal two potential mechanisms through which strengths-based leadership is related to nurses' turnover intention. In order to retain nursing staff better, nurse leaders should execute more strengths-based leadership behaviors and make more efforts to promote nurses' job crafting and to reduce nurses' experience of work fatigue. [ABSTRACT FROM AUTHOR]

A lot of time and effort is put into reducing waiting times in organizational life. However, jobs can include phases of waiting. The aim of this conceptual paper is to analyze waiting on the job level and provide a theoretical rationale for individual management of waiting times of employees. Wait crafting is introduced based on (job) crafting and its advantages for individuals and organizations outlined. Steps towards integrating the possibility of job crafting and needs for future research are indicated. [ABSTRACT FROM AUTHOR]

We examine management accountants' attempts to customise their roles through job crafting behaviour. In a field survey of 284 professional management accountants, we show that role identity conflicts are associated with attempts to narrow/sideline tasks and relationships in order to achieve greater fit. We also identify two key moderators of this behaviour, namely job discretion and business involvement. Our findings contribute to discussions on how and why accountants self‐initiate changes to their roles and the boundary factors that shape these actions. In doing so, we challenge current perspectives on business partnering by exposing a dark side of high business involvement. [ABSTRACT FROM AUTHOR]

Abstract Aim To identify subtypes of job crafting among Chinese nurses and to explore the characteristics of different subtypes and their relationship with work engagement. Design A cross‐sectional study. Methods A survey of 350 clinical nurses was conducted between December 2022 and January 2023. Identify profile categories for nurses' job crafting using a latent profile analysis. Logistic regression and ANOVA were used to explore the characteristics of different categories of nurses' job crafting in terms of sociodemographic, work engagement variables. Results Ultimately 3 latent profiles are identified: low job crafting (Class 1, N = 177, 50.7%), moderate job crafting (Class 2, N = 136, 38.9%), high job crafting (Class 3, N = 37, 10.5%). Nurses who are female, aged 31 to 40 and married are more likely to be grouped into Class 2. Nurses with a middle level of title are more likely to be grouped as Class 3. Nurses with high levels of work engagement are more likely to be grouped as Class 2 and Class 3 rather than Class 1. Conclusion The job crafting has a distinctly classified character among Chinese nurses. 89.6% of nurses were at a low to medium level of job crafting, work engagement is an important predictor of nurses' job crafting. Nursing Managers should focus on the low job crafting group and develop targeted interventions to help nurses improve their job crafting and work engagement levels. Patient or Public Contribution None.

IntroductionMany employees perceived the move to remote work due to the COVID-19 pandemic as an abrupt organizational change. While research on work engagement has examined this construct in different contexts, it is unclear what may happen to work engagement in such an extreme context and over the course of time. In the current study, we examined the relationship between time and employees' work engagement after an abrupt change as well as the way job crafting interacts with this relationship. We hypothesized that a pre-transition high level of approach crafting strategies will have a negative effect, harming employees' ability to maintain their engagement over time, while a pre-transition high level of avoidance crafting strategies will actually have a mitigating effect, weakening the decrease in engagement.MaterialsWe used a three-wave longitudinal study design, collecting data during the first 3 months of the pandemic. The sample included employees from different organizations across the U.S randomly recruited through Amazon Mechanical Turk. We utilized a multilevel repeated measures approach to analyze the data.ResultsResults supported our first hypothesis, demonstrating a negative relationship between time and engagement such that engagement declined over time. Our second hypothesis was partially supported, showing that the job crafting strategy of increasing challenging demands moderated the relationship between time and engagement, such that for employees that job craft by increasing their challenging demands, at the onset of the transition, the decrease in work engagement over time was more substantial. We did not find support for our hypothesis regarding the positive effect of avoidance crafting strategies on the decrease in work engagement.DiscussionOur findings suggest that the tendency to job craft by pursuing more challenging demands at the onset of the pandemic, as an approach strategy of job crafting, gives employees an unnecessary added workload that requires the use of more resources. Over time, this extra load, depletes resource reservoirs and prohibits remaining engaged over time. In contrast, other types of approach crafting strategies seem to have no such harmful effect. Our findings highlight the importance of context, suggesting that under specifics conditions some job crafting strategies may be more energy draining than others.

Abstract Background This study aims to explore the influence of career shocks on nurses’ occupational well-being through job crafting and the moderating role of supervisor autonomy support. Method The present study used a cross-sectional design. And the study included 714 frontline nurses in China, and we used structural equation modelling (SEM) to test our hypotheses. Results Job crafting mediated both the relationship between positive career shocks and occupational well-being and the relationship between negative career shocks and occupational well-being. Supervisor autonomy support moderated the indirect relationships. Conclusions Positive and negative career shocks could increase and impair nurses’ occupational well-being through job crafting, respectively. We contribute to helping nurses make sense of career shocks and preparing for career shocks, and hospital administrators and nurses’ direct supervisors can help nurse better cope with career shocks in attending job crafting activities and providing more autonomy supports.

Abstract Background Self-initiated and proactive changes in working conditions through crafting are essential for shaping work and improving work-related well-being. Recently, the research stream of job crafting has been extended to other life domains. The present paper aims to study a novel crafting concept—work–nonwork balance crafting—investigating the role of its antecedents and identifying relevant outcomes. Work–nonwork balance crafting is defined as individuals’ unofficial techniques and activities to shape their work–nonwork balance, here considering their life domain boundary preferences. Methods In the study, 1,060 employees in three European countries (Austria, Germany and Switzerland) were surveyed in a longitudinal three-wave study with three-month intervals. We explored the influences of job/home demands and resources as antecedents of work–nonwork balance crafting. Important constructs for employee health and well-being (i.e., work engagement, work-related burnout, mental well-being and detachment from work) were investigated as outcomes. Results The findings suggest that resources and demands in the context of work or home are key antecedents of work–nonwork balance crafting. Work–nonwork balance crafting was also predictive for important employee health and well-being outcomes over three months, mainly in a positive and health-promoting way. Conclusion This study provides insights into the antecedents of proactive efforts to balance the complex interplay of life domains. By studying work–nonwork balance crafting, we provide a new perspective on crafting beyond job crafting, which may help maintain or improve employees’ mental health and well-being.

In this two-wave study, we tested whether there would be positive and reciprocal relationships between employees’ gratitude and the job resources they perceive at work, as well as between gratitude and job crafting behaviours. Moreover, we explored whether job crafting could mediate the relationship between gratitude and job resources. The participants were 275 Romanian employees. No evidence for reciprocal relationships was found. Results showed that gratitude at T1 predicted more job resources at T2 (three months later), but job resources did not predict employees’ gratitude over time. One dimension of job crafting (increasing challenging job demands) at T1 positively predicted employees’ gratitude at T2, but the prospective effect of gratitude on job crafting was not significant (except for a marginally significant effect on increasing structural job resources). Job crafting did not mediate the longitudinal relationship between employees’ gratitude and job resources. These findings are discussed in relation to previous literature.

AbstractObjective General practitioners (GPs) played a crucial role in limiting the impact of the COVID-19 pandemic, and many GPs experienced they did not have the prerequisites to provide adequate care. However, GPs developed approaches that helped them to provide care to patients through various job crafting strategies. The aim of this study is to identify how job crafting strategies were deployed by GPs at the beginning of the COVID-19 pandemic in Sweden and the significance of the strategies on their work situation.Design A qualitative design with semi-structured interviews. The data was analysed using qualitative content analysis with job crafting as the conceptual framework for the analysis process.Setting Primary healthcare in five healthcare regions in Sweden.Subjects Fourteen GPs participated in individual interviews.Results In their endeavours to organise and provide care, GPs shaped the task, relational and cognitive boundaries of their work. GPs felt proud about finding new ways of working when given room to manoeuvre. Intensified collaboration between healthcare professionals made GPs more confident in their clinical work. GPs expressed that they consequently felt stronger in their professional role through what they accomplished in the organisation of care.Conclusions/Implications The results suggest that the job crafting strategies GPs used were meaningful to them in clinical practice. Knowledge about how GPs’ job crafting strategies were deployed might be useful for healthcare organisations in preparing for future health crises. Taking advantage of GPs’ experiences and strategies is considered important for promoting sustainable working conditions for GPs in the future.

Objectives The subject of the article's authors' consideration is the issue of job crafting (JC), in relation to perceived stress at work, among representatives of diverse professional groups. The article aims to answer the following questions: Do the participating occupational groups differ in terms of (individual aspects and total outcome) job crafting, stress at work? Is there a relationship between job crafting (job shaping) and the level of perceived stress at work in the study groups? Material and methods Validated questionnaires-The Job Crafting Questionnaire and the Job Crafting Questionnaire were used in the study. The level of perceived stress was investigated using the Perceived Stress at Work Questionnaire. A total of 138 people with a higher education participated in the study. The four groups of respondents (Polish and foreign university teachers, managers and professionals) did not differ in terms of gender parity, age and length of service. Results The research results showed that the studied groups differ only in terms of shaping work, but there are no statistically significant differences between them in the perception of stress at work. In addition, it has been shown that there is a strong, inversely proportional relationship between the level of job crafting (both in relation to individual scales and the total score), which means that the ability to shape work coexists with a lower level of perceived stress. Conclusions The existence of a relationship between job design and perceived occupational stress, in the groups analysed, confirms the importance of a sense of agency and control in maintaining an employee's psychological balance. The data obtained have an applied dimension and indicate that a number of measures can be taken to improve employee well-being and contribute to organisational development.

Abstract Background This study establishes the relationships among role conflict, positive psychological capital, social support, job crafting, and job embeddedness among clinical nurses. The results are expected to provide a basis for efficient human resource management in hospitals. Methods Considering a 15% dropout rate, we distributed 300 copies of our questionnaire, of which 290 were returned. We used 260 responses in the final analysis after excluding 40 responses that were incomplete or showed an identical pattern in the item responses. Participants were clinical nurses with less than one year of experience in general and tertiary general hospitals in G province and D metropolitan city in South Korea. A structured questionnaire was administered from January 10 to February 28, 2022. The collected data were analyzed using SPSS 26.0 and AMOS 26.0. We assessed the statistical significance using the bootstrapping method. Results The direct and total effects (both β = 0.806, p =.007) of positive psychological capital on job crafting were significant. The direct and total effects (both β = 0.451, p =.004) of social support on job crafting were significant. The direct (γ = 0.292, p =.055), indirect (γ = -. 671, p =.003), and total (γ = − 0.379, p =.008) effects of role conflict on job crafting were significant. The direct (γ = − 0.382, p =.007), indirect (γ = − 0.208 p =.003), and total (γ = − 0.589, p =.006) effects of role conflict on job embeddedness were significant. The direct and total (both β = 0.548, p =.005) effects of job crafting on job embeddedness were significant. Conclusions Nurses’ job embeddedness is directly influenced by their job crafting, which is shaped by high levels of positive psychological capital and social support. When job crafting takes place, role conflict increases, and if job crafting becomes difficult because of severe role conflict, job embeddedness decreases. Therefore, to increase job embeddedness among clinical nurses, hospitals must implement support systems and programs to increase job autonomy, and positive psychological capital to promote job crafting.

Background: This study aims to explore the influence of career shocks on nurses' occupational well-being through job crafting and the moderating role of supervisor autonomy support. Method: The present study used a cross-sectional design. And the study included 714 frontline nurses in China, and we used structural equation modelling (SEM) to test our hypotheses. Results: Job crafting mediated both the relationship between positive career shocks and occupational well-being and the relationship between negative career shocks and occupational well-being. Supervisor autonomy support moderated the indirect relationships. Conclusions: Positive and negative career shocks could increase and impair nurses' occupational well-being through job crafting, respectively. We contribute to helping nurses make sense of career shocks and preparing for career shocks, and hospital administrators and nurses' direct supervisors can help nurse better cope with career shocks in attending job crafting activities and providing more autonomy supports. [ABSTRACT FROM AUTHOR]

Background: Self-initiated and proactive changes in working conditions through crafting are essential for shaping work and improving work-related well-being. Recently, the research stream of job crafting has been extended to other life domains. The present paper aims to study a novel crafting concept—work–nonwork balance crafting—investigating the role of its antecedents and identifying relevant outcomes. Work–nonwork balance crafting is defined as individuals’ unofficial techniques and activities to shape their work–nonwork balance, here considering their life domain boundary preferences. Methods: In the study, 1,060 employees in three European countries (Austria, Germany and Switzerland) were surveyed in a longitudinal three-wave study with three-month intervals. We explored the influences of job/home demands and resources as antecedents of work–nonwork balance crafting. Important constructs for employee health and well-being (i.e., work engagement, work-related burnout, mental well-being and detachment from work) were investigated as outcomes. Results: The findings suggest that resources and demands in the context of work or home are key antecedents of work–nonwork balance crafting. Work–nonwork balance crafting was also predictive for important employee health and well-being outcomes over three months, mainly in a positive and health-promoting way. Conclusion: This study provides insights into the antecedents of proactive efforts to balance the complex interplay of life domains. By studying work–nonwork balance crafting, we provide a new perspective on crafting beyond job crafting, which may help maintain or improve employees’ mental health and well-being. [ABSTRACT FROM AUTHOR]

In this two-wave study, we tested whether there would be positive and reciprocal relationships between employees' gratitude and the job resources they perceive at work, as well as between gratitude and job crafting behaviours. Moreover, we explored whether job crafting could mediate the relationship between gratitude and job resources. The participants were 275 Romanian employees. No evidence for reciprocal relationships was found. Results showed that gratitude at T1 predicted more job resources at T2 (three months later), but job resources did not predict employees' gratitude over time. One dimension of job crafting (increasing challenging job demands) at T1 positively predicted employees' gratitude at T2, but the prospective effect of gratitude on job crafting was not significant (except for a marginally significant effect on increasing structural job resources). Job crafting did not mediate the longitudinal relationship between employees' gratitude and job resources. These findings are discussed in relation to previous literature. [ABSTRACT FROM AUTHOR]

Copyright of Tourism & Management Studies is the property of Escola Superior de Gestao, Hotelaria e Turismo, Universidade do Algarve and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This paper proposes internship crafting as a strategy for addressing a range of challenges encountered by students, host organizations, and educators involved in the planning and undertaking of internships. Challenges include work that lacks relevance to students’ aspirations, host organizations’ difficulty in judging the amounts and types of work to provide, and educators’ uncertainty regarding how to support the required negotiations. Internship crafting is explored as an opportunity to position students as active agents in the design of their internship experiences. The concept draws on the idea of job crafting, by which employees proactively co-design their tasks with colleagues and superiors to better align their strengths and interests with the needs of their organizations, for mutual benefit. Transposing job crafting onto internships creates a framework with the potential to empower students to co-design their internship experiences to advance both the needs of their host organizations and their own professional growth. [ABSTRACT FROM AUTHOR]

The present study identifies job crafting profiles of public sector employees and how they differ in terms of employees' work engagement, workaholism, and approach to learning. Participants represent various occupations from educational field (e.g., teachers), technical field (e.g., ICT-experts), and administrative field (e.g., customer servants). Using latent profile analysis, three job crafting profiles could be identified: Passive crafters (25%), Average crafters (57%), and Active crafters (18%). Passive crafters reported the lowest values in all approach-oriented job crafting strategies (increasing job resources and demands) and the highest value in avoidance-oriented job crafting (decreasing hindering job demands). Active crafters reached the highest values in all approach-oriented job crafting and the lowest value in avoidance-oriented job crafting. Average crafters used all job crafting strategies close to the average level. The lowest work engagement, workaholism, and reflective-collaborative approach to learning were reported by passive crafters. Both average crafters and active crafters reported higher workaholism and reflective-collaborative learning approach than passive crafters. Active crafters reported the highest work engagement. Study findings show the interplay between employees' job crafting, work engagement, workaholism, and epistemic approach. This study extends workplace learning research field by offering new theoretical information and is the first one exploring job crafting profiles and their differences regarding employees' epistemic approach; reflective learning, collaborative knowledge-building, and metacognition. Study discusses theoretical contributions and practical implementations, which may be used in work life induction, and in fostering job crafting and continuous workplace learning. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Human & Work / İş ve İnsan Dergisi is the property of Mugla Sitki Kocman Universitesi and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Drawing on the identity literature and job crafting research, the present work investigates how occupational identity threat is positively related to individual job crafting (i.e., approach crafting and avoidance crafting) and how approach (or avoidance) crafting transforms occupational identity threat into increased job engagement and improved job performance. We also propose that the regulatory focus of individuals would moderate these relationships. After conducting two field studies, Study 1, which used data from 211 matched employee–supervisor pairs at an aluminium manufacturing company, found that occupational identity threat had a positive effect on approach and avoidance crafting. The results also showed further support for the moderating effect of prevention focus and a mediating effect of approach crafting in transferring the effect of occupational identity threat in a positive manner (i.e., higher job engagement and performance). In Study 2, we replicated the findings of Study 1 and found further evidence for the moderating effect of promotion focus and a moderated mediating effect of approach crafting on job engagement. Theoretical and practical implications of this research are discussed. [ABSTRACT FROM AUTHOR]

Job crafting refers to the self‐initiated work behaviours employees use to change their job characteristics. According to job design theory, these crafting‐induced changes in job characteristics should impact employee outcomes. Job characteristics can therefore be proposed as a key mechanism through which job crafting affects employee outcomes and we present cross‐sectional meta‐analytic structural equation modelling of this key mechanism (K = 58 independent samples, N = 20,347 employees). Results show significant indirect effects between task resource crafting and employee outcomes (well‐being and positive job attitudes) via task resources, and significant indirect effects between social job crafting and employee outcomes (well‐being and positive job attitudes) via social resources. Results also indicated that challenge and hindrance demand crafting increase job strain via increases in job demand. Overall, our findings indicate that job characteristics are an important job crafting mechanism, that employees may have difficulty in crafting job demands in ways that produce beneficial outcomes, and that future research needs to consider simultaneously the range of mechanisms through which job crafting affects outcomes. [ABSTRACT FROM AUTHOR]

Aim: The purpose of the research was to model the structural relationships of faculty members' innovation ability based on academic boundary spanning with the mediation of job crafting. Methods: The research method was sequential mixed-exploratory (qualitative-quantitative). The research population was 2189 faculty members of public universities in Tehran in 1402, which was determined by Cochran's formula to the number of 327 people, and sampling was done using stratified random sampling. The data were collected using the researcher-made questionnaire of the academic boundary spanning, the innovation ability, and the job crafting. Data analysis was done with Pearson correlation test and structural equation modeling technique. Results: The findings showed that boundary spanning has a positive and significant effect on innovation ability (0.344) and job crafting by 0.388, boundary spanning has a positive and significant effect by 0.425 on job crafting. Also, the indirect effect of boundary spanning on innovation ability through job crafting is 0.165. Conclusion: The final result of the research is that in order to improve the ability of faculty members to innovate, the development of boundary spanning should be given the attention of university managers and job crafting should be given the attention of faculty members. [ABSTRACT FROM AUTHOR]

Drawing from the conservation of resources theory, this study proposes that individuals who perceive environmental competitiveness may improve their mental health through their job crafting behaviors at work. Data were collected from 450 full-time Chinese employees using a three-wave time-lagged approach. The results showed that perceived environmental competitiveness is positively correlated with job crafting, and job crafting has a positive relationship with mental health. Moreover, the results indicated that job crafting mediates the relationship between perceived environmental competitiveness and mental health. Additionally, the present study found that work–family conflict plays a moderating role in the relationships among environmental competitiveness, job crafting and mental health. A moderated mediation model was proposed in this study. Finally, theoretical and practical implications of this study are also discussed.