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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.

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.

In the present-day world, education is considered to be the key element of progress for any nation. Every stride towards progress demands efforts, and undoubtedly the educational institutions rely heavily on the efforts of the teachers. Ensuring the quality of students’ education and research to meet the challenges of the current era are paramount goals. The current research aimed to study the relationship between job crafting, psychological empowerment and creativity among pre-primary teachers. The study encompassed a total sample of 250 pre-primary teachers from the public and private schools of Lahore, Pakistan. Pearson Product Moment Coefficient of Correlation Analysis, Multiple Linear Regression Analysis and Hayes PROCESS Mediation Analysis were applied to analyze the data through SPSS 26. The results of the study revealed a significant correlation among the variables. Results of regression analysis showed that job crafting (task and relational dimension), and psychological empowerment (meaning and impact dimension) were significant positive predictors of creativity. Furthermore, the mediation analysis showed that meaning significantly mediated the relationship between task crafting and creativity, as well as relational crafting and creativity. Similarly, impact was also found to be a significant mediator between relational crating and creativity. The findings of this research hold significant implications for both educators and policymakers of early childhood education. Confirming the crucial role of job crafting through the mediation of psychological empowerment in fostering creativity, this study underscores the necessity of integrating insights into the value, potential strategies, and effects of job crafting and psychological empowerment into teacher training programs.

The purpose of this research is to know and analyze the influence of a person's job fit and job crafting on organizational citizenship behavior through work engagement. This study uses a causal type of research using a quantitative approach with a sample of 76 respondents who are employees of the Medan Mayor's Office. To investigate the seven hypotheses proposed in this study, data collection techniques such as interviews and questionnaires were employed, as well as data analysis techniques such as Partial Least Square (SmartPls). The results show that person-job fit has a significant effect on organizational citizenship behavior, job crafting has a significant effect on organizational citizenship behavior, person-job fit has a significant effect on work engagement, job crafting has a significant effect on work engagement, person-job fit has a significant effect on organizational citizenship behavior through work engagement, and job crafting has a significant effect on organizational through work engagement.

AbstractThe purpose of this study was to examine the relationship between career adaptability, job crafting, and job embeddedness, and it was predicted that career adaptability promotes job embeddedness in self-initiated expatriates by increasing their job crafting behavior. Data were collected from 881 self-initiated expatriates from multinational companies in the United Arab Emirates, which were analyzed using structural equation modeling. The structural equation modeling results support the proposed hypotheses and suggest that career adaptability and job crafting are associated with job embeddedness. Specifically, career adaptability is effective in promoting job embeddedness through job crafting. Therefore, career adaptability is an important antecedent for self-initiated proactivity and job embeddedness in organizations.

AbstractThis study aimed to examine the influence of psychological empowerment on job crafting. Moreover, it analyzed the relationship between job crafting and organizational citizenship behavior. In addition, conscientiousness was considered as a moderator between psychological empowerment and job crafting. Whereas the mediation effect of job crafting was examined among psychological empowerment and organizational citizenship behavior. The data were gathered from the ICTs of Jordan and AMOS was used for analysis. The results highlighted that psychological empowerment can influence job crafting, which can lead to organizational citizenship behavior. Therefore, job crafting can significantly mediate the relationship between psychological empowerment and organizational citizenship behavior. In addition, the findings revealed that conscientiousness being an important personality trait can moderate the relationship between psychological empowerment and job crafting. This research can be considered as a guideline for researchers and practitioners focusing on job crafting and organizational citizenship behavior. The focus of this research is merely on the employees of ICTs and it has considered only one personality trait i.e. conscientiousness. Therefore, future studies can emphasize any other sector and include other personality traits as moderators.

Ever more people are in paid work following the age of state pension availability, and yet the experience of working in this phase of the late career has been little studied. We interviewed a purposive sample of 25 Swedish people in their mid- to late sixties and early seventies, many of whom were or had recently been working while claiming an old-age pension. The data were analysed with constant comparative analysis in which we described and refined categories through the writing of analytic memos and diagramming. We observed that paid work took place within a particular material, normative and emotional landscape: a stable and secure pension income decommodifying these workers from the labour market, a social norm of a retired lifestyle and a looming sense of contraction of the future. This landscape made paid work in these years distinctive: characterised by immediate intrinsic rewards and processes of containing and reaffirming commitments to jobs. The oldest workers were able to craft assertively the temporal flexibility of their jobs in order to protect the autonomy and freedom that retirement represented and retain favoured job characteristics. Employed on short-term (hourly) contracts or self-employed, participants continually reassessed their decision to work. Participation in paid work in the retirement years is a distinctive second stage in the late career which blends the second and third ages. [ABSTRACT FROM AUTHOR]

Organizations and human resources face rapid changes and significant challenges, including employees of Balai Kesehatan Masyarakat Semarang and Ambarawa to require them to adapt and find new effective ways to deal with these changes and challenges. Patient visits and health services data are evaluated and assessed to measure how good the health level service is. This research aims to determine that job crafting and work engagement can improve the performance of employees at Balai Kesehatan Masyarakat Semarang and Ambarawa. The population of this research is all employees of Balai Kesehatan Masyarakat Semarang and Ambarawa, totaling 109 employees, and the sample obtained was 86 people. The data collection method used observation and questionnaires, and the data analysis method used the SEM PLS method with the SmartPLS 3.0 analysis. The results showed that all hypotheses in this research were accepted and showed a positive and significant effect. Suggestions for further research can involve the entire UPT Balai Kesehatan Masyarakat Central Java Province.

Purpose: Previous studies have found mixed results regarding the effect of job crafting (JC) on employee engagement (EE) and employee performance (EP). JC was also influenced by the type of work and tenure. Therefore, the present study examined the relationship between JC and EE in increasing in-role (IRP) and extra-role performance (ERP). Additionally, it analyses JC on manufacturing and service micro, small and medium enterprise (MSME) and differences in tenure. Design/methodology/approach: The study was conducted using 1032 employees who work in MSME in Indonesia, especially in Yogyakarta. Validity and reliability tests were carried out for the questionnaire, and Chi-square was used to test the JC difference for the type of work, analysis of variance was used to test the JC difference on tenure, and structural equation modeling (SEM) to analyze the relationship model. Findings/results: The results of SEM with a two-step approach found that EE mediated the effect of JC on performance. Depending on the type of work performed, the challenges of manufacturing companies differed from those of service companies. The tenure also distinguished the JC that was carried out. Practical implications: Job crafting is a phenomenon of employee creativity that is important for achieving a good fit in the workplace and increase EE and EP. The human resources department needs to optimize this concept by regulating the procedures for conducting JC. Originality/value: The results found that the effect of JC was only on IRP and was different, negative, positive and insignificant. Furthermore, JC is proven not to affect ERP.

Leaders face competing demands or paradoxes such as empowerment and control, and uniformity and individualisation. We conducted 12 in-depth interviews with middle managers in Bengaluru, India to understand the job crafting strategies they used to respond to paradoxical tensions in people management. Through job crafting, leaders can alter their understanding of the tension and their role boundaries to generate a broader range of responses to paradoxes. We extend the understanding from how leaders experience and understand tensions to how they proactively alter their role expectations, translating into practical strategies that can be applied to managing paradoxical tensions.

In previous studies, calling mechanism as an adaptation result can be explained using the career construction theory (CCT) through the adaptive readiness and adapting response that employees have and do. However, this perspective has not accounted for external factors that might affect the adapting response impact on the formation of their calling. This study aimed at addressing this gap by using not only the CCT perspective but also the social exchange theory (SET) to see the relationship between proactive personality and individual calling through the roles of two mediators, namely job crafting and LMX. The research data were collected using an online survey involving active employees (N = 222) who have worked for at least one year in various banking industries. The data were analysed using a parallel mediation model analysis from Hayes (2017) with SPSS for Windows. The results show that proactive personality positively contributes to calling either directly or indirectly through both mediators (i.e job crafting and LMX). This dual path mediation model provides a new perspective in understanding that each job crafting and LMX has their role in explaining the mechanism of the relationship between proactive personality and the calling of the employees in their work. Therefore, this study has both theoretical and practical implications for the existing literature of calling.

Workplace stressed employees’ well-being because people have to work from home (WFH) and adapt to a new routine of work and life since Covid-19 struck the world. Employees who WFH increase their perception of more autonomous on how to handle their tasks, this is known as job autonomy. This study aimed to examine the relationship between job autonomy and well-being, and the mediating effects of job crafting on job autonomy and employees’ well-being during WFH in Covid-19 Pandemic. An online survey was conducted and there were 427 respondents involved. The model was analyzed using WarpPLS 7.0 and the results showed that no significant relationship was found between job autonomy and well-being. Moreover, job autonomy and job crafting are related as well as job crafting and well-being. Job crafting significantly mediate the relationship between job autonomy and well-being. This study showed that during WFH, employee experience an excessive degree of job freedom and it give them more work pressure and decrease employees' subjective well-being. In a conclusion, this study brings several concerns that organizations should be giving attention to.

Bank Jatim or PT Bank Pembangunan Daerah Jawa Timur Tbk , on august 17, 1961 Bank Jatiwas establised in Surabaya. as a BUMD, Bank Jatim is the largest bank in East Java. The goal of this research is to examine and analyze the impact of employee’s perceived organizational support on work engagement through job crafting at the General Division in Bank Jatim Surabaya. This study is a causal research of quantitative approach. A total of 56 respondent are used for the sampling technique. With the support of SmartPLS v.3.6.2 software, the statistical analysis used in this research is Partial Least Square (PLS). The analysis outcomes indicate that perceived organizational support has a significant positive effect on work engagement, perceived organizational support has a significant positive effect on job crafting, job crafting has a significant positive effect on work engagement, and job crafting has successfully mediated the effect of perceived organizational support on work engagement.

Purpose: Based on self-determination theory, this study sought to clarify the internal mechanism of the impact of proactive personality and career calling on job performance from both personality traits and intrinsic motivation perspectives, highlight the important role of job crafting as an individual’s proactive behaviour, and demonstrate the supporting role of organisational embeddedness as an external environmental factor. Design/methodology/approach: Hierarchical regression analysis and bootstrap-based path analysis were used to test the above hypotheses on 292 employees in China. Findings/results: The results show that proactive personality and career calling had significant positive effects on employees’ job performance, and job crafting was a full mediator in both paths, with significantly different mediation effects. Organisational embeddedness moderated this mediating effect. Practical implications: This study provides references for employees and organisations to continuously improve their job performance. Organisations need to address job crafting behaviours and create related supporting atmospheres. Originality/value: This study explored the mechanisms that affect career outcomes from both personality traits and intrinsic motivation aspects. The theoretical model verifies the value of individual intrinsic motivation and autonomous behaviour, and confirms the theory of self-determination. The study also extends the existing career theory by breaking through the one-sidedness of the previous theory that emphasises only the role of the organisation, but highlights the crucial importance of employees’ subjective initiatives.

Purpose: Volatile labor market conditions have increased the uncertainty regarding job security which resultantly shifted the career transition focus from organization to individual for career development. Now, employees seem much more responsible for their self-career management. In these circumstances, new career management concepts are gaining attention i.e. Boundaryless career attitudes (BCA), Job Crafting behaviors (JCB), Employability and Success. Hence, the study aims to check the effect of BCA on Career Success through JC and Employability. Design/Methodology/Approach: This is a quantitative, survey-based study which is conducted on the universities’ permanent faculty members of Pakistan. Findings: The results conclude that there exists a positive impact of BCA on Career Outcomes directly and through proactive behavior. Implications/Originality/Value: The study enhances the BCA literature with said career outcomes and provides a guideline to the employees to achieve desired targeted career results.

The protean career attitude (PCA) is an emerging proactive career attitude and an essential source for successful career development. However, to do so, the individuals also must employ proactive career behaviors at work to achieve desired career outcomes. The study proposes that the individuals with protean career attitudes employ best work practices through job crafting behaviors and attain desired career outcomes. Therefore, the purpose of the study is to investigate the impact of protean career attitudes on career outcomes, i.e., Perceived Employability (PE) and Subjective Career Success (SCS) through job crafting behavior. The data from the employees working in the universities of Pakistan revealed that PCA has a positive impact on individual career outcomes. It was also found that there exists a pathway of serial mediation from job crafting towards perceived employability to achieve career success. The individuals who craft their jobs are more likely to enhance their employability, ultimately leading to career success. The study highlights the importance of PCA and Job Crafting behaviors, yet un-explored phenomena, for the employees for career development.

Orientation: This research study focuses on establishing a link between job crafting and landmark studies on intrapreneurship. Research purpose: The purpose of this study was to provide a theoretical overview of intrapreneurship, intrapreneurial orientation and job crafting, and to explore theoretical linkages between these areas of enquiry. Motivation for the study: There is currently a dearth of research studies that explore the link between job crafting and intrapreneurial behaviours in existing organisations in the form of intrapreneurial orientation. Research design, approach and method: The study is presented as a conceptual paper in the form of a qualitative, theoretical study, employing a model-building approach. A deductive research approach is followed, and a narrative review methodology is employed. Main findings: The findings of this study from a literature search acknowledge the contributions of job crafting and intrapreneurial research within the management sciences, and we remain cognisant of the organisational implications of each, which have, to date, focused on the organisation, rather than the individual. With this in mind, we suggest that job crafting and intrapreneurial behaviours are empirically researched to validate the recommendations made. Practical/managerial implications: This study will help to establish the type of job-crafting interventions and job-crafting strategies needed to promote intrapreneurial behaviours in practice. Contribution/value-add: This study provides noteworthy insights, which include the suggestion that employees with a forward-looking disposition will engage in job crafting, with a focus on intrapreneurial behaviour. Furthermore, the study fills a void left in the current body of knowledge.

The current study was undertaken to ascertain the mediating role of meaningfulness linking servant leadership (SL) to job crafting behavior (JCB) of the employees. The study also endeavors to find the association between meaningfulness and JCB. This study collected data from 689 service sector employees through survey design. Data were processed and analyzed through PLS-SMART and SPSS. mainly. The findings manifested a relation between meaningfulness and employees’ job crafting behavior. Similarly, SL significantly impacted both meaningfulness and employees’ job crafting behavior. The results also unraveled the mediating role of meaningfulness between SL and JCB of the employees. The research has ascertained the previously unexplored mediating role of meaningfulness between SL and JCB. It is also the first study that attempted to explore meaningfulness as a stimulus to job crafting behavior.

The purpose of this study is to examine a hypothesized model investigating the impact of empowering leadership on happiness at work through the mediating role of job crafting. A translated pre-determined survey on a sample of Jordanian academics was used. A total of 325 usable returns were collected for the analysis (i.e. a response rate of 84.6 percent). Structural equation model (SEM) using AMOS was implemented to obtain the best-fit model and to determine the role of job crafting as a potential mediator between empowering leadership and happiness at work. The results indicated no direct statistical effect for empowering leadership on happiness at work with an estimated value of 0.17 and a standard error of 0.073. The results also show that there was a significant statistical effect for empowering leadership on crafting and this effect was high with a value of 0.479 and a standard error of 0.040. Finally, the results revealed a direct effect for empowering leadership on happiness at work through the mediating role of job crafting. The study recommended that it is necessary for universities to offer new programs and workshops that improve the behaviors of empowering leadership in light of work conditions at various levels and to motivate job crafting to increase levels of happiness at work.

Purpose: To investigate the mediating role of flow at work on the relations of job crafting (task crafting, cognitive crafting and relational crafting) with positive mental health dimensions (emotional well-being, psychological well-being and social well-being). Originality/value: Job crafting actions have been identified as antecedents of the levels of well-being at work. The present study contributed to the literature examining the relationships between job crafting, flow at work, and positive mental health, which have not yet been investigated in previous empirical studies. Design/methodology/approach: The quantitative approach was used through an online questionnaire composed of a sociodemographic questionnaire and three scales. The sample consisted of 386 professionals from different Brazilian states, of which 58% were female, with a mean age of 44 years (SD = 12 years). The data were analyzed through structural equations. Findings: The results of the analysis of structural equations showed that relational crafting had a direct impact on positive mental health. The relations of cognitive crafting with positive mental health were totally mediated by flow at work. We concluded that job crafting, primarily cognitive crafting, influence occupational and general well-being. / Objetivo: Investigar o papel mediador do flow no trabalho entre as relações das dimensões de redesenho no trabalho (redesenho da tarefa, reformulação cognitiva e redesenho das relações) com as dimensões de saúde mental positiva (bem-estar emocional, bem-estar psicológico e bem-estar social). Originalidade/valor: As ações de redesenho no trabalho têm sido valorizadas como antecedentes do bem-estar laboral dos profissionais. O presente estudo contribuiu para a literatura ao examinar as relações entre as ações de redesenho no trabalho, o flow no trabalho e a saúde mental positiva, ainda não investigadas em trabalhos empíricos prévios. Design/metodologia/abordagem: Utilizou-se a abordagem quantitativa por meio de um questionário on-line composto por questionário sociodemográfico e três escalas. A amostra foi composta por 386 profissionais de diferentes estados brasileiros, sendo 58% do gênero feminino, com idade média de 44 anos (DP = 12 anos). Os dados foram analisados por meio de equações estruturais. Resultados: Os resultados das análises de equações estruturais demonstraram que o redesenho das relações apresentou um impacto direto sobre a saúde mental positiva. As relações da reformulação cognitiva com a saúde mental positiva foram totalmente mediadas pelos níveis de flow no trabalho. Conclui-se que as ações de redesenho do trabalho, primordialmente a reformulação cognitiva, influenciam o bem-estar laboral e geral.

There is intense pressure over organizations to survive in the ever-changing world of competition. Human resource is a prime factor that has no alternative and substitute. Success of any organization is highly dependent upon quality of human resource. This study investigates inter play of job crafting , organizational commitment and moderating role of person-job fit in banking sector of Pakistan..200 questionnaires were floated at email addresses of employees working at branch level of bank. Response rate in this study is 84%.Regression analyses and Andrew Hayes Technique of moderation has been used to perform data analysis. There is significant impact of job crafting over organizational commitment of employees. Person-Job Fit is playing its role as moderator with job crafting and organizational commitment.it is of high significance that with increasing value of person-job fit, its moderating impact decreases.

There is growing acceptability in redesigning jobs to achieve goals and objectives nowadays. Employees who indulge in exploiting and exploring opportunities for the business tend to craft their jobs, which can help to enhance business performance. This study aims to examine that how ambidextrous managers in small and medium enterprises (SMEs) craft their tasks as a strategy for open innovation to enhance business performance. This study also attempts to assess the moderating role of gender in evaluating the relationship. Simple random sampling is used to administer a structured questionnaire to 650 operations managers employed in service-sector SMEs. The findings reveal that, when male managers involve in explorative and exploitative activities, they tend to craft their jobs more as compared to females. In turn, when jobs are redesigned, it brings a positive impact on business performance as perceived by the managers. The study provides implications for the policy makers with regard to device measures to enhance the job crafting capacity of managers with specific attention to female managers in the case of small and medium enterprises. The present study provides a novel explanation of the relationship between manager ambidextrous behavior and business performance through the mediation of job crafting among top managers working in small and medium organizations, with an overarching view of gender.