Job Crafting in the new work context: Which conditions reinforce the mediating role of Job Crafting?

Job Crafting is a phenomenon, in which employees take the initiative to change and (re)design their work and adapt it to their needs, preferences and abilities (Tims, Bakker & Derks,2012; Wrzesniewski & Dutton, 2001). As a result, companies are not the only ones that design work conditions, which motivate employees and lead to higher outcomes, such as work engagement (i.e., job design theory -top-down approach). Employees also take an active role in design their job and working conditions (bottom up approach) (Bakker, & Derks, 2012; Rudolph, Katz, Lavigne & Zacher, 2017; Zhang & Parker, 2019). However, the interaction of job characteristics (top-down approach) and job crafting (bottom-up approach) still remains underinvestigated (Parker et al, 2017; Tims & Bakker, 2010). Therefore, this study aims to investigate whether employees perceived job autonomy and skill variety (job conditions) can impact the mediating role of Job Crafting between Proactive Personality and Work Engagement.