1,721,132 research outputs found
Well-being on the teachers’ desk. Effects of a job crafting intervention to self-manage well-being at work
No full textWhile agreement exists around the notion that teachers are one of the most important factors contributing to students’ success, achievement and quality of learning, only limited attention has been paid on how to support teachers’ wellbeing. This study aims to fill this gap by investigating the effects of a job crafting intervention focused on proactive strategies teachers can use on a daily basis to build better habits of work-related wellbeing. This is a quasi-experimental study involving nonrandom assignment to an intervention (N=43) and a control (N=60) group, -pre-post, and diary measures. Participants in the intervention group received a training focused on (a) stimulating reflection on behavioral, normative, and control beliefs referred to the self-management of job demands and resources, and (b) self-monitoring, planning, and goal setting techniques. Analyses indicate that participation in the intervention was associated with higher job crafting behaviors and work engagement. Further multi-level analyses are currently conducted to test the moderating role of social norms on the relationship between intentions to engage in job crafting and subsequent self-reported behaviors. Findings suggest that job crafting interventions entailing reflection on norms and personal beliefs referred to teachers’ proactive self-management of job demands and resources are an effective tool to sustain teachers’ wellbeing
A job crafting intervention based on the theory of planned behavior. Effects on cognition, behavior and work engagement.
No full textPurpose. Drawing on the Theory of Planned Behavior as a prominent framework for conducting behavior change interventions, in this quasi-experimental study we designed and tested the effect of an intervention aimed at enhancing job crafting behaviors, (i.e. increasing resources, seeking challenges, reducing and optimizing demands) and behavior change (i.e., goal setting and planning) in a sample of employees from different sectors. The intervention aimed at stimulating reflection on behavioral, normative, and control beliefs (i.e., the cognitive antecedents of behavioral intention to craft in terms of attitudes, social norms, and perceived behavioral control) referred to job crafting behaviors and at supporting the implementation of job crafting behaviors through diverse behavior change methods. Design/methodology. Participants received training and worked for three weeks on self-set job crafting goals. Participants in both the intervention and control groups completed a baseline questionnaire and three questionnaires to be filled in at the end of the three weeks after the date of the workshop. Results. The results of a series of repeated measures ANOVA showed that participation in the job crafting intervention based on the Theory of Planned Behavior was associated with increases in perceptions of positive descriptive and injunctive social norms toward job crafting behaviors, and higher seeking challenge behaviors. In addition, compared to the control group, participants in the intervention group reported higher levels of work engagement during each of the three weeks after the intervention, and of increasing resources after the intervention. Limitations. Even though this study provides empirical evidence of the effectiveness of interventions to modify cognitions underlying job crafting behaviors, it relies on self-reported measures that can result in common method biases. Future studies should expand the use of objective measures to test the effectiveness of the intervention. Originality/value. This study provides evidence of the effectiveness of job crafting interventions based on the Theory of Planned Behavior to promote job crafting behaviors. To our knowledge, this is the first study assessing the effect that interventions focused on enhancing positive attitudes, social norms, and high perceived behavioral control has on subsequent job crafting behaviors, and on work engagement
Experience sampling methods for work-family research: a review and research agenda
No full textWe need not conduct an empirical study to know that individuals’ work and family experiences are considerably dynamic. Family life can intrude on work without notice, and a difficult event at work can later strain relationships at home. Researchers seeking to understand this complexity can employ a data collection method, referred to as experience sampling (ESM), which captures frequent observations of phenomena, sometimes as they are happening. As a result, the data provide a rich picture of role experiences over time, and the method overcomes some of the limitations of cross-sectional survey research
Implementing Job Crafting Behaviors: Exploring the Effects of a Job Crafting Intervention Based on the Theory of Planned Behavior
Full text linkThis article presents a combined motivational and volitional intervention based on the theory of planned behavior aimed at promoting expansion-oriented job crafting behaviors. Participants were employees working in different companies, assigned to either an intervention (n = 53) or a control group (n = 55). Results of a field study (including premeasure, postmeasure, and weekly diaries) indicated that the intervention enhanced participants’ perceptions of behavioral control referred to job crafting and awareness regarding others’ engagement in job crafting. Latent change growth modeling showed that participation in the intervention led to participants shaping their job crafting intentions during the weeks, which translated into more frequent job crafting behaviors at the end of the study period. Besides, the intervention served to trigger weekly work-related flow experiences in terms of high absorption while working. Findings suggest that job crafting interventions can benefit from the inclusion of self-regulatory strategies complementing goal setting
A closer look at key concepts of the work-nonwork interface
No full textIn this chapter we adopt a critical view on whether there is a solid and consistent theoretical understanding of what the “work-nonwork interface” is. We challenge the theoretical meaning and practical value of different work-nonwork interface concepts by questioning whether current measures of conflict/enrichment are suitable to capture such constructs or whether more innovative measurement strategies are possible. Toward this end we overview existing key concepts and propose several venues for advancing research on the work-nonwork interface. Next, we propose the use of more neutral measures of work-nonwork experience and less reliance on survey items that imply causal attributions in relation to triggers of conflict and enrichment experiences. Further, we suggest within-person approaches (e.g. diary studies) to studying the work-nonwork interface can help uncover the nature of the experience, especially from an episodic perspective. Likewise, greater use of qualitative methods is also proposed to advance phenomenological understanding of the work-nonwork interface. Moreover, it is suggested that focusing solely on the interface between work and family does not capture the main roles that individuals are playing in the nonwork domain. Therefore, we suggest that the expansion of work-family literature to include also the relationship between work or family with the self is relevant. Moreover, we suggest that the detailed measurement/conceptualization of the family situation (at least as specific as the work situation) is also of paramount importance to further advance research into the work-nonwork interface. Finally, we propose that it is necessary to further improve the specification of the role of culture in the configuration of the experience of positive or negative work-nonwork interface relationships. With the suggestions that we offer, we aim to advance the conceptualization and measure of key concepts relevant for this domain
A higher-order life crafting scale validation using PLS-CCA: the Italian version
Full text linkIn this study, we highlight Life Crafting Scale (LCS) factor structure and model specifications by using partial least squares structural equations modelling (PLS-SEM) and confirmatory composite analysis (CCA), with a sample of Italian students (n= 953). From the validation results obtained through PLS-CCA, we identify the emergence of both the reflective nature of the scores of the LCS subscale and an alternative measurement model of the LCS scores as a second-order reflective–reflective model
Women to the top : discovering facilitating factors for women's functioning in minority positions
Full text linkEvidence on the hierarchical, multidimensional nature of behavioural job crafting
No full textWhile to date job crafting has been conceptualised as consisting of behaviours aiming at seeking more resources, decreasing hindering demands, and seeking more challenges, recent research suggests that individuals may restore the fit between their demands and preferences also by optimising their demands. Accordingly, optimising demands has been introduced in the resource‐based perspective to job crafting as an additional strategy that aims at making the work processes more efficient, simplifying procedures and eliminating obstacles. In this paper, we explore and provide evidence for the validity of a four‐factor, hierarchical structure of behavioural job crafting constituted by increasing resources, seeking challenges, decreasing demands, and optimising demands. Moreover, our results provide initial evidence suggesting that overall job crafting may be more strongly characterised by effortful actions to expand the work characteristics rather than to reduce them
Burnout: a comprehensive review
Full text linkBurnout has been the focus of extensive scientific research. The World Health Organization officially recognized burnout as an occupational phenomenon, defined as a syndrome resulting from chronic workplace stress that remains unmanaged and characterized by three dimensions: exhaustion, cynicism, and inefficacy. Existing literature highlights limitations in current measurement instruments for diagnostic purposes. These tools often yield scores that overlap with other conditions such as fatigue, anxiety, and depression. Chronic exposure to high job demands and low job resources emerges as the primary trigger for burnout. While individual characteristics (such as neuroticism) may increase susceptibility, specific personality traits associated with higher risk remain unclear. Burnout has adverse effects on both individuals and organizations. Typical interventions focus on stress relief and coping strategies to manage high job demands, but their effectiveness diminishes over time. Evidence from organizational interventions suggests that improving employees’ working conditions can reduce burnout risk. Combined interventions offer promise by creating a healthy work environment while empowering employees to handle occasional stress. Social partners should advocate for support in researching burnout, aiming for a clear diagnosis, effective treatment, and preventive measures to mitigate psychosocial risks in the workplace.Practical Relevance: The findings of this article highlight the importance of addressing both job demands and job resources to mitigate burnout in organizational settings. Implementing interventions that improve working conditions and provide adequate support can significantly reduce burnout risk and enhance employee well-being. Organizations should prioritize creating a healthy work environment and empowering employees with the necessary resources to manage workload effectively
Job Crafting Revisited:Current Insights, Emerging Challenges, and Future Directions
No full textJob crafting empowers employees to proactively shape their work environment to better align with their skills, interests, and needs. This review provides a comprehensive overview of job crafting, examining its predictors, positive and negative outcomes, and the role of culture. Additionally, it discusses issues that have not been frequently addressed, such as the nomological network of job crafting, various forms of job crafting, and the time perspective in job crafting research. It outlines how to design effective job crafting interventions and suggests avenues for future research. By addressing gaps in our understanding of job crafting mechanisms and contextual factors, we can unlock its full potential to transform workplaces and improve employee experiences. This review emphasizes the importance of balanced job crafting efforts to maximize benefits while mitigating risks such as increased workload and burnout. Ultimately, understanding and promoting job crafting can lead to healthier, more engaged, and more productive workplaces
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