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2022
It is difficult and sometimes impossible for organizations to design jobs that fit all employees due to increased complexity and uncertainty in the workplace. Scholars have proposed that employees can make changes to their jobs themselves by engaging in job crafting.
Fangfang Zhang +2 more
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It is difficult and sometimes impossible for organizations to design jobs that fit all employees due to increased complexity and uncertainty in the workplace. Scholars have proposed that employees can make changes to their jobs themselves by engaging in job crafting.
Fangfang Zhang +2 more
openaire +2 more sources
A practical and timely guide that shows employees how to craft the jobs they want and managers how to shape their organizations in ways that are conducive to such job crafting. Job Crafting is a rigorous, modern take on job redesign that empowers workers to transform the jobs they have into the ones they want.
Benjamin Laker +3 more
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Benjamin Laker +3 more
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The effect of job crafting to job performance
Knowledge Management Research & Practice, 2020This research studies the mediating effect of employee’s social capital on job crafting and job performance, and the moderating effect of core self-evaluation on social capital and job performance....
Chunyu Zhang, Liping Liu
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Job crafting and job performance: A longitudinal study
European Journal of Work and Organizational Psychology, 2014In this three-wave study (N = 288), we examined whether job crafting intentions and work engagement led to actual job crafting behaviours and, in turn, to higher levels of prospective work engagement and job performance. We used the Job Demands-Resources model as a theoretical framework and defined job crafting as the self-initiated changes that ...
Tims, M., Bakker, A.B., Derks, D.
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2017
The aim of this chapter is to zoom in on job crafting representing a specific form of proactive behavior in which employees initiate changes in the level of job demands and job resources in order to make their own jobs more meaningful and engaging, and less stressful.
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The aim of this chapter is to zoom in on job crafting representing a specific form of proactive behavior in which employees initiate changes in the level of job demands and job resources in order to make their own jobs more meaningful and engaging, and less stressful.
openaire +3 more sources
2019
The proactive behavior of job crafting is intended to better align a job with the individual’s personal characteristics, knowledge, skills, and abilities. This book provides a uniform conceptual framework on this area of study and demonstrates how its practice results in a more meaningful and satisfying work experience.
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The proactive behavior of job crafting is intended to better align a job with the individual’s personal characteristics, knowledge, skills, and abilities. This book provides a uniform conceptual framework on this area of study and demonstrates how its practice results in a more meaningful and satisfying work experience.
openaire +3 more sources
What is job crafting? A bibliographical review on the concept of job crafting
2021Job crafting, within the framework of the theoretical model of Job Demands-Resources, is the proactive behaviour that seeks to achieve individual objectives by modifying the job resources and job demands that characterise a job, in order to adjust it to the employee's personal skills and needs.
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Job Crafting in the Eyes of Others: Social-relational Implications of Job Crafting
Academy of Management Proceedings, 2019In the face of dynamic organizational context, the important role of job crafting, which refers to the self-initiative changes in task and relational boundaries at work, has been increased for enha...
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JOB CRAFTING: A STUDY OF JOB CRAFTING QUESTIONNAIRE DEVELOPMENT IN TURKISH
2018Job crafting refers to the physical and cognitive changes that individuals make inrelation to their tasks or works. A thorough understanding on the job crafting conceptcan particularly be helpful for researchers on the way of exploring the predictors ofindividual and organizational performance outcomes.
Yavuz, Meltem, Artan, İnci Erdem
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