The impact of job demands and resources on job crafting

Sang Hoon Lee, Yuhyung Shin, Seung Ik Baek

Research output: Contribution to journalArticleResearchpeer-review

Abstract

Organizations are constantly under pressure for survival in the current highly volatile work environment. This change has been accelerated by trends such as smart work environments and artificial intelligence in the organizational context. Given such uncertainty deriving from a fast rate of change and high complexity, it is vital for organizations to fully utilize and support individuals to be fully engaged in their work, setting grounds for transformation and modification of general roles and specific tasks. Based on the job demands-resources model, our hypotheses are tested using empirical data extracted from 172 subjects currently working in organizations. By commissioning a questionnaire survey method and hierarchical regression analysis, the results offer partially strong support for our proposed research model. We attained moderate support for our hypotheses, in that an individuals’ perception of job resources and job demands in the work context induce job crafting (i.e., task, cognitive, and relational), which acts as a critical mechanism arousing individual work engagement and job stress. In general, job resources (i.e., job autonomy and performance feedback) predicted work engagement, while job demands (i.e., work overload, emotional demands, and technology demands) affected job stress. Also, job demands and job resources both influenced task job crafting, while emotional demands were related to cognitive and relational job crafting, implying different paths between demands and resources and various job crafting activities. In addition, three job crafting dimensions affected work engagement, while only relational job crafting positively affected job stress.

Original languageEnglish
Pages (from-to)827-840
Number of pages14
JournalJournal of Applied Business Research
Volume33
Issue number4
DOIs
StatePublished - 2017 Jan 1

Fingerprint

Job resources
Job demands
Job stress
Work engagement
Emotion
Work environment
Performance feedback
Empirical data
Organizational context
Questionnaire survey
Job demands-resources model
Hierarchical regression
Artificial intelligence
Job performance
Job autonomy
Overload
Individual perception
Resources
Uncertainty
Regression analysis

Keywords

  • Job Crafting
  • Job Demands
  • Job Demands-Resources Model
  • Job Resources
  • Job Stress
  • Work Engagement

Cite this

@article{dfff82f44b534f33bb3236ef1d537d32,
title = "The impact of job demands and resources on job crafting",
abstract = "Organizations are constantly under pressure for survival in the current highly volatile work environment. This change has been accelerated by trends such as smart work environments and artificial intelligence in the organizational context. Given such uncertainty deriving from a fast rate of change and high complexity, it is vital for organizations to fully utilize and support individuals to be fully engaged in their work, setting grounds for transformation and modification of general roles and specific tasks. Based on the job demands-resources model, our hypotheses are tested using empirical data extracted from 172 subjects currently working in organizations. By commissioning a questionnaire survey method and hierarchical regression analysis, the results offer partially strong support for our proposed research model. We attained moderate support for our hypotheses, in that an individuals’ perception of job resources and job demands in the work context induce job crafting (i.e., task, cognitive, and relational), which acts as a critical mechanism arousing individual work engagement and job stress. In general, job resources (i.e., job autonomy and performance feedback) predicted work engagement, while job demands (i.e., work overload, emotional demands, and technology demands) affected job stress. Also, job demands and job resources both influenced task job crafting, while emotional demands were related to cognitive and relational job crafting, implying different paths between demands and resources and various job crafting activities. In addition, three job crafting dimensions affected work engagement, while only relational job crafting positively affected job stress.",
keywords = "Job Crafting, Job Demands, Job Demands-Resources Model, Job Resources, Job Stress, Work Engagement",
author = "Lee, {Sang Hoon} and Yuhyung Shin and Baek, {Seung Ik}",
year = "2017",
month = "1",
day = "1",
doi = "10.19030/jabr.v33i4.10003",
language = "English",
volume = "33",
pages = "827--840",
journal = "Journal of Applied Business Research",
issn = "0892-7626",
number = "4",

}

The impact of job demands and resources on job crafting. / Lee, Sang Hoon; Shin, Yuhyung; Baek, Seung Ik.

In: Journal of Applied Business Research, Vol. 33, No. 4, 01.01.2017, p. 827-840.

Research output: Contribution to journalArticleResearchpeer-review

TY - JOUR

T1 - The impact of job demands and resources on job crafting

AU - Lee, Sang Hoon

AU - Shin, Yuhyung

AU - Baek, Seung Ik

PY - 2017/1/1

Y1 - 2017/1/1

N2 - Organizations are constantly under pressure for survival in the current highly volatile work environment. This change has been accelerated by trends such as smart work environments and artificial intelligence in the organizational context. Given such uncertainty deriving from a fast rate of change and high complexity, it is vital for organizations to fully utilize and support individuals to be fully engaged in their work, setting grounds for transformation and modification of general roles and specific tasks. Based on the job demands-resources model, our hypotheses are tested using empirical data extracted from 172 subjects currently working in organizations. By commissioning a questionnaire survey method and hierarchical regression analysis, the results offer partially strong support for our proposed research model. We attained moderate support for our hypotheses, in that an individuals’ perception of job resources and job demands in the work context induce job crafting (i.e., task, cognitive, and relational), which acts as a critical mechanism arousing individual work engagement and job stress. In general, job resources (i.e., job autonomy and performance feedback) predicted work engagement, while job demands (i.e., work overload, emotional demands, and technology demands) affected job stress. Also, job demands and job resources both influenced task job crafting, while emotional demands were related to cognitive and relational job crafting, implying different paths between demands and resources and various job crafting activities. In addition, three job crafting dimensions affected work engagement, while only relational job crafting positively affected job stress.

AB - Organizations are constantly under pressure for survival in the current highly volatile work environment. This change has been accelerated by trends such as smart work environments and artificial intelligence in the organizational context. Given such uncertainty deriving from a fast rate of change and high complexity, it is vital for organizations to fully utilize and support individuals to be fully engaged in their work, setting grounds for transformation and modification of general roles and specific tasks. Based on the job demands-resources model, our hypotheses are tested using empirical data extracted from 172 subjects currently working in organizations. By commissioning a questionnaire survey method and hierarchical regression analysis, the results offer partially strong support for our proposed research model. We attained moderate support for our hypotheses, in that an individuals’ perception of job resources and job demands in the work context induce job crafting (i.e., task, cognitive, and relational), which acts as a critical mechanism arousing individual work engagement and job stress. In general, job resources (i.e., job autonomy and performance feedback) predicted work engagement, while job demands (i.e., work overload, emotional demands, and technology demands) affected job stress. Also, job demands and job resources both influenced task job crafting, while emotional demands were related to cognitive and relational job crafting, implying different paths between demands and resources and various job crafting activities. In addition, three job crafting dimensions affected work engagement, while only relational job crafting positively affected job stress.

KW - Job Crafting

KW - Job Demands

KW - Job Demands-Resources Model

KW - Job Resources

KW - Job Stress

KW - Work Engagement

UR - http://www.scopus.com/inward/record.url?scp=85021738981&partnerID=8YFLogxK

U2 - 10.19030/jabr.v33i4.10003

DO - 10.19030/jabr.v33i4.10003

M3 - Article

VL - 33

SP - 827

EP - 840

JO - Journal of Applied Business Research

JF - Journal of Applied Business Research

SN - 0892-7626

IS - 4

ER -