Job Crafting als Instrument des betrieblichen Personalmanagements

Stefan Huf

doi:10.3790/dbw.61.2.91

Job Crafting als Instrument des betrieblichen Personalmanagements

Der Betriebswirt: Volume 54, Issue 3 - Der Betriebswirt ◽

10.3790/dbw.61.2.91v2 ◽

2020 ◽

Vol 61 (2) ◽

pp. 91-101

Author(s):

Stefan Huf

Keyword(s):

Job Satisfaction ◽

Job Crafting ◽

Personnel Development ◽

Job Redesign ◽

Development Approach ◽

And Performance

Abstract Job crafting describes employee-initiated job redesign undertaken to make the role assigned to the employee more attractive. This article outlines how a targeted personnel development approach can influence an employee’s job crafting initiatives, to improve their job satisfaction, motivation and performance, and prevent dysfunctional consequences of self-initiated job redesign. Zusammenfassung Job Crafting bezeichnet die proaktive, selbstinitiierte Stellengestaltung durch Mitarbeiter, um die ihnen übertragene Stelle für sich selbst attraktiver zu machen. Der Beitrag zeigt auf, wie Unternehmen im Rahmen der Personalentwicklung zielgerichtet Einfluss auf die Job Crafting-Aktivitäten der Mitarbeiter nehmen können. Hierdurch soll die Arbeitszufriedenheit, -motivation und -leistung der Mitarbeiter gesteigert und dysfunktionales Job Crafting unterbunden werden.

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Supplemental Material for Fusing Character Strengths and Mindfulness Interventions: Benefits for Job Satisfaction and Performance

Journal of Occupational Health Psychology ◽

10.1037/ocp0000144.supp ◽

2019 ◽

Keyword(s):

Job Satisfaction ◽

Character Strengths ◽

Mindfulness Interventions ◽

And Performance

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Job and Family Stress as Predictors of Pilot Health, Job Satisfaction and Performance.

10.21236/ada142176 ◽

1984 ◽

Author(s):

C. L. Cooper ◽

S. J. Sloan

Keyword(s):

Job Satisfaction ◽

Family Stress ◽

And Performance

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ANTECEDENTS AND CONSEQUENCES OF ORGANIZATIONAL JUSTICE

Management Insight - The Journal of Incisive Analysers ◽

10.21844/mijia.v12i02.6974 ◽

2016 ◽

Vol 12 (02) ◽

Cited By ~ 1

Author(s):

Reeta Yadav

Keyword(s):

Job Satisfaction ◽

Organizational Justice ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Turnover Intentions ◽

Research Work ◽

Citizenship Behavior ◽

Future Research ◽

Antecedents And Consequences ◽

And Performance

Employee’s perception regarding fairness in the organization is termed as organizational justice. The objective of this paper is to study the antecedents and consequences of organizational justice on the basis of earlier relevant studies from the period ranging from 1964 to 2015. Previous research identified employee participation, communication, justice climate as the antecedents and trust, job satisfaction, commitment, turnover intentions, organizational citizenship behavior and performance as the consequences of organizational justice. Finding reveals the gaps existing in the literature and gives suggestions for future research work.

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DOES WORK-FAMILY CONFLICT AFFECT THE AUDITOR’S PERFORMANCE?: EXAMINING THE MEDIATING ROLES OF EMOTIONAL EXHAUSTION AND JOB SATISFACTION

Gadjah Mada International Journal of Business ◽

10.22146/gamaijb.26302 ◽

2018 ◽

Vol 20 (1) ◽

pp. 89 ◽

Cited By ~ 1

Author(s):

Andi Ina Yustina ◽

Tifanny Valerina

Keyword(s):

Job Satisfaction ◽

Emotional Exhaustion ◽

Family Conflict ◽

Healthy Lifestyle ◽

Mail Survey ◽

Work Family Conflict ◽

Performance Examining ◽

And Performance ◽

Work Family ◽

Relationship Of

This paper examines whether the work-family conflict (related to both work-interfering-family and family-interfering-work) of auditors affects their performance and if so, whether the effect is mediated by emotional exhaustion and job satisfaction. A mail survey is used to deliver a questionnaire to 151 auditors from ten CPA firm in Indonesia. The result shows that emotional exhaustion and job satisfaction fully mediates the relationship of work-family conflict with job performance. The result also demonstrates that Work-Interfering-Family (WIF) has significant effects on emotional exhaustion and job satisfaction, but Family-Interfering-Work (FIW) has no significant influence on either emotional exhaustion or job satisfaction. This study suggests that maintaining a regular training program for auditors, having flexible working arrangements, and encouraging a healthy lifestyle may help to reduce the work-family conflict and will increase the job satisfaction and performance of auditors.

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Job crafting and turnover intention: The mediating role of work engagement and job satisfaction

Social Behavior and Personality An International Journal ◽

10.2224/sbp.8759 ◽

2020 ◽

Vol 48 (2) ◽

pp. 1-9 ◽

Cited By ~ 1

Author(s):

Taotao Zhang ◽

Bingxiang Li

Keyword(s):

Job Satisfaction ◽

Work Engagement ◽

Turnover Intention ◽

Employee Turnover ◽

Structural Equation ◽

Job Crafting ◽

Equation Modeling ◽

Employee Turnover Intention ◽

Validated Questionnaire

The aims in this study were to examine the influence of job crafting, job satisfaction, and work engagement on employee turnover intention, and to investigate the role of work engagement and job satisfaction as mediators in the relationship between job crafting and employee turnover intention. A validated questionnaire was used to collect data from 212 employees of a service company in China. The results of structural equation modeling showed that work engagement and job satisfaction partially mediated the job crafting–turnover intention relationship. These findings extended prior research and confirmed that job crafting, job satisfaction, and work engagement were each a predictor of employee turnover intention. These findings suggest that the turnover intention of employees could be reduced through generating job-crafting behaviors, and by improving job satisfaction and work engagement.

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A study of factors which influence the job satisfaction of stockpeople on commercial pig farms

Proceedings of the British Society of Animal Production (1972) ◽

10.1017/s0308229600018766 ◽

1990 ◽

Vol 1990 ◽

pp. 95-95

Author(s):

R C Segundo ◽

P R English ◽

G Burgess ◽

S A Edwards ◽

O MacPherson ◽

...

Keyword(s):

Job Satisfaction ◽

Reproductive Performance ◽

Research Work ◽

Farm Animals ◽

Considerable Influence ◽

Pig Farms ◽

And Performance ◽

The Uk ◽

Farm Livestock

The role of stockmanship in relation to the wellbeing of farm animals has been emphasised in the UK Codes of Recommendations for the Welfare of Farm Livestock (MAFF, 1983). Moreover, previous research work has demonstrated important effects of good and bad stockmanship not only on welfare but also on growth, lactational and reproductive performance of pigs and other farm livestock (Hemsworth et al, 1987). There is a need, therefore, to establish the factors which motivate and demotivate stockpeople since the degree of job satisfaction is likely to have a considerable influence on the attitude and performance of stockpeople and on their empathy with the animals in their care. With this objective in mind, a questionnaire was designed to investigate the aspects which could have an influence on the job satisfaction of the stockpeople involved in pig production.

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New insights into self-initiated work design: the role of job crafting, self-undermining and five types of job satisfaction for employee’s health and work ability

German Journal of Human Resource Management Zeitschrift für Personalforschung ◽

10.1177/23970022211029023 ◽

2021 ◽

pp. 239700222110290

Author(s):

Antonia-Sophie Döbler ◽

André Emmermacher ◽

Stefanie Richter-Killenberg ◽

Joshua Nowak ◽

Jürgen Wegge

Keyword(s):

Job Satisfaction ◽

Emotional Exhaustion ◽

Work Engagement ◽

Work Ability ◽

Job Demands ◽

Well Being ◽

Job Crafting ◽

Equation Modeling ◽

Personal Resources

The present study provides evidence for the important role of job crafting and self-undermining behaviors at work, two new concepts that were recently integrated into the well-known job demands-resources (JD-R) theory (Bakker and Demerouti, 2017). We investigate how these behaviors are associated with work engagement, emotional exhaustion, and work ability as a long-term indicator of employee’s well-being. Furthermore, we examine the moderating role of personal resources in the stress-strain process by comparing groups of employees representing the five types of job satisfaction defined by Bruggemann (1974). Data was collected in a cross-sectional study within a German DAX company’s manufacturing plant from 1145 blue- and white-collar workers. Results of structural equation modeling provided, as expected, support for an indirect effect of job demands and job resources on emotional exhaustion and work engagement through job crafting and self-undermining. Work ability, on the other hand, was mainly affected by emotional exhaustion, but not by work engagement. Most important, we found significant differences between path coefficients across the five types of job satisfaction indicating that these types represent important constellations of personal resources and job demands that should be considered both for analyzing stress at work and for offering tailored stress interventions in organizations.

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