Institute of Psychology, Department of Work and Organizational Psychology, Erasmus University Rotterdam, The Netherlands.
J Occup Health Psychol. 2013 Apr;18(2):230-40. doi: 10.1037/a0032141. Epub 2013 Mar 18.
This longitudinal study examined whether employees can impact their own well-being by crafting their job demands and resources. Based on the job demands-resources model, we hypothesized that employee job crafting would have an impact on work engagement, job satisfaction, and burnout through changes in job demands and job resources. Data was collected in a chemical plant at three time points with one month in between the measurement waves (N = 288). The results of structural equation modeling showed that employees who crafted their job resources in the first month of the study showed an increase in their structural and social resources over the course of the study (2 months). This increase in job resources was positively related to employee well-being (increased engagement and job satisfaction, and decreased burnout). Crafting job demands did not result in a change in job demands, but results revealed direct effects of crafting challenging demands on increases in well-being. We conclude that employee job crafting has a positive impact on well-being and that employees therefore should be offered opportunities to craft their own jobs.
这项纵向研究考察了员工是否可以通过塑造工作需求和资源来影响自己的幸福感。基于工作需求-资源模型，我们假设员工工作塑造会通过工作需求和工作资源的变化对工作投入、工作满意度和倦怠产生影响。数据是在一个化工厂分三个时间点收集的，测量波之间相隔一个月（N=288）。结构方程模型的结果表明，在研究的第一个月塑造工作资源的员工在研究过程中（2 个月）结构资源和社会资源增加。工作资源的增加与员工的幸福感呈正相关（增加投入和工作满意度，减少倦怠）。塑造工作需求不会导致工作需求的变化，但结果显示，塑造具有挑战性的需求对幸福感的提高有直接影响。我们的结论是，员工的工作塑造对幸福感有积极影响，因此应该为员工提供塑造自己工作的机会。
