Faculty of Psychology, National Distance Education University (UNED), 28040 Madrid, Spain.
Universidad Autónoma de Chile, Santiago 7500912, Chile.
Int J Environ Res Public Health. 2022 Oct 5;19(19):12711. doi: 10.3390/ijerph191912711.
Job crafting is considered a specific form of proactive behavior whereby workers actively change the actual or perceived characteristics of their jobs in order to better match the demands placed on them and the resources available. As nursing could be considered a stressful profession, job crafting is proposed as a mediator between nurses' work engagement and job performance. Hence, the main objective of this study was to provide empirical evidence on job crafting in nursing, including the three most prominent conceptualizations of the construct. The present research covers three independent empirical studies of registered or practical nurses of Spanish public and private hospitals: Study 1 ( = 699), Study 2 ( = 498), and Study 3 ( = 308). (3) Our results support the hypothesis that nurses' job engagement and job-crafting behaviors can affect their job performance. Our finding corroborates that engaged nurses can act to proactively change their jobs, but comparing different job-crafting conceptualizations and measures, the current findings support that effectiveness of diverse job crafting behaviors could vary. To sum up, as the JDR approach proposed, the present study supports the position that work engagement influences job performance, as well as the mediating role of job crafting in this relationship. The current study takes this knowledge one step further by revealing that not all types of job-crafting behaviors are equally efficient and not all types are adequate for specific working environments, such as nursing.
工作重塑被认为是一种主动行为的特殊形式,通过这种行为,员工主动改变工作的实际或感知特征,以更好地匹配对他们的要求和可用资源。由于护理工作可能被认为是一种压力大的职业,因此工作重塑被认为是护士工作投入和工作绩效之间的中介。因此,本研究的主要目的是提供护理工作重塑的实证证据,包括该构念的三个最突出的概念化。本研究涵盖了西班牙公立和私立医院注册护士或实习护士的三项独立实证研究:研究 1(n = 699)、研究 2(n = 498)和研究 3(n = 308)。(3)我们的结果支持了这样一种假设,即护士的工作投入和工作重塑行为可以影响他们的工作绩效。我们的发现证实了投入的护士可以积极主动地改变他们的工作,但通过比较不同的工作重塑概念化和测量方法,目前的发现支持不同工作重塑行为的有效性可能会有所不同。总之,正如 JDR 方法所提出的,本研究支持工作投入影响工作绩效的观点,以及工作重塑在这种关系中的中介作用。本研究通过揭示并非所有类型的工作重塑行为都是同样有效的,并且并非所有类型都适合特定的工作环境(如护理),将这一知识向前推进了一步。