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Cited by 483Job Satisfaction and Organizational BehaviorEmployer Branding and e-HRMWorkplace Health and Well-being

Design Your Own Job Through Job Crafting

Open access
Demerouti, Evangelia·2014·European Psychologist
DOI 10.1027/1016-9040/a000188
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Abstract

Job crafting can be viewed as changes that employees initiate in the level of job demands and job resources in order to make their own job more meaningful, engaging, and satisfying. As such, job crafting can be used to complement top-down approaches to improve jobs in order to overcome the inadequacies of job redesign approaches, to respond to the complexity of contemporary jobs, and to deal with the needs of the current workforce. This review aims to provide an overview of the conceptualizations of job crafting, the reasons why individuals craft their jobs, as well as the hypothetical predictors and outcomes of job crafting. Furthermore, this review provides suggestions to organizations on how to manage job crafting in their processes, and how to stimulate more beneficial job crafting behavior. Although research on job crafting is still in its infancy, it is worthwhile for organizations to recognize its existence and to manage it such that it has beneficial effects on the employees and the organization at large.

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  • Job crafting qualities can be taught and optimized in specific interventions, which ultimately increase well-being.

    “Job crafting qualities can be taught and optimized in specific interventions, which ultimately increase well-being (Demerouti 2014).”

    From Work engagement in health professions education (2017) · cites this paper as Demerouti 2014

    The Job Crafting Interventions section describes a workshop that teaches employees to plan job-crafting actions and reports improved affect after training. But the same passage reports no change in job-crafting behavior, so it does not establish that the intervention optimized crafting and thereby increased well-being. The Conclusion links job crafting to well-being more generally, not as a demonstrated outcome of that intervention. (LLM, conf=0.86)

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Research works printed but not linked: 36

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Authors
Demerouti, E.
Affiliations
Eindhoven University of Technology (NL)
Corresponding author
Demerouti, Evangelia
ORCID
Demerouti, Evangelia
Venue
European Psychologist
Publisher
Hogrefe Publishing Group
Published
2014-01-01
Volume
19
Issue
4
Pages
237-247
ISSN
  • 1016-9040 (ISSN-L)
  • 1878-531X
DOI
10.1027/1016-9040/a000188
OpenAlex
W2088176699
Cited by
483
References
12
Citations by year
2026: 34 · 2025: 58 · 2024: 48 · 2023: 60 · 2022: 51 · 2021: 48 · 2020: 45 · 2019: 46 · 2018: 32 · 2017: 31 · 2016: 19 · 2015: 8 · 2014: 1
FWCI
39.84
Type
journal article
Language
en
Open access
Licence
other-oa
Locations
  • European Psychologist (publishedVersion)
  • TU/e Research Portal (publishedVersion, other-oa)
  • TU/e Research Portal (submittedVersion, other-oa)
  • TU/e Research Portal (submittedVersion)
Topics
  • Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
  • Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Employer Branding and e-HRM
  • Health Sciences › Health Professions › General Health Professions › Workplace Health and Well-being
Keywords
job crafting, job demands, job resources, job meaningfulness, work engagement, job satisfaction, job redesign

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