Job crafting models
Subject Areas : Entrepreneurship and Mnagement of Knowledge-based Firms
1 - University of Science and Culture, Tehran, Iran
Keywords: Job crafting, Job redesign, Human resource development, Job crafting models, Job engagement, Performance,
Abstract :
Economic pressures, technological advances and changes within organisations underline the importance of flexibility in how jobs are designed in modern workplaces. Employee-driven job design, such as job crafting, has become an emerging approach for human resources development. Job crafting refers to self-initiated changes that employees make to their jobs to optimise their job design and increase the fit between the job and their needs and preferences. In fact, when employees take active initiative to modify any aspect of their work, they aim to create meaning in their roles by giving importance to their preferences and needs, which influence the job from a bottom-up work redesign point of view. Job crafting is an effective tool for enhancing job engagement, creativity, job satisfaction, performance and person-job fit. This article reviews the research that has focused on job crafting and clarifies the concept of job crafting. Then, Job crafting models that help organisations to achieve competitive advantage by attracting and retaining engaged employees are discussed. Furthermore, an overview of current research that addresses the positive effects of job crafting dimensions on employees and organisations is provided. Due to the positive outcomes of job crafting, it is worthwhile for organisations to create the conditions to encourage workers to craft their own jobs in order to fit those with their abilities, needs and skills. These job crafting behaviours have beneficial effects on the employees and the organisation at large.