This research concerns a number of issues related to the concept of job crafting. These include the effect of differential motivations associated with individuals' workaholic tendencies on making proactive changes to the task and relational boundaries of their jobs. I investigate how tendencies toward workaholism (degree of drivenness to work and enjoyment of work) affect employees' strategies of expansion oriented and contraction oriented job crafting and the moderating roles of personal and contextual variables. Specifically, I examine how employees' political skill, personality traits, and creative performance, along with the situational variables of social support from managers and co-workers, the perceived level of routinization of the job itself, and levels of work-family conflict encourage or discourage job crafting by moderating the relationship between tendencies toward workaholism and expansion and contraction oriented job crafting. Finally, the research examines how expansion and contraction oriented job crafting relate to employees' psychological (job satisfaction and organizational commitment) and behavioral (job performance) outcomes.
In sum, my major contributions lie in formally explicating the role that workaholism plays in motivating individuals to craft their own jobs, in exploring the nature of job crafting in terms of contraction versus expansion of the job, and in generalizing the job crafting phenomenon beyond the Western to non-Western contexts.
|School Location:||United States -- New York|
|Source:||DAI-A 71/12, Dissertation Abstracts International|
|Subjects:||Social psychology, Management, Occupational psychology, Organizational behavior|
|Keywords:||Job crafting, Job performance, Proactive behavior, Workaholism|
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