Job crafting
3 important questions on Job crafting
Job crafting can be conceived from the job characteristics perspective of the JD–R Model, discriminating between three distinct job-crafting behaviours:
- Resources seeking
- challenges seeking
- demands reducing
Proactive actions that are useful during organizational change include:
-Maximizing the pool of job resources that help employees deal or cope with change
-Keeping the work pressure associated with change at an optimal level
-Seeking challenges that will transform change to an engaging experience.
Those three behaviours are present in job crafting and thus form an ideal strategic advantage for employees in the context of change.
-Keeping the work pressure associated with change at an optimal level
-Seeking challenges that will transform change to an engaging experience.
Those three behaviours are present in job crafting and thus form an ideal strategic advantage for employees in the context of change.
Job-crafting training aims to increase participants’ motivation and engagement through two different routes
-through promoting the self-directed behaviour of employees
-through the strengthening of personal resources.
-through the strengthening of personal resources.
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