Job crafting

from Wikipedia, the free encyclopedia

Job crafting is the active and individual design of your own work. Here, working people endeavor out of inner motivation to redesign and improve their work independently. The type and success of this process depends on the personality structure of the working person , including inclinations , initiative and self-confidence .

Definition and classification

Jobcrafting is described as "a way to create a greater fit between the individual, the work and the organization". As a concept, job crafting belongs to the field of positive organizational psychology , as well as to business psychology and work psychology . The core idea is that "it is always possible to make small adjustments to your own job - so that work is optimally linked to your own motivation and strengths ."

Application and classification

Job crafting often happens in everyday life. People change their work so that it is more effective, that it is more fun for them, or that it becomes easier. Jobcrafting serves as a concept for individual further development and is also used by managers as a grid to support their employees in making changes. Job crafting can help to adapt work according to individual needs and abilities and to prevent dissatisfaction, inhibitions, mistakes and a lack of motivation.

There are three core areas of job crafting:

  • the change in the area of ​​responsibility
  • the change in working relationships, i.e. the collaboration between people
  • and changing the perception of work.

Investigation and conclusion

Amy Wrzesniewski and Jane E. Dutton are believed to be one of the creators of the concept. Their thesis read: " It is less about motivating people to work than about how you can support people to become active and to make their own work motivating." With their first article on the subject, they changed the focus accordingly that the helpful element is not to motivate people to work, but to support them to be active and to design their own work in a motivating way and to leave freedom for decisions.

In a meta-analysis in 2017, Rudolph showed that job crafting increases job satisfaction , job performance and work schedule , while reducing stress .

literature

  • Eva B. Müller: Innovative Leadership - The five most important leadership techniques of the future . Haufe Lexware, Freiburg 2013, ISBN 978-3-648-04040-9 . (Chapter Job Crafting Leadership , pp. 91–150.)
  • Eva B. Müller: Job Crafting Leadership . In: Corinna von Au (ed.): Structure and culture of a leadership organization: holistic, appreciation, trust, agility and learning . Springer, Wiesbaden 2017, ISBN 978-3-658-12554-7 , pp. 141–156 .
  • Cort W. Rudolph, Ian M. Katz, Kristi N. Lavigne, Hannes Zacher: Job crafting: A meta-analysis of relationships with individual differences, job characteristics, and work outcomes . In: Journal of Vocational Behavior . Vol. 102 (October 2017), pp. 112-138, doi : 10.1016 / j.jvb.2017.05.008 .
  • Amy Wrzesniewski, Jane E. Dutton: Crafting a Job: Revisioning Employees as Active Crafters of Their Work . In: The Academy of Management Review . Vol. 26, No. 2 (April 2001), pp. 179-201, doi : 10.2307 / 259118 . ( Pre-print by the author)
  • Amy Wrzesniewski, Justin M. Berg, Jane E. Dutton: Managing Yourself: Turn the Job You Have into the Job You Want . In: Harvard Business Review , June 2010.

Individual evidence

  1. ↑ Employees shape their job at ETH Zurich
  2. ↑ [1]
  3. ↑ Corinna von Au: Effective and sustainable management approaches [2]
  4. ↑ Job Crafting - Will we design our own jobs in the future? .jobnews.at