Job Crafting and its Outcomes

The goal of this study was to determine the role of job crafting in predicting job engagement, job satisfaction and affective commitment. Participants included 310 employees from an industrial organization who completed Job Crafting Scale (Tims et al., 2012), Work Engagement Scale (Schaufeli et al., 2002), Job Satisfaction Survey (Spector, 1985), and Affective Commitment Scale (Meyer and Allen, 1991). The results shown that there are significant simple and multiple relationships between subscales of job crafting (increasing the level of structural resources, increasing the level of social resources, increasing the level of challenging job demands, and decreasing the level of hindrance job demands), and job engagement, job satisfaction and affective commitment. In addition, the results of multiple regression technique showed that 62% of the variance of job engagement, 55% of the variance of job satisfaction, and 31% of the variance of affective commitment was explained by facets of job crafting.