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Translated Title

Job Crafting: Impact on the Engagement and Affective Commitment of Employees

Please Note:

This article is in Slovenian.

Ključne besede

samoiniciativno preoblikovanje dela, zavzetost, emocionalna pripadnost, zaposleni

Keywords

job crafting, engagement, affective commitment, employees

Povzetek

S samoiniciativnim preoblikovanjem dela lahko zaposleni delu dajejo večji smisel kot sicer in tako uresničujejo svoje poslanstvo. Takšen pristop k delu povečuje posameznikovo motivacijo, zadovoljstvo in delovno uspešnost, kar posledično prinaša ugodne učinke za zaposlujočo organizacijo. V prispevku preučujeva, v kolikšni meri zaposleni z različno stopnjo izobrazbe ter številom let delovnih izkušenj preoblikujejo svoje delo in kakšne so posledice treh dimenzij samoiniciativnega preoblikovanja dela (preoblikovanja nalog, odnosov in miselnega zaznavanja). Analiza na vzorcu 224 zaposlenih v organizacijah v Sloveniji je pokazala, da bolj izobraženi zaposleni v večji meri preoblikujejo delo. Poleg tega rezultati kažejo pozitiven vpliv vseh treh oblik samoiniciativnega preoblikovanja dela na zavzetost zaposlenih, pri čemer ima najmočnejši vpliv miselno zaznavanje. Nadalje ugotavljava, da imata dimenziji samoiniciativnega preoblikovanja nalog in odnosov pozitiven vpliv na emocionalno pripadnost, medtem ko za preoblikovanje miselnega zaznavanja tega ne moreva trditi. Smiselno je torej preučevati posamezne pojavne oblike samoiniciativnega preoblikovanja dela in ne le skupnega konstrukta.

Abstract

Through self-initiated changes in their work (job crafting), employees can see greater meaning in their work than they would otherwise and thus fulfil their mission. Such an approach to work increases the individual's motivation, satisfaction and work performance, which in turn has a positive impact on work organisation. In the article, we examine the extent to which employees with different levels of education and number of years of work experience reshape their work and the consequences of the three dimensions of job crafting (changing tasks, relationships and cognitions). The analysis of a sample of 224 employees in organisations in Slovenia showed that better educated workers transform their work more. Moreover, the results show that all three forms of self-initiated work change have a positive impact on employee engagement, with the influence of cognitions being the strongest. We also find that the dimensions of self-initiated change in tasks and relationships have a positive impact on affective commitment, while we cannot claim the same for cognitions. It is therefore useful to examine the individual phenomena of self-initiated changes in work, not just the job crafting construct.

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