How employees’ pro-activity translates high-commitment HRM systems into work engagement: the mediating role of job crafting

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Abstract

In this study, we examine whether the relationship between employees’ perceptions of human resource management (HRM) and work engagement is mediated by job crafting. Using conservation of resources (COR) theory, we propose that HR practices offer job resources which employees reinvest by displaying job crafting behaviours. Since job crafting involves the pro-active redesign of job characteristics by employees, this study advances the idea that employees are pro-active in their response to HRM and translate perceived HRM practice into attitudinal outcomes through displaying pro-active behaviour. In support of this idea, our results show that the relationship between perceived HRM and work engagement is fully mediated by the job crafting type ‘increasing job resources and challenging job demands’. The job crafting type ‘decreasing hindering job demands’ turned out to be insignificantly related to both employee perceptions of HRM and work engagement.
Original languageEnglish
Number of pages26
JournalInternational journal of human resource management
DOIs
Publication statusE-pub ahead of print/First online - 5 Jun 2018

Fingerprint

Human resource management
Personnel
Conservation
Work engagement
Employees
Proactivity
Human resource management systems

Keywords

  • UT-Hybrid-D
  • job crafting
  • work engagement
  • employee perceptions
  • conservation of resources theory
  • High-commitment human resource management

Cite this

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title = "How employees’ pro-activity translates high-commitment HRM systems into work engagement: the mediating role of job crafting",
abstract = "In this study, we examine whether the relationship between employees’ perceptions of human resource management (HRM) and work engagement is mediated by job crafting. Using conservation of resources (COR) theory, we propose that HR practices offer job resources which employees reinvest by displaying job crafting behaviours. Since job crafting involves the pro-active redesign of job characteristics by employees, this study advances the idea that employees are pro-active in their response to HRM and translate perceived HRM practice into attitudinal outcomes through displaying pro-active behaviour. In support of this idea, our results show that the relationship between perceived HRM and work engagement is fully mediated by the job crafting type ‘increasing job resources and challenging job demands’. The job crafting type ‘decreasing hindering job demands’ turned out to be insignificantly related to both employee perceptions of HRM and work engagement.",
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author = "Meijerink, {Jeroen Gerard} and Bos-Nehles, {Anna Christina} and {de Leede}, Jan",
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