University of Tennessee at Chattanooga
Place of Publication
Job crafting, a type of employee-initiated job design concerned with job tasks, relationships, and mindsets about the job, is a relatively new concept that workplaces should be looking into. Job crafting has implications for how work is conducted and in what fashion, but little research has examined what external and internal factors could influence an individual’s inclination to job craft. Using a qualitative and quantitative approach, this study examines the possible relationships among task crafting, relational crafting, organizational culture, affect, and emotional stability. This study finds that organizational culture, affect, and emotional stability do impact how much an employee feels empowered to task craft and relational craft. The findings provide insights to what employers and employees should take notice of when considering how to facilitate job crafting and thus contributes to the general knowledge of job crafting.
I would like to thank my thesis director Dr. Randy Evans for his encouragement and direction throughout this process. I would also like to thank Dr. Andrea Neely for her guidance and support as a committee member. This project would not have been possible without their help, and I greatly appreciate their time, patience, and effort.
B. S.; An honors thesis submitted to the faculty of the University of Tennessee at Chattanooga in partial fulfillment of the requirements of the degree of Bachelor of Science.
Employee empowerment; Management -- employee participation; Personnel management
Human Resources Management
Myers, Mia, "Job crafting: who and where?" (2020). Honors Theses.