Purpose. Building on the Kaleidoscope Career Model (KCM), this study investigated whether need for challenge, autonomy and balance predict intrapreneurial behavior, job crafting, work engagement and need satisfaction. Method. Data of 642 public servants (response rate = 58 %) participating in a 2-wave follow-up survey study with a three-month interval were analysed using SmartPLS2. Results. In support of the KCM, need for challenge, and not need for autonomy or balance, predicted employee intrapreneurial behaviour and job crafting. Crafting challenges and job resources at Time 2 followed from employee intrapreneurial behavior at Time 1. Intrapreneurial behavior and job crafting did not predict need satisfaction over time, but correlated with work engagement at Time 1, which did predict both challenge and autonomy need satisfaction at Time 2. Conclusion. Need for challenge is the driving force behind intrapreneurial and job crafting behavior, but the accompanying work engagement predicts need fulfilment.

1. Presentation for the 31st ICP congress,
24 to 29 July, 2016, Yokohama, Japan
Marjan Gorgievski, Jason Gawke, Tom Junker

2.  Changes in the world of work have increased
demands for self-direction and worker initiative (e.g.,
Crant, 2000; Grant & Parker, 2009; Sullivan & Baruch,
2009).
 This has led to an increased need to understand the
how and why of pro-active worker behavior.
 This study aimed to understand the motives for and
outcomes of pro-active work behavior (job crafting and
employee intrapreneurship) from a kaleidoscope
career perspective.

3. PA Work and
P-E fit behavior
Strategic and venturing
behavior
“self-initiated, anticipatory action that aims to change and
improve the situation or oneself.” Parker & Collins, 2010, pp. 635

4. Basic assumption: Career patterns change throughout the life
span, with the emphasis shifting between:
Challenge – seeking career advancement and
personal growth through stimulating work
experiences.
Balance – desire to balance work and private
life.
Authenticity – need for work activities to be
congruent with personal values and beliefs.

5. Based on the KCM we expect:
H1 - Need for challenge and authenticity (not
balance) predict pro-active work
behavior (crafting challenge demands
and resources and employee
intrapreneurship)
H2 - Corporate entrepreneurial behavior
additionally predicts job crafting (more
challenge demands and resources).

6. H3 - Crafting challenges, crafting resources
and corporate entrepreneurial behavior
predicts fulfillment of need for
authenticity and need for challenge.
H4 - Crafting challenge demands, crafting
resources and corporate entrepreneurial
behavior predicts work engagement

7. Needs Action Fulfilment
and
engagement
H1
H2
H4
H3

8.  Longitudinal study with a 12 week time lag
 N = 641 civil servants, 59.8 % male, 80% higher
educated (bachelor)
Measures T1 and T2
◦ KCM needs (Maniero & Sullivan, 2005)
◦ KCM Need fulfilment, developed for this study
◦ Job crafting (Tims, Bakker & Derks, 2012)
◦ Employee Intrapreneurship (Gawke, Gorgievski, Bakker,
2015)
◦ Work engagement, 9 item version (Schaufeli, Bakker &
Salanova, 2006)
 Method: SmartPLS

9. 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19
1 gender
2 age 0,23
Time 1
3 Need for autonomy -0,01 -0,05 0,72
4 Need for balance -0,07 -0,13 0,28 0,81
5 Need for challenge -0,03 -0,12 0,37 0,21 0,77
6 autonomy fulfilment 0,06 -0,05 0,47 0,20 0,27 0,78
7 balance fulfilment 0,03 -0,08 0,12 0,45 0,13 0,45 0,86
8 challenge fulfilment 0,05 -0,03 0,11 0,13 0,37 0,59 0,36 0,81
9 crafting challenges -0,07 -0,16 0,33 0,03 0,54 0,19 0,01 0,17 0,77
10 crafting resources -0,05 -0,16 0,28 0,14 0,51 0,27 0,07 0,35 0,69 0,74
11 intrapreneurship 0,17 0,03 0,30 -0,02 0,42 0,19 -0,04 0,24 0,54 0,54 0,89
12 work engagement 0,06 0,04 0,14 0,01 0,33 0,46 0,17 0,54 0,33 0,42 0,29 0,92
Time 2
13 autonomy fulfilment 0,06 -0,08 0,31 0,14 0,20 0,64 0,35 0,46 0,14 0,24 0,17 0,41 0,76
14 balance fulfilment 0,01 -0,09 0,08 0,33 0,07 0,27 0,69 0,21 0,02 0,04 -0,04 0,10 0,38 0,85
15 challenge fulfilment 0,08 -0,07 0,09 0,11 0,31 0,49 0,30 0,72 0,18 0,32 0,24 0,50 0,59 0,30 0,81
16 crafting challenges -0,01 -0,17 0,29 0,03 0,54 0,17 0,02 0,16 0,73 0,56 0,50 0,23 0,17 0,05 0,20 0,76
17 crafting resources -0,02 -0,17 0,28 0,10 0,52 0,23 0,04 0,29 0,64 0,75 0,52 0,35 0,26 0,01 0,35 0,71 0,76
18 intrapreneurship 0,19 0,02 0,23 0,00 0,39 0,20 0,01 0,27 0,46 0,47 0,80 0,24 0,16 0,01 0,28 0,56 0,55 0,88
19 work engagement 0,04 0,03 0,11 -0,03 0,29 0,42 0,15 0,52 0,24 0,34 0,23 0,79 0,46 0,15 0,58 0,28 0,40 0,26 0,92
Career needs T1 Behaviour T1
H1  ? H2-4  ?

10. Need for
balance
Need for
authenticity
Need for
Challenge
Crafting
resources
Crafting
Challenges
Employee
Intrapreneurship
Crafting
resources
Crafting
Challenges
Employee
intrapreneurship
KCMNeeds
Proactivework
behavior
Proactivework
behavior
Partial support Hypothesis 1,
Need for challenge (not authenticity)
predicts pro-active work behavior
Full support Hypothesis 2,
intrapreneurship predicts crafting
resources and challenges
,07 (.03)
,15 (.03)
,20 (.03)
,14 (.03)
,12 (.03)

11.  No vice versa.
 Proactive behavior did not predict need fulfilment nor work
engagement.
 Only work engagement predicted KCM need fulfillment.
Balance
Fulfilment T1
Authenticity
Fulfilment T1
Challenge
Fulfilment T1
Work
Engagement
Work
Engagement
Balance
Fulfilment T2
Authenticity
Fulfilment T2
Challenge
Fulfilment T2
KCMNeed
fulfilment
KCMNeed
fulfilment
,15 (.04)
,15 (.04)

12. Wave 1 Wave 2
The engaged and challenge
seeking intrapreneur….

13.  Limiting factor: time frame.
◦ Too long to capture relationships between behavior
and work engagement?
◦ To short to capture changes in employee
intrapreneurship and need fulfilment?
 Could work engagement be a mediator?
 Self-reports:
◦ Do other people agree with the subjective reports
of employee behavior?
 Practical relevance KCM?

14.  Limiting factor: time frame.
◦ Too long to capture relationships between behavior
and work engagement?
◦ To short to capture changes in employee
intrapreneurship and need fulfilment?
 Could work engagement be a mediator?
 Self-reports:
◦ Do other people agree with the subjective reports
of employee behavior?
 Practical relevance KCM?
Thank you!