This two-wave study aimed to examine future time perspective (FTP) as an antecedent of job crafting, and in turn job crafting as a mediator in associations between FTP and work outcomes. Based on the lifespan socio-emotional selectivity theory, we expected that open-ended and limited FTP would evoke different forms of job crafting, which in turn would be associated with changes in work engagement and job performance. In line with our expectations, we found that employees whose open-ended FTP increased over a 1-year time period also crafted more job resources and challenging job demands such that their job provided them with more opportunities for knowledge acquisition, which in turn resulted
in increased levels of work engagement and job performance. However, contrary to our expectations, employees whose limited FTP increased over the 1-year time period did not proactively reduce their hindering job demands. Hence, although crafting fewer hindering job demands was directly related to decreased levels of work outcomes as expected, we found no indirect effect of changes in limited FTP
on changes in work engagement and performance via changes in this job crafting behaviour. These findings have important implications for the literature on job crafting and FTP.
Kooij et al. (2017) - The Influence of FTP on Work Engagement and Performance...Jos Akkermans
This two-wave study aimed to examine future time perspective (FTP) as an antecedent of job crafting,
and in turn job crafting as a mediator in associations between FTP and work outcomes. Based on the
lifespan socio-emotional selectivity theory, we expected that open-ended and limited FTP would evoke
different forms of job crafting, which in turn would be associated with changes in work engagement
and job performance. In line with our expectations, we found that employees whose open-ended FTP
increased over a 1-year time period also crafted more job resources and challenging job demands such
that their job provided them with more opportunities for knowledge acquisition, which in turn resulted
in increased levels of work engagement and job performance. However, contrary to our expectations,
employees whose limited FTP increased over the 1-year time period did not proactively reduce their
hindering job demands. Hence, although crafting fewer hindering job demands was directly related to
decreased levels of work outcomes as expected, we found no indirect effect of changes in limited FTP
on changes in work engagement and performance via changes in this job crafting behaviour. These
findings have important implications for the literature on job crafting and FTP.
Akkermans & Tims (2017) - Crafting your Career: How Career Competencies Relat...Jos Akkermans
This study aimed to investigate whether career competencies could enhance an
employee's subjective career success in terms of perceived employability and
work–home balance via job crafting behaviors. Based on Job Demands-
Resources (JD-R) Theory, we examined a potential motivational process in
which career competencies, as a personal resource, would enhance career success
through expansive job crafting. The results showed that job crafting mediated
the positive relationship between career competencies and both internal
and external perceived employability. In addition, job crafting mediated the
positive relationship between career competencies and work–home enrichment.
We expected a negative association between job crafting and work–home interference,
yet our results indicated that career competencies are indirectly and
positively related to work–home interference via job crafting. With our findings,
we add to JD-R Theory by (1) showing that career competencies may be
considered a personal resource, (2) empirically examining the role of job crafting
in motivational processes, and (3) showing that enhanced subjective career
success can be an outcome of motivational processes. Organisations may use
these findings to implement developmental HR practices aimed at increasing
career competencies and job crafting.
Akkermans & Tims (2016) - Crafting your Career: How Career Competencies Relat...Jos Akkermans
This study aimed to investigate whether career competencies could enhance an employee's subjective career success in terms of perceived employability and work–home balance via job crafting behaviors. Based on Job Demands-Resources (JD-R) Theory, we examined a potential motivational process in
which career competencies, as a personal resource, would enhance career success through expansive job crafting. The results showed that job crafting mediated the positive relationship between career competencies and both internal
and external perceived employability. In addition, job crafting mediated the positive relationship between career competencies and work–home enrichment. We expected a negative association between job crafting and work–home interference, yet our results indicated that career competencies are indirectly and positively related to work–home interference via job crafting. With our findings,
we add to JD-R Theory by (1) showing that career competencies may be considered a personal resource, (2) empirically examining the role of job crafting in motivational processes, and (3) showing that enhanced subjective career
success can be an outcome of motivational processes. Organisations may use these findings to implement developmental HR practices aimed at increasing
career competencies and job crafting.
Plomp et al. (2016) - Career Competencies and Job Crafting: How proactive Emp...Jos Akkermans
Purpose – The purpose of this paper is to bring together job design and career theory in the examination of how proactive employees optimize their well-being (i.e. job satisfaction and perceived health) through job crafting and career competencies. This study offers an integrated account of the
pathway from proactive personality to well-being.
Design/methodology/approach – Data were collected by a cross-sectional self-report survey study among 574 employees working in various organizations.
Findings – The results of structural equation modeling analyses supported the proposed double mediation model: job crafting and career competencies both mediated the positive relationship between proactive personality and well-being. The findings suggest that proactive employees can enhance their well-being both through proactive job redesign and the development of career-related skills and abilities.
Research limitations/implications – This study precludes causal explanations. Future research should further investigate the role of employee proactivity related to contemporary work topics, including temporary contracts and self-employment.
Practical implications – Managers and HR practitioners can optimize employee well-being by focusing on HR policies related to job redesign, as well as investing in training and development of career competencies.
Originality/value – This paper integrates two research domains by exploring how proactive employees take a proactive stance toward their job as well as their career, and investigates how this proactive approach contributes to their well-being. In addition, the authors demonstrated a link between the development of career competencies and employee health.
Kooij et al. (2017) - The Influence of FTP on Work Engagement and Performance...Jos Akkermans
This two-wave study aimed to examine future time perspective (FTP) as an antecedent of job crafting,
and in turn job crafting as a mediator in associations between FTP and work outcomes. Based on the
lifespan socio-emotional selectivity theory, we expected that open-ended and limited FTP would evoke
different forms of job crafting, which in turn would be associated with changes in work engagement
and job performance. In line with our expectations, we found that employees whose open-ended FTP
increased over a 1-year time period also crafted more job resources and challenging job demands such
that their job provided them with more opportunities for knowledge acquisition, which in turn resulted
in increased levels of work engagement and job performance. However, contrary to our expectations,
employees whose limited FTP increased over the 1-year time period did not proactively reduce their
hindering job demands. Hence, although crafting fewer hindering job demands was directly related to
decreased levels of work outcomes as expected, we found no indirect effect of changes in limited FTP
on changes in work engagement and performance via changes in this job crafting behaviour. These
findings have important implications for the literature on job crafting and FTP.
Akkermans & Tims (2017) - Crafting your Career: How Career Competencies Relat...Jos Akkermans
This study aimed to investigate whether career competencies could enhance an
employee's subjective career success in terms of perceived employability and
work–home balance via job crafting behaviors. Based on Job Demands-
Resources (JD-R) Theory, we examined a potential motivational process in
which career competencies, as a personal resource, would enhance career success
through expansive job crafting. The results showed that job crafting mediated
the positive relationship between career competencies and both internal
and external perceived employability. In addition, job crafting mediated the
positive relationship between career competencies and work–home enrichment.
We expected a negative association between job crafting and work–home interference,
yet our results indicated that career competencies are indirectly and
positively related to work–home interference via job crafting. With our findings,
we add to JD-R Theory by (1) showing that career competencies may be
considered a personal resource, (2) empirically examining the role of job crafting
in motivational processes, and (3) showing that enhanced subjective career
success can be an outcome of motivational processes. Organisations may use
these findings to implement developmental HR practices aimed at increasing
career competencies and job crafting.
Akkermans & Tims (2016) - Crafting your Career: How Career Competencies Relat...Jos Akkermans
This study aimed to investigate whether career competencies could enhance an employee's subjective career success in terms of perceived employability and work–home balance via job crafting behaviors. Based on Job Demands-Resources (JD-R) Theory, we examined a potential motivational process in
which career competencies, as a personal resource, would enhance career success through expansive job crafting. The results showed that job crafting mediated the positive relationship between career competencies and both internal
and external perceived employability. In addition, job crafting mediated the positive relationship between career competencies and work–home enrichment. We expected a negative association between job crafting and work–home interference, yet our results indicated that career competencies are indirectly and positively related to work–home interference via job crafting. With our findings,
we add to JD-R Theory by (1) showing that career competencies may be considered a personal resource, (2) empirically examining the role of job crafting in motivational processes, and (3) showing that enhanced subjective career
success can be an outcome of motivational processes. Organisations may use these findings to implement developmental HR practices aimed at increasing
career competencies and job crafting.
Plomp et al. (2016) - Career Competencies and Job Crafting: How proactive Emp...Jos Akkermans
Purpose – The purpose of this paper is to bring together job design and career theory in the examination of how proactive employees optimize their well-being (i.e. job satisfaction and perceived health) through job crafting and career competencies. This study offers an integrated account of the
pathway from proactive personality to well-being.
Design/methodology/approach – Data were collected by a cross-sectional self-report survey study among 574 employees working in various organizations.
Findings – The results of structural equation modeling analyses supported the proposed double mediation model: job crafting and career competencies both mediated the positive relationship between proactive personality and well-being. The findings suggest that proactive employees can enhance their well-being both through proactive job redesign and the development of career-related skills and abilities.
Research limitations/implications – This study precludes causal explanations. Future research should further investigate the role of employee proactivity related to contemporary work topics, including temporary contracts and self-employment.
Practical implications – Managers and HR practitioners can optimize employee well-being by focusing on HR policies related to job redesign, as well as investing in training and development of career competencies.
Originality/value – This paper integrates two research domains by exploring how proactive employees take a proactive stance toward their job as well as their career, and investigates how this proactive approach contributes to their well-being. In addition, the authors demonstrated a link between the development of career competencies and employee health.
Tässä tutkimuksessa tarkastellaan, minkälaisia vaikutuksia lähiesimiehen johtamisella on työntekijöiden kokemaan työtyytyväisyyteen, eläköitymisaikeisiin ennen varsinaista eläkeikää sekä toimipaikkojen tuottavuuteen. Lisäksi selvitetään, onko lähiesimiehen johtamisen merkityksessä työntekijöiden kokemaan työtyytyväisyyteen ja eläkeaikeisiin tapahtunut muutoksia yli ajan. Analyyseissa käytetään laajoja ja kaikkia palkansaajia edustavia työolotutkimuksen aineistoja vuosilta 1990, 1997, 2003 ja 2008 sekä vuoden 2008 työolotutkimuksen aineistoa yhdistettynä kahteen rekisteripohjaiseen aineistoon, toimipaikka- ja yksilöaineistoon (FLEED) sekä teollisuuden toimipaikkojen pitkittäisaineistoon (LPDM).
Saadut tulokset korostavat lähiesimiehen johtamisen merkitystä työntekijöiden hyvinvoinnille. Esimiehen
johtaminen on voimavara, jolla on varsin merkittävä vaikutus työntekijöiden kokemaan työtyytyväisyyteen, kun vakioidaan laajaa joukkoa muita työtyytyväisyyteen vaikuttavia tekijöitä.
Lähiesimiehen johtamisella on myös tilastollisesti merkitsevä vaikutus 45+-vuotiaiden eläköitymisaikeisiin.
Lähiesimiehen johtamisen yhteys toimipaikkojen tuottavuuteen oli positiivinen, mutta tämä suhde oli tilastollisesti merkitsevä ainoastaan, kun tuottavuuden mittarina käytettiin liikevaihtoa
työntekijää kohti kaikkia toimialoja koskevassa analyysissa.
The Effect of Work Relations on Commitment to Change-A study on small compani...ijtsrd
Research has shown that when managers are unable to get employees commitment to a new Leader-member exchange, commitment to change, dyadic influences idea the implementation of the change fails. In an extension to the work by Jones (2007), this study attempts to understand the role of dyadic influences on gaining employee commitment. The purpose of this paper is to understand the roles that work relations i.e. relationship with the manager and relationship with co-workers play in the employees commitment to change. The leader-member exchange (LMX) theory is used to understand the dynamics of the relationship between the manager and the employee. The LMX theory and the change management are integrated to understand the interaction between the two. To understand the impact the co-workers have, their opinion on the change as well as the influence of quality of the relationship with the co-worker was measured. Commitment to change was divided into: affective, continuance, and normative commitment to change. Responses were collected from 150 respondents who has recently experienced significant changes in their workplace. The results have shown that the employees relationship with the manager has a significant influence on the affective and normative commitment to change but not on the normative commitment of the employees. On the other hand, the quality of the relation with the co-worker and commitment to change are positively related and when the relationship is good the opinion of the co-worker is related to commitment to change. Thus, this paper shows the importance of relationships in the workplace on gaining employee commitment to change. Dr. Natashaa Kaul | Prof. Amruta Deshpande"The Effect of Work Relations on Commitment to Change-A study on small companies in the Pune Area" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-2 | Issue-1 , December 2017, URL: http://www.ijtsrd.com/papers/ijtsrd7162.pdf http://www.ijtsrd.com/management/hrm-and-retail-business/7162/the-effect-of-work-relations-on-commitment-to--change-a-study-on-small-companies-in-the-pune-area/dr-natashaa-kaul
International Journal of Humanities and Social Science Invention (IJHSSI) is an international journal intended for professionals and researchers in all fields of Humanities and Social Science. IJHSSI publishes research articles and reviews within the whole field Humanities and Social Science, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Tutkimuksessa tarkastellaan työn vaatimusten, työntekijän vaikutusmahdollisuuksien ja esimiehiltä saatavan tuen vaikutuksia erikseen ja yhdessä työssä koettuun hyvinvointiin. Tulokset osoittavat, että vaikutusmahdollisuudet ja esimiehen tuki ovat merkittäviä työhyvinvoinnin selittäjiä.
Akkermans et al. (2013) - The Role of Career Competencies in the JD-R ModelJos Akkermans
This study investigated the role of career competencies as a mediator in the Job Demands —
Resources model. Structural equation modeling with data from 305 young employed persons
aged 16–30 years showed that career competencies are positively related to job resources and
work engagement, but not to job demands and emotional exhaustion. Furthermore, career
competencies had a partially mediating effect on the relationship between job resources and
work engagement, and job resources had a partially mediating effect on the relationship
between career competencies and work engagement. These findings suggest that career
competencies may act in a similar way as personal resources in fostering work engagement.
Our results underline the importance of combining research on job design and career
development, and suggest that career competencies may have a role in stimulating employee
wellbeing. Career counselors and HR programs may benefit from this insight by simultaneously
increasing job resources and career competencies to increase employee wellbeing.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
It is important for managers to design jobs that create a sense of interest and foster commitment in employees, thereby motivating them. Job designs should focus on whether employees are motivated
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
The changing nature of the workplace has created different employees' expectations and demands. As a result, the working environment is no longer associated with employees that are rigid and treating jobs as static sets of tasks. Instead, employees are being proactive in developing and adjusting their work roles and functions. The act or behaviour of these employees in adapting their work roles to match their needs and preferences is called job crafting. Goal orientation is considered as an important dimension in influencing their behaviours. However, there has been little research on how the mindset, especially public sector employee's goal orientation, adapt to the changing and challenging world of work. Using Partial Least Square approach with 150 samples, the study showed that public employees with learning goal orientation do embraced job crafting activities and the surprising finding that those with performance prove do not embraced such activities.
Tässä tutkimuksessa tarkastellaan, minkälaisia vaikutuksia lähiesimiehen johtamisella on työntekijöiden kokemaan työtyytyväisyyteen, eläköitymisaikeisiin ennen varsinaista eläkeikää sekä toimipaikkojen tuottavuuteen. Lisäksi selvitetään, onko lähiesimiehen johtamisen merkityksessä työntekijöiden kokemaan työtyytyväisyyteen ja eläkeaikeisiin tapahtunut muutoksia yli ajan. Analyyseissa käytetään laajoja ja kaikkia palkansaajia edustavia työolotutkimuksen aineistoja vuosilta 1990, 1997, 2003 ja 2008 sekä vuoden 2008 työolotutkimuksen aineistoa yhdistettynä kahteen rekisteripohjaiseen aineistoon, toimipaikka- ja yksilöaineistoon (FLEED) sekä teollisuuden toimipaikkojen pitkittäisaineistoon (LPDM).
Saadut tulokset korostavat lähiesimiehen johtamisen merkitystä työntekijöiden hyvinvoinnille. Esimiehen
johtaminen on voimavara, jolla on varsin merkittävä vaikutus työntekijöiden kokemaan työtyytyväisyyteen, kun vakioidaan laajaa joukkoa muita työtyytyväisyyteen vaikuttavia tekijöitä.
Lähiesimiehen johtamisella on myös tilastollisesti merkitsevä vaikutus 45+-vuotiaiden eläköitymisaikeisiin.
Lähiesimiehen johtamisen yhteys toimipaikkojen tuottavuuteen oli positiivinen, mutta tämä suhde oli tilastollisesti merkitsevä ainoastaan, kun tuottavuuden mittarina käytettiin liikevaihtoa
työntekijää kohti kaikkia toimialoja koskevassa analyysissa.
The Effect of Work Relations on Commitment to Change-A study on small compani...ijtsrd
Research has shown that when managers are unable to get employees commitment to a new Leader-member exchange, commitment to change, dyadic influences idea the implementation of the change fails. In an extension to the work by Jones (2007), this study attempts to understand the role of dyadic influences on gaining employee commitment. The purpose of this paper is to understand the roles that work relations i.e. relationship with the manager and relationship with co-workers play in the employees commitment to change. The leader-member exchange (LMX) theory is used to understand the dynamics of the relationship between the manager and the employee. The LMX theory and the change management are integrated to understand the interaction between the two. To understand the impact the co-workers have, their opinion on the change as well as the influence of quality of the relationship with the co-worker was measured. Commitment to change was divided into: affective, continuance, and normative commitment to change. Responses were collected from 150 respondents who has recently experienced significant changes in their workplace. The results have shown that the employees relationship with the manager has a significant influence on the affective and normative commitment to change but not on the normative commitment of the employees. On the other hand, the quality of the relation with the co-worker and commitment to change are positively related and when the relationship is good the opinion of the co-worker is related to commitment to change. Thus, this paper shows the importance of relationships in the workplace on gaining employee commitment to change. Dr. Natashaa Kaul | Prof. Amruta Deshpande"The Effect of Work Relations on Commitment to Change-A study on small companies in the Pune Area" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-2 | Issue-1 , December 2017, URL: http://www.ijtsrd.com/papers/ijtsrd7162.pdf http://www.ijtsrd.com/management/hrm-and-retail-business/7162/the-effect-of-work-relations-on-commitment-to--change-a-study-on-small-companies-in-the-pune-area/dr-natashaa-kaul
International Journal of Humanities and Social Science Invention (IJHSSI) is an international journal intended for professionals and researchers in all fields of Humanities and Social Science. IJHSSI publishes research articles and reviews within the whole field Humanities and Social Science, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Tutkimuksessa tarkastellaan työn vaatimusten, työntekijän vaikutusmahdollisuuksien ja esimiehiltä saatavan tuen vaikutuksia erikseen ja yhdessä työssä koettuun hyvinvointiin. Tulokset osoittavat, että vaikutusmahdollisuudet ja esimiehen tuki ovat merkittäviä työhyvinvoinnin selittäjiä.
Akkermans et al. (2013) - The Role of Career Competencies in the JD-R ModelJos Akkermans
This study investigated the role of career competencies as a mediator in the Job Demands —
Resources model. Structural equation modeling with data from 305 young employed persons
aged 16–30 years showed that career competencies are positively related to job resources and
work engagement, but not to job demands and emotional exhaustion. Furthermore, career
competencies had a partially mediating effect on the relationship between job resources and
work engagement, and job resources had a partially mediating effect on the relationship
between career competencies and work engagement. These findings suggest that career
competencies may act in a similar way as personal resources in fostering work engagement.
Our results underline the importance of combining research on job design and career
development, and suggest that career competencies may have a role in stimulating employee
wellbeing. Career counselors and HR programs may benefit from this insight by simultaneously
increasing job resources and career competencies to increase employee wellbeing.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
It is important for managers to design jobs that create a sense of interest and foster commitment in employees, thereby motivating them. Job designs should focus on whether employees are motivated
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
The changing nature of the workplace has created different employees' expectations and demands. As a result, the working environment is no longer associated with employees that are rigid and treating jobs as static sets of tasks. Instead, employees are being proactive in developing and adjusting their work roles and functions. The act or behaviour of these employees in adapting their work roles to match their needs and preferences is called job crafting. Goal orientation is considered as an important dimension in influencing their behaviours. However, there has been little research on how the mindset, especially public sector employee's goal orientation, adapt to the changing and challenging world of work. Using Partial Least Square approach with 150 samples, the study showed that public employees with learning goal orientation do embraced job crafting activities and the surprising finding that those with performance prove do not embraced such activities.
Academy of Management 2016: HRM, Employability, and OutcomesJos Akkermans
This paper was presented during the Academy of Management 2016 meeting in Anaheim, California. It presents our work on the relationships between HRM practices and organizational outcomes via perceptions of employability.
Identifying risks trough economic complaints & appetite
Based on official data:
Russian Export Strategy 2030
Conception of the long socio-economic development of the Russian Federation until 2020
Foreign Trade Strategy 2020
Strategy of Innovative Development of the Russian Federation until 2020
Conception of the Foreign Policy of the Russian Federation
Government Program “Foreign Economic activity Development”
Presidential Decrees
Support for Access to Foreign Markets and Export Promotion
Industrial risks
Tijdens deze NFMD meeting hebben we het gehad over het werk en de loopbaan van young professionals. Wat voor uitdagingen lopen zij tegen het lijf tijdens de start van hun loopbaan? Hoe kunnen ze hiermee omgaan? Dit soort vraagstukken kwamen tijdens deze dag aan de orde.
Akkermans et al. (2016) - What About Time? Examining Chronological and Subjec...Jos Akkermans
Purpose – The aging workforce is becoming an increasingly important topic in today’s labor market. However, most scientific research and organizational policies focus on chronological age as the main determinant of successful aging. Based on life span developmental theories – primarily socioemotional selectivity theory and motivational theory of life span development – the purpose of this paper is to test the
added value of using subjective age – in terms of remaining opportunities and remaining time – over and above chronological age in their associations with motivation at work and motivation to work.
Design/methodology/approach – Workers from five different divisions throughout the Netherlands (n=186) from a taxi company participated in the survey study.
Findings – The results from the regression analyses and structural equation modeling analyses support
the hypotheses: when subjective age was included in the models, chronological age was virtually unrelated to workers’ intrinsic motivation, extrinsic motivation, and motivation to continue to work for one’s organization. Moreover, subjective age was strongly related to work motivation. Specifically,
workers who perceived many remaining opportunities were more intrinsically and extrinsically motivated, and those who perceived a lot of remaining time were more motivated across the board.
Originality/value – The findings indicate that subjective age is an important concept to include in studies focussing on successful aging, thereby contributing to life span developmental theories. Further implications for research and practice are discussed.
Keywords Age, Work motivation, Future time perspective, Remaining
Organizational Effectiveness as aFunction of Employee Engage.docxgerardkortney
Organizational Effectiveness as a
Function of Employee Engagement
Aakanksha Kataria*, Renu Rastogi** arú Pooja Garg***
The paper reviews the organizational paradigms of employee engagement in context of its
organizational outcomes and aims to unlock the relationship between engagement and perceived
organizational effectiveness. The study was designed to generate and test two hypothesized models
colligating between engagement and the constituents oforganizatiorud effectiveness. The results of
structural equation modeling suggest that engagement is significantly associated with perceived
organizational effectiveness in that it also entails a positive impact upon the organizational
effectiver\ess. The results encourage organizations to consider the potential signiftance of employee
engagement towards organization^ effectiveness and also exemplify the role ofHR managers in
delineating the psychological fabric of the organization and conditions for high engagement. The
paper adds useful insights while articulating that engagement is an expedient phenomenon that
drifts organizational effectiveness.
INTRODUCTION
The notion of employee engagement has marked its critical presence in organizational
sciences for more than over 20 years. The research on engagement is flourishing lately
and witnessing a remarkable increase in the number of empirical studies more frequently
than ever (Sonnetag, 2011 ; and Rurkkhum and Bartlett, 2012), while noting its positive
linkages to several bottom line organizational outcomes for instance, productivity, profits,
business growth, quality, customer satisfaction, employee retention, job performance,
and low absenteeism (Buckingham and Cofifiman, 1999; Coffinan and Gonzalez-Molina,
2002; Buchanan, 2004; Hewitt Associates LLC, 2005; Fleming and Asplund, 2007;
Lockwood, 2007; Bakker and Bal, 2010; Demerouti and Cropanzano, 2010;
Xanthopoulou et al, 2009; and Sundaray, 2011). In addition, it has also been observed
that engaged employees report less absenteeism, stay with the organization longer, and
are happier being proactive, and more productive (Harter et al, 2002; and Sonnentag,
2011). This might be due to the fact that engaged employees being enthusiastic (Pitt-
* Research Scbolar, Department of Humanities & Social Sciences, Indian Institute of Technology, Roorkee
(IITR), Roorkee. India. E-mail: [email protected]
** Professor, Department of Humanities & Social Sciences, Indian Institute of Technology, Roorkee (IITR),
Roorkee, India. E-mail: [email protected]
* * * Assistant Professor, Department of Humanities & Social Sciences, Indian Institute of Technology, Roorkee
(IITR), Roorkee, India. E-mail: [email protected]
ORGANIZATIONAL EFFECTIVENESS AS A FUNCTION OF EMPLOYEE ENGAGEMENT
Catsouphes and Matz-Costa, 2008), dedicated, and psychologically involved in their
work, are willing to invest their active physical strength and emotional energy towards
the fulfilment of organizational goals.
Accordingly.
Workforce engagement: What it is, what drives it, and why it matters for orga...Andrea Kropp
Based on a review of the history of the employee engagement construct and its measurement, we define workforce engagement as the aggregate of the work engagement experiences of individual employees in an organization. In contrast to most research on employee engagement, we study
companies rather than individuals and the companies represent a diverse set of industries. We hypothesize and demonstrate on a sample of (up to) 102 publicly traded companies that
workforce engagement significantly predicts organizational financial (adjusting for industry: Return on Assets, Net Margin but not Tobin's q) and customer metrics (the American Customer Satisfaction Index and the Harris Reputation Quotient) 1 and 2 years after the workforce engagement
data were collected. In addition, using a split‐sample approach to avoid method bias, we hypothesize and show that (a) company organizational practices (the strongest correlate),
supervisory support, and work attributes are significant correlates of workforce engagement and (b) that workforce engagement mediates the relationship between these correlates of engagement and the organizational performance metrics. Implications of the findings for research and practice are discussed.
Effect of learning goal orientationon work engagement througEvonCanales257
Effect of learning goal orientation
on work engagement through
job crafting
A moderated mediation approach
Makoto Matsuo
Graduate School of Economics and Business Administration, Hokkaido
University, Sapporo, Japan
Abstract
Purpose – The purpose of this paper is to examine the mechanism by which learning goal orientation (LGO)
promotes work engagement through job crafting (seeking challenges).
Design/methodology/approach – A moderated mediation model was tested using survey data from 266
public health nurses and hospital nurses in Japan.
Findings – The results indicated that job crafting partially mediated the relationship between LGO and work
engagement, and that the mediation effect was stronger when reflection was high (vs middle and low).
Research limitations/implications – Although common method bias and validity of measurement were
evaluated in this paper, the survey data were cross-sectional.
Practical implications – The results suggest that selecting people with a stronger sense of LGO may be a
useful strategy for promoting job crafting and work engagement in an organization. Additionally,
organizations should give employees opportunities to reflect on their jobs and to craft them into more
challenging ones in the workplace.
Originality/value – Although little is known about mechanisms by which LGO promotes work engagement,
this study found that job crafting and reflection play important roles in linking LGO and work engagement.
Keywords Quantitative, Reflection, Work engagement, Moderated mediation, Learning goal orientation,
Job crafting
Paper type Research paper
Introduction
Work engagement, or a positive, fulfilling, work-related state of mind (Schaufeli et al., 2002),
has emerged as a significant construct in the applied psychological and management
literature because it has been shown to promote both well-being and performance in
employees (Saks, 2006; Van De Voorde et al., 2016). The growing interest in work engagement
gives rise to the need for better understanding of its antecedents (Woods and Sofat, 2013).
Although numerous factors have been examined as antecedents (e.g. self-regulation
behaviors, personality traits, psychological meaningfulness, job autonomy), learning goal
orientation (LGO), known as a disposition that intrinsically motivates employees (Cerasoli
and Ford, 2014), may be one of the major determinants of work engagement (Adriaenssens
et al., 2015; Jones et al., 2017) because work engagement constitutes a form of intrinsic
motivation (Demerouti et al., 2015). Despite their importance, little is known, from previous
studies, about the factors that mediate the relationship between LGO and work engagement.
To address this gap, the present research examined the LGO–engagement relationship in
terms of “job crafting” (seeking challenges), conceptualized based on job demands-resources
(JD-R) theory (Demerouti et al., 2001), as well as “reflection,” which plays an important role
in the learning process (Kolb, 19 ...
A Study of the Relationship between Work Engagement and Job Satisfaction in P...IJAEMSJORNAL
The purpose of this study is to investigate the relationship between work engagement and job satisfaction. The research aimed to examine each of ( equal opportunities, personal influence, nature of career, development opportunity, employee recognition, work challenge, supervisor behaviour, ethics and integrity, and job empowerment) and its relationship with job satisfaction in private companies in Erbil. The researcher used quantitative research method in order to measure the relationship between work engagement and job satisfaction, however only 108 respondents were participated in the current study. The researcher used multiple regression analysis to measure the relationship among variables. The researcher found that workplace challenge had the highest value among other work engagement elements = .671 and P-value = .000 which indicates that many private companies’ employees are engaged to their job because of time management, Overwhelming workloads and communication. This research highlighted the significance of workplace challenge that inspires the individuals to be more engaged to their organization. Employee engagement is a positive attitude towards the workplace and is the degree that an individual is bind to the organization. Only small number of employees had participated in this research from private companies in Kurdistan, which limits the outcome of the study.
Role Stress Sources (Role Perceptions)'s Effect on Intention to Leave the Wor...inventionjournals
Role ambiguity and role conflict as role stress sources and turnover intention have been studied with various variables such as job satisfaction, organizational commitment, or organizational culture by some researchers. Then in this study we tried introduce the effect of role stress sources on intention to leave the work. Research of the study is applied at a State University in Ankara/Turkey. Role stress sources or role perceptions are held as role ambiguity and role conflict. The sample is consisted of 297 research assistants of the university from different departments. Role conflict and role ambiguity questionnaires applied to the research assistants. The results of the study demonstrated that multiple linear regression analysis is performed to determine effects of role conflict and role ambiguity on intention to leave work of research assistants. The results of multiple regression analysis are statistically significant (F (2,294) = 38,378, p <, 001). The adjusted R square value is 0,20. This result shows that 20 percent of the intention to leave the work is explained by role conflict and role ambiguity. According to the multiple regressions analysis performed, while the role ambiguity affects intention to leave the work significantly and negatively, the role conflict effects intention to leave the work significantly and positively.
Employee Englightnment Sulphey and BasheerM M Sulphey
an enlightened employee is capable of radiating a positive energy among his peers and colleagues. He creates not only a better surrounding by keeping his actions at par with his words, but also better humans of tomorrow not just limiting to commitment or engagement.
Sustainable Careers: Towards a Conceptual ModelJos Akkermans
This presentation features some highlights from our conceptual paper on sustainable careers (De Vos, Van der Heijden, & Akkermans, 2018 in Journal of Vocational Behavior)
Erasmus University Guest Lecture - Building a Sustainable CareerJos Akkermans
On Monday September 25th I gave a guest lecture at Erasmus University Rotterdam about sustainable careers. Among other things, we discussed what a sustainable career is, why we need to pay attention to them, and what young individuals can do to successfully start a sustainable career.
The role of career competencies and career adaptability in students' well-bei...Jos Akkermans
During AOM 2017, I presented a paper about the role of career competencies and career adaptability in students' well-being and performance, on behalf of the first author, Kristina Paradniké.
School-to-work transition in the contemporary career: An interdisciplinary sy...Jos Akkermans
I presented this paper on behalf of the first author, Rowena Blokker. The paper features a systematic review of the school-to-work transition literature, including antecedents and consequences, and a preliminary conceptual model of macro and micro factors.
Duurzame Loopbanen van Universitair DocentenJos Akkermans
Keynote tijdens het symposium "Waardering van Docenten" aan de Vrije Universiteit Amsterdam op 20 juni 2017 in het kader van de promotie van Thea van Lankveld
Akkermans, J., Brenninkmeijer, V., & Blonk, R.W.B. Career competencies and CareerSKILLS. Paper presented at the bi-annual Unemployment, Job Insecurity and Health (UJIH) conference, November 2011, in Helsinki, Finland.
Career Competencies and Employability: A Successful Team?Jos Akkermans
Akkermans, J., Brenninkmeijer, V., & Blonk, R.W.B. Career competencies and employability: A successful team? Paper presented at the bi-annual conference of the European Association of Work and Organizational Psychology (EAWOP), May 2011, in Maastricht, Netherlands
These slides are from a guest lecture that I provided for the course HRM Practices: A Global Perspective. The topic is Training & Development and contemporary careers.
The Employability Management Paradox: Beauty or the Beast?Jos Akkermans
This was the overall symposium presentation during the 2014 Academy of Management conference, which was co-organized by Nele de Cuyper and Anneleen Forrier.
Akkermans et al. (2015) - Practice Makes PerfectJos Akkermans
A major work-related transition that individuals go through in the beginning of their career is the school-to-work transition (STWT) . During this transition young individuals face many challenges and changes in a relatively brief period of time, such as developing a professional identity (McKee-Ryan et al. 2005 ), fi nding suitable employment (e.g., Scherer 2004 ), and going through the organizational socialization
process (Koivisto et al. 2007 ). The STWT is more relevant now than ever because of increasing demands for fl exibility and career self-management (e.g., Akkermans et al. 2013c ), and because the worldwide economic crisis of the past
years has struck young employees hardest of all (European Commission 2012 ). Therefore, this chapter focuses specifi cally on this transition. First, we will discuss recent trends with regard to employment statistics of young workers in Europe.
Second, we will focus on known antecedents and consequences of an adaptive STWT. Next, we will discuss the new career perspective, and examine two emerging
topics; career adaptability and career competencies . Finally, we will present two cases in which the CareerSKILLS method in The Netherlands, and the School-to-Work Group Method in Finland will be detailed.
Akkermans et al. (2015) - It's All About CareerSKILLSJos Akkermans
The aim of our study was to investigate the effectiveness of the CareerSKILLS program, a career development intervention based on career competencies and the JOBS methodology, which aims to stimulate career self-management
and well-being of young employees. In a quasi-randomized control trial, the effects of the program were tested in a homogeneous sample of young employees
with intermediate vocational education (Nintervention = 112, Nnon-intervention = 61) and in a heterogeneous sample of employees from a special reintegration program (Nintervention = 71, Nnon-intervention = 41). Our results support the effectiveness of the intervention: participants of the CareerSKILLS program, versus a control group, showed increases in six career competencies (refl ection of
motivation, refl ection on qualities, networking, self-profi ling, work exploration, and career control), self-effi cacy, resilience against setbacks, careerrelated behaviors, perceived employability, and work engagement. These
results provide empirical support for the effectiveness of the CareerSKILLS program. Theoretical and practical implications are discussed.
Jonge werknemers zijn het hardst getroff en door de
wereldwijde economische crisis, resulterend in een enorme
jeugdwerkeloosheid. Hoe kunnen we juist deze groep
stimuleren in hun loopbaanontwikkeling en hun welzijn?
Dit artikel bespreekt de belangrijkste bevindingen van een
promotieonderzoek op dit thema.
Seminar of U.V. Spectroscopy by SAMIR PANDASAMIR PANDA
Spectroscopy is a branch of science dealing the study of interaction of electromagnetic radiation with matter.
Ultraviolet-visible spectroscopy refers to absorption spectroscopy or reflect spectroscopy in the UV-VIS spectral region.
Ultraviolet-visible spectroscopy is an analytical method that can measure the amount of light received by the analyte.
Professional air quality monitoring systems provide immediate, on-site data for analysis, compliance, and decision-making.
Monitor common gases, weather parameters, particulates.
This pdf is about the Schizophrenia.
For more details visit on YouTube; @SELF-EXPLANATORY;
https://www.youtube.com/channel/UCAiarMZDNhe1A3Rnpr_WkzA/videos
Thanks...!
Deep Behavioral Phenotyping in Systems Neuroscience for Functional Atlasing a...Ana Luísa Pinho
Functional Magnetic Resonance Imaging (fMRI) provides means to characterize brain activations in response to behavior. However, cognitive neuroscience has been limited to group-level effects referring to the performance of specific tasks. To obtain the functional profile of elementary cognitive mechanisms, the combination of brain responses to many tasks is required. Yet, to date, both structural atlases and parcellation-based activations do not fully account for cognitive function and still present several limitations. Further, they do not adapt overall to individual characteristics. In this talk, I will give an account of deep-behavioral phenotyping strategies, namely data-driven methods in large task-fMRI datasets, to optimize functional brain-data collection and improve inference of effects-of-interest related to mental processes. Key to this approach is the employment of fast multi-functional paradigms rich on features that can be well parametrized and, consequently, facilitate the creation of psycho-physiological constructs to be modelled with imaging data. Particular emphasis will be given to music stimuli when studying high-order cognitive mechanisms, due to their ecological nature and quality to enable complex behavior compounded by discrete entities. I will also discuss how deep-behavioral phenotyping and individualized models applied to neuroimaging data can better account for the subject-specific organization of domain-general cognitive systems in the human brain. Finally, the accumulation of functional brain signatures brings the possibility to clarify relationships among tasks and create a univocal link between brain systems and mental functions through: (1) the development of ontologies proposing an organization of cognitive processes; and (2) brain-network taxonomies describing functional specialization. To this end, tools to improve commensurability in cognitive science are necessary, such as public repositories, ontology-based platforms and automated meta-analysis tools. I will thus discuss some brain-atlasing resources currently under development, and their applicability in cognitive as well as clinical neuroscience.
Introduction:
RNA interference (RNAi) or Post-Transcriptional Gene Silencing (PTGS) is an important biological process for modulating eukaryotic gene expression.
It is highly conserved process of posttranscriptional gene silencing by which double stranded RNA (dsRNA) causes sequence-specific degradation of mRNA sequences.
dsRNA-induced gene silencing (RNAi) is reported in a wide range of eukaryotes ranging from worms, insects, mammals and plants.
This process mediates resistance to both endogenous parasitic and exogenous pathogenic nucleic acids, and regulates the expression of protein-coding genes.
What are small ncRNAs?
micro RNA (miRNA)
short interfering RNA (siRNA)
Properties of small non-coding RNA:
Involved in silencing mRNA transcripts.
Called “small” because they are usually only about 21-24 nucleotides long.
Synthesized by first cutting up longer precursor sequences (like the 61nt one that Lee discovered).
Silence an mRNA by base pairing with some sequence on the mRNA.
Discovery of siRNA?
The first small RNA:
In 1993 Rosalind Lee (Victor Ambros lab) was studying a non- coding gene in C. elegans, lin-4, that was involved in silencing of another gene, lin-14, at the appropriate time in the
development of the worm C. elegans.
Two small transcripts of lin-4 (22nt and 61nt) were found to be complementary to a sequence in the 3' UTR of lin-14.
Because lin-4 encoded no protein, she deduced that it must be these transcripts that are causing the silencing by RNA-RNA interactions.
Types of RNAi ( non coding RNA)
MiRNA
Length (23-25 nt)
Trans acting
Binds with target MRNA in mismatch
Translation inhibition
Si RNA
Length 21 nt.
Cis acting
Bind with target Mrna in perfect complementary sequence
Piwi-RNA
Length ; 25 to 36 nt.
Expressed in Germ Cells
Regulates trnasposomes activity
MECHANISM OF RNAI:
First the double-stranded RNA teams up with a protein complex named Dicer, which cuts the long RNA into short pieces.
Then another protein complex called RISC (RNA-induced silencing complex) discards one of the two RNA strands.
The RISC-docked, single-stranded RNA then pairs with the homologous mRNA and destroys it.
THE RISC COMPLEX:
RISC is large(>500kD) RNA multi- protein Binding complex which triggers MRNA degradation in response to MRNA
Unwinding of double stranded Si RNA by ATP independent Helicase
Active component of RISC is Ago proteins( ENDONUCLEASE) which cleave target MRNA.
DICER: endonuclease (RNase Family III)
Argonaute: Central Component of the RNA-Induced Silencing Complex (RISC)
One strand of the dsRNA produced by Dicer is retained in the RISC complex in association with Argonaute
ARGONAUTE PROTEIN :
1.PAZ(PIWI/Argonaute/ Zwille)- Recognition of target MRNA
2.PIWI (p-element induced wimpy Testis)- breaks Phosphodiester bond of mRNA.)RNAse H activity.
MiRNA:
The Double-stranded RNAs are naturally produced in eukaryotic cells during development, and they have a key role in regulating gene expression .
Richard's entangled aventures in wonderlandRichard Gill
Since the loophole-free Bell experiments of 2020 and the Nobel prizes in physics of 2022, critics of Bell's work have retreated to the fortress of super-determinism. Now, super-determinism is a derogatory word - it just means "determinism". Palmer, Hance and Hossenfelder argue that quantum mechanics and determinism are not incompatible, using a sophisticated mathematical construction based on a subtle thinning of allowed states and measurements in quantum mechanics, such that what is left appears to make Bell's argument fail, without altering the empirical predictions of quantum mechanics. I think however that it is a smoke screen, and the slogan "lost in math" comes to my mind. I will discuss some other recent disproofs of Bell's theorem using the language of causality based on causal graphs. Causal thinking is also central to law and justice. I will mention surprising connections to my work on serial killer nurse cases, in particular the Dutch case of Lucia de Berk and the current UK case of Lucy Letby.
Slide 1: Title Slide
Extrachromosomal Inheritance
Slide 2: Introduction to Extrachromosomal Inheritance
Definition: Extrachromosomal inheritance refers to the transmission of genetic material that is not found within the nucleus.
Key Components: Involves genes located in mitochondria, chloroplasts, and plasmids.
Slide 3: Mitochondrial Inheritance
Mitochondria: Organelles responsible for energy production.
Mitochondrial DNA (mtDNA): Circular DNA molecule found in mitochondria.
Inheritance Pattern: Maternally inherited, meaning it is passed from mothers to all their offspring.
Diseases: Examples include Leber’s hereditary optic neuropathy (LHON) and mitochondrial myopathy.
Slide 4: Chloroplast Inheritance
Chloroplasts: Organelles responsible for photosynthesis in plants.
Chloroplast DNA (cpDNA): Circular DNA molecule found in chloroplasts.
Inheritance Pattern: Often maternally inherited in most plants, but can vary in some species.
Examples: Variegation in plants, where leaf color patterns are determined by chloroplast DNA.
Slide 5: Plasmid Inheritance
Plasmids: Small, circular DNA molecules found in bacteria and some eukaryotes.
Features: Can carry antibiotic resistance genes and can be transferred between cells through processes like conjugation.
Significance: Important in biotechnology for gene cloning and genetic engineering.
Slide 6: Mechanisms of Extrachromosomal Inheritance
Non-Mendelian Patterns: Do not follow Mendel’s laws of inheritance.
Cytoplasmic Segregation: During cell division, organelles like mitochondria and chloroplasts are randomly distributed to daughter cells.
Heteroplasmy: Presence of more than one type of organellar genome within a cell, leading to variation in expression.
Slide 7: Examples of Extrachromosomal Inheritance
Four O’clock Plant (Mirabilis jalapa): Shows variegated leaves due to different cpDNA in leaf cells.
Petite Mutants in Yeast: Result from mutations in mitochondrial DNA affecting respiration.
Slide 8: Importance of Extrachromosomal Inheritance
Evolution: Provides insight into the evolution of eukaryotic cells.
Medicine: Understanding mitochondrial inheritance helps in diagnosing and treating mitochondrial diseases.
Agriculture: Chloroplast inheritance can be used in plant breeding and genetic modification.
Slide 9: Recent Research and Advances
Gene Editing: Techniques like CRISPR-Cas9 are being used to edit mitochondrial and chloroplast DNA.
Therapies: Development of mitochondrial replacement therapy (MRT) for preventing mitochondrial diseases.
Slide 10: Conclusion
Summary: Extrachromosomal inheritance involves the transmission of genetic material outside the nucleus and plays a crucial role in genetics, medicine, and biotechnology.
Future Directions: Continued research and technological advancements hold promise for new treatments and applications.
Slide 11: Questions and Discussion
Invite Audience: Open the floor for any questions or further discussion on the topic.
This presentation explores a brief idea about the structural and functional attributes of nucleotides, the structure and function of genetic materials along with the impact of UV rays and pH upon them.
Comparing Evolved Extractive Text Summary Scores of Bidirectional Encoder Rep...University of Maribor
Slides from:
11th International Conference on Electrical, Electronics and Computer Engineering (IcETRAN), Niš, 3-6 June 2024
Track: Artificial Intelligence
https://www.etran.rs/2024/en/home-english/
Comparing Evolved Extractive Text Summary Scores of Bidirectional Encoder Rep...
Kooij et al. (2016) - The Influence of FTP on Work Engagement and Work Performance: The Role of Job Crafting
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The influence of future time perspective on work
engagement and job performance: the role of job
crafting
Dorien T.A.M. Kooij, Maria Tims & Jos Akkermans
To cite this article: Dorien T.A.M. Kooij, Maria Tims & Jos Akkermans (2016): The
influence of future time perspective on work engagement and job performance: the
role of job crafting, European Journal of Work and Organizational Psychology, DOI:
10.1080/1359432X.2016.1209489
To link to this article: http://dx.doi.org/10.1080/1359432X.2016.1209489
Published online: 21 Jul 2016.
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3. longer and more complex (Vuori, Toppinen-Tanner, &
Mutanen, 2011), and there is an increased emphasis on con-
tinuous learning and self-management (e.g., Akkermans et al.,
2013). Hence, researchers are starting to acknowledge that
time, and particularly perceptions of that time that also
change with age, plays an important role in work and organi-
zational psychology (Sonnentag, 2012). Second, FTP is an
important antecedent of motivation and (proactive) behaviour
(e.g., Carstensen, 2006; Joireman, Shaffer, Balliet, & Strathman,
2012; Steel & König, 2006; Strauss, Griffin, & Parker, 2012), and
thus likely to influence job crafting behaviour. Although there
are many different conceptualizations of FTP (Seijts, 1998), we
build on Lang and Carstensen’s (2002) work and define FTP as
an individual’s perception of his or her remaining time to live
and the opportunities and goals available within that time.
We argue that FTP is an important motivational antecedent
of job crafting because the perception of time influences work
motives (Kooij & Van de Voorde, 2011) and employees will
craft their job in order to make sure it fits with these motives
(Wrzesniewski & Dutton, 2001). Earlier studies distinguished
open-ended FTP, referring to individuals’ beliefs that they
have an open-ended future time full of new goals, plans,
and possibilities, and limited FTP, referring to individuals’
beliefs that they have a limited future time characterized by
constraints, restrictions, and limited possibilities (e.g., Cate &
John, 2007; Kooij & Van de Voorde, 2011; Zacher & de Lange,
2011). Therefore, we also distinguish open-ended and limited
FTP and we argue that, because of their differential effect on
work motives (Carstensen, 1995; Kooij & Van de Voorde, 2011),
open-ended and limited FTP are likely to evoke different forms
of job crafting, which in turn will influence work engagement
and job performance (Tims et al., 2012). More specifically,
based on socio-emotional selectivity theory (SST)
(Carstensen, 1995, 2006), we argue that employees with an
open-ended FTP focus on expanding their long-term breadth
of knowledge and thus craft their job by increasing structural
and social job resources and challenging job demands that are
rewarding to them, whereas employees with a limited FTP
focus on experiencing short-term positive emotions, and
thus craft their job by decreasing hindering job demands
that produce distress. In turn, these job crafting behaviours
will influence work engagement and job performance. Finally,
since FTP is an age-related flexible construct that changes over
time (Seijts, 1998; Zacher & Frese, 2009), we take an intraindi-
vidual change perspective and use a two-wave study design to
examine whether changes in open-ended and limited FTP
relate to changes in job crafting behaviour, and in turn to
changes in work engagement and job performance over a 1-
year time period. It is important to examine these associations
between changes because we aim to capture work-related and
behavioural consequences of intraindividual changes in open-
ended and limited FTP.
This study contributes to existing knowledge in two ways.
First, we contribute to the literature on job crafting. Although
we know that motivational orientation plays an important role
in job crafting behaviour (Wrzesniewski & Dutton, 2001), and
that perceptions of time influence proactive behaviour
(Strauss et al., 2012), existing job crafting research has primar-
ily examined stable personality characteristics as antecedents
of job crafting behaviour. In addition, existing job crafting
research has predominantly focused on individual factors
related to the ability to engage in job crafting (i.e., proactive
personality and self-efficacy) rather than individual factors
related to the motivation to job craft. To get additional insight
into why employees craft their job, we examine the motiva-
tional and malleable construct of FTP as antecedent of job
crafting behaviour. In line with Kooij and Van de Voorde
(2011), among others, we examine both open-ended and
limited FTP as two distinct dimensions of FTP to capture
their differential behavioural consequences in terms of job
crafting, and their subsequent associations with work engage-
ment and performance. This is extremely important because
job crafting is supposedly aimed at increasing person-job fit
(Tims et al., 2012; Wrzesniewski & Dutton, 2001). Hence,
changes in open-ended and limited FTP, which evoke changes
in goal focus and work motives (Kooij & Van de Voorde, 2011),
should in turn trigger different types of job crafting behaviour.
However, we know of no study that has looked at motivational
antecedents of job crafting behaviour. Second, we contribute
to SST (Carstensen, 1995) by examining the potential beha-
vioural consequences of FTP in the work context. Particularly
in the literature on ageing at work, many studies focus on the
role of FTP in retaining or motivating (older) workers (e.g.,
Kooij, Bal, & Kanfer, 2014). Although these studies demon-
strate the important role of FTP in explaining age-related
changes in motivation and performance (Kooij, De Lange,
Jansen, & Dikkers, 2013; Zacher, Heusner, Schmitz,
Zwierzanska, & Frese, 2010), and in eliciting work engagement
(Schmitt, Zacher, & de Lange, 2013), they do not focus on the
potential behavioural consequences of FTP. Therefore, we
examine the influence of FTP on job crafting behaviour and
in turn job crafting as a mediator in associations between FTP
and work outcomes.
Future time perspective
The lifespan SST (Carstensen, 1995, 2006) proposes that FTP
has important implications for motivation. Similarly, Seijts
(1998) and Zacher et al. (2010) argue that FTP is an important
factor in the work setting that influences work motivation and
performance. Although Carstensen (1995, Lang & Carstensen,
2002) treats FTP as a unidimensional construct, multiple
researchers (e.g., Kooij et al., 2014; Marko & Savickas, 1998;
Seijts, 1998) acknowledge that FTP is a multidimensional con-
struct, consisting of open-ended and limited FTP. For example,
Cate and John (2007) proposed and found a difference
between a focus on opportunities, which is similar to open-
ended FTP, and a focus on limitations, which is similar to
limited FTP. Focus on opportunities refers to individuals’
beliefs that they have a long future time full of new goals
and possibilities. Focus on limitations refers to individuals’
beliefs that they have limited future time characterized by
constraints and limited possibilities (Cate & John, 2007;
Zacher & de Lange, 2011). Consistently, we distinguish open-
ended and limited FTP in this study.
The main proposition of SST is that FTP influences the
prioritization of two broad goals in life: knowledge acquisition
and emotion regulation. Knowledge acquisition is a long-term
2 D. T. A. M. KOOIJ ET AL.
Downloadedby[VrijeUniversiteitAmsterdam]at03:3623July2016
4. instrumental preparatory goal, focused on gathering informa-
tion, on experiencing novelty, and on expanding breadth of
knowledge. Emotion regulation, on the other hand, is an
affective goal, focused on regulating emotional states to opti-
mize psychological well-being. Emotion regulation is therefore
a short-term goal, sometimes realizable in its very pursuit,
such as meaningful experiences, emotional intimacy, and feel-
ings of social embeddedness (Carstensen, 2006). According to
SST, the prioritization of these goals depends on the percep-
tion of time; individuals with an open-ended FTP focus on
knowledge acquisition and thus aim at gathering information
and experiencing new situations, whereas individuals with a
limited FTP focus on emotion regulation, and thus aim at
having meaningful positive experiences or feelings of social
embeddedness. This idea has also been applied to the work
context. Kooij and Van de Voorde (2011), for example, found
that open-ended FTP was positively associated with an
increase in work-related growth motives (e.g., career advance-
ment) and that limited FTP was positively associated with an
increase in generativity motives (related to teaching, training,
and sharing skills with younger generations; Mor-Barak, 1995).
The associations between FTP and job crafting
We argue that FTP is also related to employee job crafting
behaviours. Individuals with a different perception of time
have different goals and work motives, and are therefore likely
to enhance their person-job fit in different ways. Job crafting
refers to the self-initiated changes in the job aimed to align
the job to personal preferences and goals, and to increase
feelings of purpose and the meaning of work (Tims et al.,
2012; Wrzesniewski & Dutton, 2001). Job crafting is a specific
form of proactive work behaviour as it involves self-initiation
of change, anticipatory action, and taking control over one’s
work environment (Parker & Collins, 2010). It specifically
focuses on changing one’s job characteristics, which distin-
guishes it from proactive behaviours directed towards, for
example, better functioning of the organization (e.g., taking
charge; Morrison & Phelps, 1999). Tims et al. (2012) defined job
crafting as the changes that employees may make to balance
their job demands (i.e., all aspects of the job that require
sustained physical and/or psychological effort or skills;
LePine, Podsakoff, & LePine, 2005) and job resources (i.e.,
those aspects of the job that are functional in achieving
work goals, or stimulate personal growth, learning, and devel-
opment; Bakker & Demerouti, 2007). They distinguished four
dimensions of job crafting: (1) increasing the level of structural
job resources, such as task variety, opportunities for develop-
ment, and autonomy; (2) increasing the level of social job
resources, such as social support, supervisory coaching, and
feedback; (3) increasing the level of challenging job demands
which refer to “work-related demands or circumstances that,
although potentially stressful, have associated potential gains”
(Cavanaugh, Boswell, Roehling, & Boudreau, 2000, p. 68), such
as new projects and higher levels of responsibility that are
rewarding and lead to feelings of fulfilment; and (4) decreasing
the level of hindering emotional and cognitive job demands that
interfere with the ability to achieve work goals, such as role
conflict and emotional interactions (Cavanaugh et al., 2000;
Tims et al., 2012). As such, a parallel can be made with SST in
which increasing structural and social job resources and chal-
lenging job demands serve the goal of knowledge acquisition,
whereas decreasing hindering job demands serves the goal of
emotion regulation.
Based on SST, we argue that open-ended and limited FTP
are differentially associated with the dimensions of job craft-
ing distinguished by Tims et al. (2012). Because employees
with an open-ended FTP focus on long-term knowledge acqui-
sition and attach high importance to growth and challenge at
work (Kooij & Van de Voorde, 2011), they are likely to craft
their jobs in ways that provide them with opportunities to
develop themselves and to expand their breadth of knowl-
edge. Similarly, open-ended FTP has been associated with a
promotion focus (Zacher & de Lange, 2011; Kooij et al., 2014).
Higgins (1997) distinguished promotion and prevention focus
as two distinct types of self-regulation that people use to
reach their goals. Promotion focus refers to a focus on gains
and approach as a strategic means. As such, a promotion
focus induces growth-related approach behaviour, such as
increasing learning experiences (Kooij et al., 2014). Thus,
open-ended FTP, which is positively associated with promo-
tion focus, should go hand in hand with proactive behaviours
that expand one’s knowledge and abilities. Indeed,
Armstrong-Stassen and Schlosser (2007) found that employees
who are oriented towards learning and development will be
more proactive in ensuring that their job provides them with
development opportunities. Hence, employees whose open-
ended FTP increases over time are likely to also increase their
levels of crafting in terms of increasing the variety of their job
tasks and their opportunities for development (i.e., increasing
structural job resources), the coaching and feedback they
receive from others (i.e., increasing social job resources), and
the number of new and challenging tasks of their job (i.e.,
increasing challenging job demands). By increasing their social
and structural job resources and their challenging job
demands, employees with increased levels of open-ended
FTP increasingly expand their breath of knowledge and experi-
ence novelty, thereby increasing the fit between their goals
and motives and their job. Taken together, this results in the
following hypothesis:
Hypothesis 1: Changes in open-ended FTP will be positively
associated with changes in increasing structural job resources,
increasing social job resources, and increasing challenging job
demands.
Employees with a limited FTP, on the other hand, focus on
short-term goals to regulate their emotions (Carstensen, 1995,
2006). These employees face depleting resources (e.g., in per-
ceived time; Pennington & Roese, 2003). As such, limited FTP
has been associated with a prevention focus (Zacher & de
Lange, 2011), which refers to a focus on losses and avoidance
as a strategic means to preserve as many resources as possi-
ble. Employees with a limited FTP thus prefer activities that
minimize losses by supporting positive affect and a positive
self-concept (Kanfer & Ackerman, 2004). In line with this rea-
soning, multiple studies have demonstrated that individuals
who have a more limited FTP regulate emotions by avoiding
EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 3
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5. negative events through engaging in thoughts and actions
that decrease exposure to negative situations (see Carstensen,
Fung, & Charles, 2003; Charles & Carstensen, 2010). These
individuals aim to optimize their psychological well-being by
focusing on positive events and emotions and so they navi-
gate their environment to make sure that negative experi-
ences occur less frequently (Charles & Carstensen, 2010). In
sum, employees whose limited FTP increases over time are
likely to increase their levels of crafting in terms of decreasing
hindering job demands to avoid negative events and the
experience of negative emotions.
Hypothesis 2: Changes in limited FTP will be positively asso-
ciated with changes in decreasing hindering job demands.
The mediating role of job crafting in the association
between FTP and work outcomes
Job crafting increases person-job fit and the experienced pur-
posefulness of work, and it is therefore likely to result in higher
levels of work engagement (Wrzesniewski & Dutton, 2001).
Work engagement is defined as a positive work-related state
of mind that is characterized by vigour, dedication, and
absorption (Bakker & Schaufeli, 2008). Vigour is characterized
by high levels of energy, the willingness to put effort in the
job, and to persist when confronted with difficulties.
Dedication is characterized by a sense of significance, pride,
and enthusiasm, and absorption is characterized by being fully
concentrated and focused on the job (Schaufeli & Bakker,
2004). Because increasing job resources and challenging job
demands give employees the opportunity to grow and
develop, their work engagement will subsequently increase
(Schaufeli & Bakker, 2004). Indeed, Bakker and colleagues
(2012) found that employees who increased their structural
and social job resources and their challenging job demands
reported higher levels of work engagement. Similarly, Tims,
Bakker, and Derks (2013a) found that increasing job resources
and challenging job demands led to higher levels of work
engagement over time, and Petrou et al. (2012) found that
day-level job crafting by increasing challenging job demands
was positively associated with day-level work engagement.
In addition to its association with work engagement, recent
research has also demonstrated that job crafting is positively
associated with job performance (Bakker et al., 2012). Workers
who craft their job are more committed to the decisions they
make, the problems they solve, and the goals they set in their
work, and are thus more motivated to perform (Ghitulescu,
2006). In addition, job crafters have a better understanding of
their job, the tasks it involves and how they relate to each
other, are able to make higher-quality decisions in their work
(Ghitulescu, 2006), and may work more efficiently and be more
productive (Leana, Appelbaum, & Shevchuk, 2010). In line with
this reasoning, Petrou, Demerouti, and Schaufeli (2015) found
that seeking job resources positively predicted task
performance.
We expect that job crafting mediates the associations
between FTP and worker outcomes. Specifically, we expect
only an indirect path from FTP to work engagement and
performance via job crafting behaviour (and not a direct
path following MacKinnon, Fairchild, & Fritz, 2007; Rucker,
Preacher, Tormala, & Petty, 2011; Zhao, Lynch, & Chen, 2010).
Although previous studies (e.g., Schmitt et al., 2013; Zacher
et al., 2010) found that FTP is related to work engagement
and performance, we argue that actual behaviour in the
form of job crafting is necessary to turn FTP into work-
related outcomes, and thus that FTP will not be directly
related to work engagement and performance when con-
trolled for job crafting behaviours. Particularly, we expect
that employees with increased open-ended FTP will focus
more on learning and development, and will therefore
increasingly craft their job in such a way that it provides
them with opportunities to learn and develop by increasing
their structural and social job resources (e.g., task variety and
supervisory coaching) and challenging job demands (e.g., a
new project). Because the crafted job provides new oppor-
tunities to grow and develop, and also an improved person-
job fit, job crafting is expected to subsequently lead to
higher levels of work engagement. In addition, since these
crafting activities increase employees’ understanding about
the job and their ability to make higher-quality decisions
and provide additional resources to reach work goals, job
crafting is expected to lead to enhanced job performance.
This results in the following hypothesis:
Hypothesis 3: Changes in open-ended FTP will be positively
associated with changes in work engagement and job perfor-
mance via changes in crafting structural job resources, crafting
social job resources, and crafting challenging job demands.
Employees with an increased limited FTP, on the other hand,
are more focused on gaining positive affect and avoiding
negative events, and will therefore increasingly craft their job
in such a way that it decreases exposure to negative situations
by decreasing hindering job demands (e.g., emotional
demands). Although the crafted job should be better aligned
to the needs of employees with a limited FTP, which is
expected to lead to higher levels of work engagement and
better job performance, earlier studies on job crafting found
that decreasing hindering job demands is not or even nega-
tively associated with work engagement and job performance
(Tims et al., 2013a; Tims, Bakker, & Derks, 2015; Tims, Bakker,
Derks, & Van Rhenen, 2013b). For example, decreasing hinder-
ing job demands was negatively related to vigour, the energy
aspect of work engagement (Tims et al., 2013b), implying that
decreasing hindering job demands costs energy and will
therefore have a negative influence on work engagement
and job performance. In addition, the crafted job might be
less psychologically stimulating, subsequently leading to bore-
dom and thus decreased levels of work engagement (Petrou
et al., 2012). Finally, since hindering job demands are also
“part of the job”, employees who decrease their hindering
demands may feel that they do not fulfil the requirements of
their job as well as they did before, thereby diminishing their
perceptions of good performance. In line with this reasoning,
Demerouti (2014) performed a review of the job crafting
literature and concluded that decreasing hindering job
demands generally has a negative impact on employee
4 D. T. A. M. KOOIJ ET AL.
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6. engagement and performance. This results in the following
hypothesis:
Hypothesis 4: Changes in limited FTP will be negatively asso-
ciated with changes in work engagement and job performance
via changes in crafting hindering job demands.
Method
Procedure and participants
To study associations between changes in FTP, behaviours,
and outcomes, we collected data using two measurement
waves with one year in-between the measurements, which is
in line with earlier studies on work engagement (e.g.,
Schaufeli, Bakker, & Van Rhenen, 2009). However, we lack
knowledge on the appropriate time lag to examine changes
in FTP and job crafting behaviour. To date, longitudinal studies
on FTP and job crafting used time lags as short as 2 and
3 months (Lu et al., 2014; Tims et al., 2013a; Zacher & de
Lange, 2011). We used a longer time lag because substantial
changes in FTP are more likely to occur across a longer time
frame. Data were collected among Dutch university employ-
ees (see also Kooij & Van De Voorde, 2011; Kooij et al., 2013,
2014). We assessed FTP, job crafting, work engagement and
job performance at both measurement occasions. At the first
measurement time, 489 employees filled out the online ques-
tionnaire, and at the second measurement time, 345 employ-
ees filled out the survey. Non-response analyses revealed that
those who dropped out and those who completed both sur-
veys did not differ significantly on gender, educational level,
working part time, limited FTP, increasing job resources and
challenging job demands, work engagement, and perfor-
mance, but that dropouts tended to be younger, with lower
organization tenure, higher levels of open-ended FTP, and
higher levels of decreasing hindering job demands. Since
respondents and dropouts did not differ on most of the
central constructs (i.e., limited FTP, increasing structural job
resources, increasing social job resources, increasing challen-
ging job demands, work engagement, and job performance),
non-response is not considered a serious issue in this study.
Several respondents failed to complete all sections of the
questionnaires. We decided to delete respondents from the
sample if they had missing values on all items of one of the
core study variables. After list-wise deletion of these missing
values, the sample consisted of 287 employees who com-
pleted both surveys. The final sample consisted of 155 females
(53.4%), with an average age of 45.38 years (SD = 10.47). Most
employees worked full time (53.8%). On average, employees
worked for 12.68 years for the organization (SD = 10.39). Of
the respondents, most were scientific staff (53.4%), adminis-
trative staff members (18.3%), and university library employ-
ees (7.9%).
Measurement instruments
FTP was measured using 10 items from the FTP scale of
Carstensen and Lang (1996). Seven items refer to open-
ended FTP and three items refer to limited FTP. An example
item measuring open-ended FTP is “Many opportunities await
me in the future”, and an example item measuring limited FTP
is “I have the sense that time is running out”. Items were
answered on a five-point scale ranging from 1 (strongly dis-
agree) to 5 (strongly agree). Earlier studies supported this two-
factor structure (e.g., Zacher & de Lange, 2011). Cronbach’s αs
of open-ended FTP at both time points were .89 and
Cronbach’s α of limited FTP was .71 at T1 and .74 at T2.
Job crafting was measured with the job crafting scale devel-
oped by Tims et al. (2012). The scale consists of four subscales,
measuring increasing structural job resources (five items, e.g.,
“I try to develop my capabilities”; T1: α = .77; T2: α = .77),
increasing social job resources (five items, e.g., “I ask collea-
gues for advice”; T1: α = .72; T2: α = .77), increasing challen-
ging job demands (five items, e.g., “When there is not much to
do at work, I see it as a chance to start new projects”; T1:
α = .74; T2: α = .74), and decreasing hindering job demands
(six items, e.g., “I try to make sure that my work is emotionally
less intense”; T1: α = .72; T2: α = .74). Answering categories
ranged from 1 (never) to 5 (very often).
Work engagement was measured with the Utrecht Work
Engagement Scale (UWES, Schaufeli, Salanova, Gonzalez-
Roma, & Bakker, 2002). The UWES measures three dimensions
of work engagement, each with three items: vigour (e.g., “I am
bursting with energy in my work”; T1: α = .88; T2: α = .84),
dedication (e.g., “My job inspires me”; T1: α = .88; T2: α = .90),
and absorption (e.g., “I feel happy when I am engrossed in my
work”; T1: α = .80; T2: α = .79). All items were answered on a
seven-point scale ranging from 0 (never) to 6 (always).
Job performance was measured with the job performance
scale of Petit, Gorris, and Vaught (1997). The scale consists of
three items (e.g., “Compared to other colleagues with a similar
job position, how would you rate your current overall perfor-
mance?”). Answering categories ranged from 1 (below average)
to 5 (right at the very top). Cronbach’s α was .87 at T1 and .91
at T2.
Analysis strategy
The scales measuring FTP, job crafting, work engagement,
and job performance were filled out twice by our partici-
pants during the study. In these cases, it is recommended to
examine the longitudinal invariance of these measures
across the measurement times (Horn & McArdle, 1992).
The invariance test is performed by testing the factor struc-
ture of both waves simultaneously. For example, longitudi-
nal invariance of FTP is assessed by modelling the two
factors of FTP with the items as indicators using both T1
and T2 data in one analysis. Correlations are estimated
among all pairs of uniqueness between T1 and T2 because
the same items are used across the two measurement
waves (Pitts, West, & Tein, 1996). Next, two models are
estimated: an unconstrained model in which all parameters
are freely estimated across the two measurement times, and
a model in which the factor loadings are constrained to be
equal across measurement times. When the χ2
difference
between the models is significant, the equality constraints
EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 5
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7. are not consistent with the data, thus invariance is not
supported.
The results showed that all four measures are longitudinally
invariant because none of the models resulted in a significant
χ2
change. For FTP, the difference between the models was
Δχ2
/Δdf = 11.43/8, p = .179; for job crafting, the difference
between the models was Δχ2
/Δdf = 14.85/17, p = .606; for
work engagement, the difference between the models was
Δχ2
/Δdf = 9.16/8, p = .329; and for job performance, the
difference between the models was Δχ2
/Δdf = .73/2, p = .694.
Hence, we can infer that the measures assessed the same
constructs across time. Autoregressive correlations between
the T1 and T2 study variables were all significant (all ps <
.01) and ranged between .56 (decreasing hindering job
demands) and .74 (work engagement) with an average of .67.
To test our hypotheses, we used structural equation mod-
elling with maximum likelihood estimation as implemented by
AMOS (Arbuckle, 2006). To assess model fit, we inspected the
χ2
statistic, the root mean square error of approximation
(RMSEA), the comparative fit index (CFI), the Tucker–Lewis
index (TLI), and the incremental fit index (IFI). The conven-
tional cut-off values of these fit indices were used to assess
model fit (i.e., CFI, TLI, IFI > .90, and RMSEA < .08 to indicate
acceptable fit, and CFI, TLI, IFI > .95, and RMSEA < .05 to
indicate good fit; Hu & Bentler, 1999; Marsh, Hau, & Wen,
2004).
To examine change over time, we calculated difference
scores between both measurement times by regressing the
T2 scores on the respective T1 scores and saving the standar-
dized residual score (Williams, Zimmerman, & Mazzagatti,
1987). The standardized residual scores were then included
in the structural equation model. A positive residual score
indicates an increase in FTP, job crafting, work engagement,
or job performance over the 1-year study period that could
not be predicted from the baseline scores. Residual change
scores are typical for two-occasion longitudinal studies (Kisbu-
Sakarya, MacKinnon, & Aiken, 2013; Lipshits-Braziler, Gati, &
Tatar, 2015) and are preferred when one is interested in
statistically partialling the influence of the score on the first
assessment from the score on the second assessment
(Salthouse & Tucker-Drob, 2008). The residual change score is
widely considered superior to raw change scores (i.e., T2
minus T1). It assesses the change independent of the initial
score which is necessary because due to regression to the
mean, high scores tend to change downwards over time,
and low scores tend to change upwards, which means that
change scores are typically negatively correlated with baseline
score (Robinson, Noftle, Guo, Asadi, & Zhang, 2015).
Latent variables were used, in which the residual change
score for items (i.e., FTP, decreasing hindering job demands,
and performance) or for mean scores of dimensions (i.e.,
increasing structural job resources, increasing social job
resources, and increasing challenging job demands, and vig-
our, dedication, and absorption) were used as indicators. To
simplify our model and consistent with our hypotheses, we
followed the approaches of Bakker et al. (2012) and Tims et al.
(2015) and we modelled job crafting using two latent factors.
The first factor contained the residual mean scores of increas-
ing structural job resources, increasing social job resources,
and increasing challenging job demands (“crafting more job
resources and challenging job demands”). The second latent
factor consisted of the residual change scores of the six items
assessing decreasing hindering job demands (“crafting fewer
hindering job demands”). A confirmatory factor analyses sug-
gested that this model fitted the data well (χ2
= 382.47,
df = 260, CFI = .93, TLI = .92, IFI = .93, RMSEA = .04) and was
superior compared to a model in which job crafting is mod-
elled as one latent factor with the four residual change scores
of the dimensions as indicators of the latent factor (χ2
= 11.14,
df = 2, CFI = .92, TLI = .76, IFI = .92, RMSEA = .12; Δχ2
/
Δdf = 371.33/258, p < .001) and a model in which job crafting
was modelled as four separate latent factors with the residual
change scores of the items as indicators (χ2
= 304.12, df = 183,
CFI = .86, TLI = .84, IFI = .86, RMSEA = .05; Δχ2
/Δdf = 78.35/77,
p = .436—although the difference in χ2
is not significant,
model fit indices indicate that the first model is to be pre-
ferred over the latter model). Further support for this way of
modelling is provided by the correlations between FTP and
job crafting dimensions that were very similar for the three job
crafting dimensions increasing structural job resources,
increasing social job resources, and increasing challenging
job demands and different for the correlation between FTP
and decreasing hindering job demands across both
measurements.1
Correlations between the two FTP factors, the two job
crafting factors, and the two outcomes were allowed (Pitts et
al., 1996). Measurement model for the whole model indicated
adequate fit: χ2
= 382.47, df = 260, CFI = .93, TLI = .92, IFI = .93,
RMSEA = .04.
Finally, several variables were included as control variables
while testing the hypotheses: age, gender, tenure, educational
level, and supervisory position. However, only age related to
both types of FTP (open-ended FTP: β = –.32; limited FTP:
β = .28, both ps < .001), whereas educational level showed a
relationship with open-ended FTP (β = .14, p = .03), work
engagement (β = –.15, p = .02) and decreasing hindering job
demands (β = –.26, p < .001). The results presented later
include these controlled relationships.
Results
Table 1 reports the descriptive statistics and correlations
among the study variables. As shown in the table, the correla-
tion between changes in open-ended FTP and limited FTP was
modest (r = –.29, p < .01), and the correlations between
changes in open-ended FTP and changes in job crafting
were significant, whereas the correlations between changes
in limited FTP and changes in job crafting were not significant.
Finally, crafting more job resources and challenging job
demands was significantly positively related to changes in
work engagement and job performance, whereas crafting
fewer hindering job demands was not related to changes in
the outcome variables.
Hypothesis testing
Confirming Hypothesis 1, we found that change in open-
ended FTP was positively related to crafting more job
6 D. T. A. M. KOOIJ ET AL.
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8. resources and challenging job demands (β = .29, p = .003).
Interestingly, a change in open-ended FTP was marginally
significantly and positively related to crafting fewer hindering
job demands (β = .16, p = .071). No support was found for
Hypothesis 2; the relationship between change in limited FTP
and crafting fewer hindering job demands did not reach sig-
nificance (β = .12, p = .176). These results imply that when
open-ended FTP increased, employees also crafted more job
resources and challenging job demands. However, when lim-
ited FTP changed over time, no change was found in job
crafting within that time frame.
In Hypothesis 3, we expected that a change in open-ended
FTP is indirectly associated with a change in work engagement
and job performance over the 1-year time period through
crafting more job resources and challenging job demands.
The relationships between crafting more job resources and
challenging job demands and changes in work engagement
and job performance were significant (β = .40 and β = .41,
respectively, both ps < .001). Based on these results, we could
test the indirect effect from a change in open-ended FTP to a
change in work engagement and job performance via crafting
more job resources and challenging job demands. The tests of
the indirect effects were indeed significant: with regard to a
change in work engagement, the bootstrap estimate of the
indirect effect was .09, p = .043, and the bias corrected con-
fidence (BCC; MacKinnon, Lockwood, & Williams, 2004) interval
did not include zero (.013–.193). In addition, the bootstrap
estimate for the relationship between change in open-ended
FTP and change in job performance via crafting more job
resources and challenging job demands was .09, p = .055,
and the BCC interval did not include zero (.010–.183). These
results support Hypothesis 3.
Hypothesis 4 predicted that a change in limited FTP is
indirectly related to a change in work engagement and job
performance over the 1-year time period via crafting fewer
hindering job demands. Because a change in limited FTP was
not related to a change in the use of this job crafting strategy
(Hypothesis 2), this hypothesis cannot be supported. However,
we found that the direct relationships between crafting fewer
hindering job demands and changes in work engagement and
job performance were significant and negative (respectively,
β = –.19, p = .032 and β = –.17, p = .052). Model fit of the final
model (see Figure 1) was adequate: χ2
= 452.94, df = 309,
CFI = .92, TLI = .91, IFI = .92, RMSEA = .04 and the direct paths
from change in open-ended FTP to change in work engage-
ment and performance (respectively, β = .10, p = .217 and
β = .10, p = .216) and from change in limited FTP to change in
work engagement and performance (respectively, β = .09,
p = .263 and β = .02, p = .773) were not significant. In order
to further support our hypothesized indirect effects over pos-
sible direct effects, we compared the fit of the model without
the direct relationships between FTP and the work outcomes
with the fit of a model including these direct relationships. The
comparison showed that model fit did not improve when the
direct relationships between FTP and work outcomes were
taken into account (Δχ2
/Δdf = 3.21/4, p = .480). This finding
provides further support for the hypothesized indirect effects.
Discussion
This two-wave study aimed to test the role of FTP as an
antecedent of job crafting, and the mediating role of job
crafting in the relation between FTP and work outcomes.
Based on SST (Carstensen, 1995, 2006), we expected that
Table 1. Means, standard deviations, and correlations among study variables (N = 287).
Mean T1 Mean T2 1 2 3 4 5 6 7 8 9 10
1. Age 45.43 — —
2. Tenure 12.67 — .43** —
3. Education 4.41 — −.11 −.15** —
4. Gender 1.53 — −.18** −.21** −.04 —
5. Δ Open-ended FTP 3.08 3.13 −.34** −.22** .12* .05 —
6. Δ Limited FTP 2.72 2.76 .26** .07 .03 −.08 −.29** —
7. Δ Increasing JR and JD 2.81 2.83 −.13* −.07 .11 −.08 .20** −.09 —
8. Δ Decreasing hind. JD 1.74 1.81 −.05 −.07 −.14* −.04 .12* .04 .23** —
9. Δ Work engagement 5.30 5.17 .01 .02 −.06 −.02 .10 .01 .24** −.01 —
10. Δ Performance 2.86 2.76 −.04 .01 .05 .00 .15** −.07 .24** −.02 .28** —
Δ: residual change between T1 and T2; FTP: future time perspective; JR: job resources; JD: job demands; hind.: hindering.
**p < .01, *p < .05.
Δ Open-ended FTP
Δ Limited FTP
Δ Work engagement
Δ Job performance
.29**
.16†
.12
.03
.41**
–.17*
.40**
Δ Incr. JR
Δ Incr. JD
Δ Decr. JD
–.19*
.10
.10
.02
.09
Figure 1. Results of structural equation modelling (controlling for age and educational level).
Standardized estimates are reported. FTP: future time perspective; Δ: 1-year residual change between time 1 and time 2; Incr.: increasing; JR: job resources; Decr.: decreasing; JD: job
demands. Solid lines represent hypothesized relationships, dotted lines represent controlled relationships.
**p < .01, *p < .05, †p < .10.
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9. open-ended FTP would have a positive, whereas limited FTP
would have a negative influence on work engagement and
job performance through job crafting behaviours. More speci-
fically, employees with an open-ended FTP are focused on
long-term goals such as gathering information and expanding
their breadth of knowledge. To increase the fit with their job,
we expected that employees whose open-ended FTP
increased over the 1-year time period would also craft more
structural and social job resources and challenging job
demands, which would subsequently lead to increased
engagement and performance. Employees with a limited FTP
are focused on short-term goals such as emotion regulation by
avoiding negative events and emotions, and thus employees
whose limited FTP increased over the 1-year time period were
expected to craft fewer hindering job demands. Because
decreasing hindering job demands costs a lot of energy and
might lead to feelings of ineffectiveness, we expected that the
work outcomes of these employees would also decrease.
In line with our hypotheses, our results showed that
changes in open-ended FTP were positively associated with
changes in job crafting behaviour, thereby demonstrating that
individual motivational factors can enhance job crafting. More
specifically, employees with increased levels of open-ended
FTP crafted more job resources and challenging job demands.
These results indicate that, as expected, employees with an
open-ended FTP seek additional resources and challenges at
work in order to attain their long-term developmental goals. In
addition, we found that changes in open-ended FTP had an
indirect positive relationship with changes in work engage-
ment and job performance via changes in this type of job
crafting. More specifically, employees with increased open-
ended FTP crafted more job resources and challenging job
demands, which in turn was related to increases in work
engagement and job performance. Our results demonstrated
that open-ended FTP, which is an individual perception of
time, only has an impact on work outcomes (i.e., work engage-
ment and performance) when it is mediated by a behavioural
factor, in our case job crafting. This suggests that simply
having an expansive time perspective that focuses on devel-
opment and growth is not sufficient by itself to cause changes
in work outcomes. Rather, actual behaviour in the form of job
crafting is necessary to turn the open-ended time perspective
into positive work-related outcomes (i.e., enhanced work
engagement and better performance).
Contrary to our expectations, the results indicated that
employees with increased levels of open-ended FTP also
crafted their job by decreasing their hindering job demands.
A possible explanation is that employees with increased open-
ended FTP decrease hindering job demands to make sure they
have sufficient time and resources to invest in their long-term
instrumental goals related to knowledge acquisition. Also con-
trary to our expectations, changes in limited FTP were not
associated with crafting fewer hindering job demands. It
might be that employees who perceive that they have a
limited future time and restricted possibilities no longer allo-
cate any resources, such as their time and energy, to work, not
even to make their work less demanding. Engaging in proac-
tive behaviour requires additional resources, such as time and
energy (Bolino & Turnley, 2005). However, employees with a
limited FTP face depleting resources (e.g., in perceived time).
Although we proposed that this depletion in resources would
evoke crafting fewer hindering job demands, it might be that
employees with a limited FTP have too few resources available
to invest in job crafting behaviour in the first place. This line of
reasoning is supported by the Conservation of Resources the-
ory (Hobfoll, 2002) which proposes that loss of resources tends
to lead to loss cycles; people facing depleting resources are
less likely to have the appropriate resources to deal with these
losses, resulting in additional resource losses. Another expla-
nation might be that employees with limited FTP craft in
another way than decreasing hindering job demands. SST
(Carstensen, 1995, 2006) proposes that people with a limited
FTP focus on having meaningful experiences or feelings of
social embeddedness. Similarly, Kooij and Van de Voorde
(2011) found that limited FTP was positively associated with
an increase in generativity motives at work. Thus, employees
with a limited FTP may craft their job differently by mentoring
colleagues and transferring knowledge to them. A final expla-
nation could be that employees with a limited FTP seek social
embeddedness and meaningful experiences outside of work,
by spending time with family, and thus no longer put time
and energy in crafting their work. Similarly, Petrou and Bakker
(2016) found that employees with high strain at work engage
in leisure crafting (i.e., the proactive pursuit and enactment of
leisure activities).
Finally, we found that crafting fewer hindering job
demands was related to decreased levels of work engagement
and job performance, suggesting that crafting fewer hindering
job demands, as expected, costs energy, and will lead to a less
psychologically stimulating job and feelings of ineffectiveness
because hindering job demands are also part of the job. This
finding brings further clarification to the mixed findings
regarding the effects of decreasing hindering job demands
and supports recent findings of Demerouti (2014) and Tims
et al. (2015) in showing that this job crafting dimension is
negatively related to employee well-being and performance.
However, since changes in limited FTP were not related to
changes in crafting fewer hindering job demands, we found
no indirect effect of changes in limited FTP on changes in
work engagement and performance via changes in this job
crafting behaviour.
Strengths and limitations
Important strengths of this study are the two-wave study
design to test our hypotheses, our use of two outcome mea-
sures relevant for both employees and organizations, and our
addition of a motivational antecedent of proactive job crafting
behaviour. However, our study also has some limitations. First,
we used a time lag of 1 year—which is in line with previous
studies (e.g., Schaufeli et al., 2009)—but theory on appropriate
time lags is lacking. Because substantial changes in FTP are
more likely to occur across multiple years (Cate & John, 2007),
it might be that 1 year is too short to capture changes in FTP.
Nevertheless, we did find clear associations between changes
in open-ended FTP, job crafting behaviour, work engagement,
and job performance over the 1-year time period, suggesting
that the 1-year time lag was appropriate for our study.
8 D. T. A. M. KOOIJ ET AL.
Downloadedby[VrijeUniversiteitAmsterdam]at03:3623July2016
10. A second limitation involves the measure for job performance
that we used in this study. We assessed a general perception
of employees’ job performance, whereas job performance has
different dimensions (Ng & Feldman, 2008), which might be
differentially associated with the dimensions of job crafting.
Similarly, we only measured a positive indicator of well-being
(i.e., work engagement), whereas decreasing hindering job
demands could prevent an increase in levels of burnout (a
negative indicator of well-being; Tims et al., 2012). Future
studies examining the effects of FTP on job crafting and
work outcomes could include other dimensions of perfor-
mance (e.g., extra-role behaviour) and negative indicators of
well-being (e.g., exhaustion). Third, the data were collected
from a single source (i.e., employees) using self-reports,
which might have led to common method bias (Podsakoff,
MacKenzie, Lee, & Podsakoff, 2003). However, in line with the
suggestions of Podsakoff et al. (2003), we only used carefully
constructed and validated measures and we also tested a one-
factor model to reduce the risk of common method bias
influencing our results. In addition, the distribution of mea-
surements over time and the use of change scores may have
diminished the risks for common method bias (Doty & Glick,
1998). Besides, employees’ perceptions of time, their job craft-
ing behaviours, and their work engagement cannot easily and
accurately be obtained from alternative sources (Mäkikangas,
Kinnunen, & Feldt, 2004). To improve our design even further,
future studies could include objective measures and/or multi-
source data on job performance.
Theoretical implications
The present findings have two important theoretical implica-
tions for the literature on job crafting and FTP. First of all, to
the best of our knowledge, this is the first study examining
FTP as a predictor of job crafting (Tims et al., 2012;
Wrzesniewski & Dutton, 2001). Building on existing knowledge
of antecedents of job crafting (Tims et al., 2012, 2014), which
have focused on individual factors that enhance the ability to
job craft (i.e., self-efficacy and proactive personality), we found
that the individual motivational concept of FTP is an antece-
dent of specific job crafting behaviours. Particularly, changes
in open-ended FTP were positively related to changes in job
crafting in terms of increasing structural and social job
resources and challenging job demands; employees with
increased open-ended FTP increasingly focus on learning
new things and experiencing novelty, and thus engaged
more in job crafting behaviour, such as asking for feedback
and taking on new projects, to accomplish this. In line with
Wrzesniewski and Dutton (2001), who proposed that indivi-
dual needs motivate employees to craft their job, we found
that (the motivational construct of) open-ended FTP increases
specific job crafting behaviours to improve the fit of the job
with long-term individual growth goal focus and work-related
motives. Another psychological mechanism that might explain
the influence of open-ended FTP on job crafting behaviour,
besides improving person-job fit, is future goal attainment.
Social cognitive theory (Bandura, 2006) proposes that envi-
sioning the future (i.e., an open-ended FTP) is one of the core
properties of human agency. Envisioning and anticipating the
future allows people to motivate themselves and guide their
actions to achieve their future goals. Similarly, FTP theory
(Nuttin, 1964) proposes that individuals with an open-ended
FTP envision future outcomes which increases the instrumen-
tality of current behaviour. In addition, individuals with an
open-ended FTP have a more optimistic outlook on the future
and the possibilities in that future (Nuttin, 1964). They are
therefore more confident in the attainment of future goals,
which triggers current behaviours such as setting up a new
challenging project. Our study results show that open-ended
FTP indeed triggers current behaviours, in this case the proac-
tive work behaviour of job crafting, to achieve future goals.
This line of reasoning might also explain why changes in
limited FTP were not associated with changes in job crafting
behaviour.
Second, this study extends SST (Carstensen, 1995) by
revealing the importance of the behavioural consequences
of open-ended FTP in the work context. In line with SST, we
found that employees with an increased open-ended FTP try
to acquire knowledge by increasing their job resources and
challenging job demands, which in turn results in higher levels
of work engagement and job performance. Moreover, our
study demonstrates that the perception of time in itself may
not be sufficient to influence worker outcomes but that a
behavioural mediator is necessary to improve these outcomes.
These findings suggest that an open-ended time perspective
can mobilize employees to proactively craft their job in terms
of increasing job resources and challenging job demands,
which is subsequently associated with an increase in well-
being and performance.
Practical implications
In line with previous studies on job crafting, we argue that
organizations should pay considerable attention to this phe-
nomenon because employees who craft their jobs such that
they enrich their work can become more engaged and per-
form better at work, whereas the crafting of fewer job
demands seems to have negative relationships with these
outcomes. Although job crafting is initiated by employees
and may sometimes be invisible to the organization and
their managers, this study reveals that organizations can still
influence job crafting behaviours. We found that an open-
ended FTP can stimulate job crafting behaviours in terms of
increasing job resources and challenging job demands. In
addition, research has shown that FTP is a flexible construct
(Zacher & Frese, 2009). Therefore, organizations could aim to
lengthen employees’ time perspective, for example, by speci-
fically outlining their future within the company in a career
plan (see also Carstensen, Isaacowitz, & Charles, 1999) or by
implementing interventions that stimulate employees to
actively think about their long-term career goals (e.g., see
Akkermans, Brenninkmeijer, Schaufeli, & Blonk, 2015). In this
way, organizations could shift the focus towards promoting
open-ended time perspectives among their employees, which
could subsequently lead to more proactive job crafting beha-
viours at work aimed at goal attainment and knowledge
acquisition. This increase in proactive job crafting behaviour
would then lead to enhanced levels of work engagement and
EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 9
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11. performance. This is also a very important implication in light
of the ageing workforce (Bal et al., 2015) because open-ended
FTP tends to decrease with age (Lang & Carstensen, 2002).
Conclusion
The present study contributes to the literature on FTP, job
crafting, work engagement, and job performance. We found
that employees whose open-ended FTP increased over a 1-
year time period also increased their levels of crafting their job
such that it provided them with more opportunities for long-
term knowledge acquisition by increasing their job resources
and challenging job demands, which in turn resulted in higher
levels of work engagement and job performance. Therefore,
FTP seems to be an important individual motivational con-
struct that could explain how and why employees craft their
job and thereby their subsequent work outcomes.
Note
1. To illustrate, correlations between T1 open-ended FTP and T1
increasing structural and social job resources, and increasing chal-
lenging job demands were respectively .37, .36, and .27, ps < .01
whereas the correlation between open-ended FTP and decreasing
hindering job demands was –.08, p = .16. Correlations between T1
limited FTP and T1 increasing structural and social job resources,
and increasing challenging job demands were respectively –.16,
–.15, both ps < .01, and –.08, p = .16 whereas the correlation
between limited FTP and decreasing hindering job demands was
.13, p < .05.
Disclosure statement
No potential conflict of interest was reported by the authors.
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