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Original Research
The role of work-related needs in the relationship between job crafting, burnout and engagement
Submitted: 08 September 2015 | Published: 17 August 2016
About the author(s)
Fabrice Travaglianti, Human Resources Development Unit, University of Liège, BelgiumAudrey Babic, Human Resources Development Unit, University of Liège, Belgium
Isabelle Hansez, Human Resources Development Unit, University of Liège, Belgium
Abstract
Orientation: Knowing that it is imperative to better understand the antecedents and consequences of needs-supplies fit, the present research had two main objectives. Firstly we wanted to extend our knowledge about traditional psychological needs, for example highlighted through the Self-Determination Theory, by presenting more specific work-related needs. Secondly, following the new directions of organisational fit theories, we wanted to better understand how individuals make sense of fit.
Research purpose: The purpose of this study is to propose more specific work-related needs in terms of employment quality and to test job crafting as an antecedent of needs-supplies fit (NS fit). We tested the double mediating role of NS fit (i.e. specific: based on more specific work-related needs, and general: based on global job perceptions) between job crafting and individual outcomes namely burnout and work engagement.
Motivation for the study: By taking into account more specific work-related needs, this study aimed to add more specific information to better help predict well-being at work. Moreover, the present research responds to the need to better understand how individuals make sense of fit.
Research design, approach, and method: Data were collected in a Belgian Public Federal Service (N = 1500). Our research model was tested using Structural Equation Modelling with Mplus.
Main findings: Results show, (1) that specific NS fit perception was positively related to a global NS fit perception and (2) the partial mediating role (specific and general) of NS fit between job crafting and burnout and work engagement.
Practical/managerial implications: Managers should encourage crafting behaviours and should know their team and that team’s specific needs.
Contribution/added-value: By taking into account more specific work-related needs, our study suggests that needs-supplies may have more than one dimension. Moreover, it shows that job crafting is a way to increase NS fit.
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