Original Research

Job crafting, proactive personality and meaningful work: Implications for employee engagement and turnover intention

Nicola Vermooten, Billy Boonzaier, Martin Kidd
SA Journal of Industrial Psychology | Vol 45 | a1567 | DOI: https://doi.org/10.4102/sajip.v45i0.1567 | © 2019 Nicola Vermooten, Billy Boonzaier, Martin Kidd | This work is licensed under CC Attribution 4.0
Submitted: 18 July 2018 | Published: 30 July 2019

About the author(s)

Nicola Vermooten, Department of Industrial Psychology, Stellenbosch University, Stellenbosch, South Africa
Billy Boonzaier, Department of Industrial Psychology, Stellenbosch University, Stellenbosch, South Africa
Martin Kidd, Centre for Statistical Consultation, and Department of Statistics and Actuarial Sciences, Stellenbosch University, Stellenbosch, South Africa


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Abstract

Orientation: Jobs in the financial services industry are in constant flux because of the ever-changing nature of the products and services provided to customers. This could result in employee disengagement and turnover intention.

Research purpose: The purpose of the study was to examine the role of job crafting, proactive personality and meaningful work in predicting employee engagement and turnover intention among employees in the financial services industry based on the central tenets of the Job Demands-Resources theory.

Motivation for the study: Organisations or incumbents may redesign jobs. The self-initiated proactive behaviour that incumbents exhibit to shape the meaning of their work is known as job crafting. The relationships that exist among job crafting, proactive personality, meaningful work, employee engagement and turnover intention were, therefore, investigated.

Research design, approach and method: A quantitative cross-sectional survey design was used to gather primary data in service-providing firms across South Africa (n = 391).

Main findings: Results demonstrated that job crafting, proactive personality and meaningful work significantly predict variance in employee engagement and turnover intention.

Practical and managerial implications: Specific human resource practices and interventions are proffered to foster job crafting, proactivity and meaningful work and, in doing so, address employee disengagement and turnover intention.

Contribution or value-add: The study highlights the importance of encouraging employees to craft their jobs as it has specific implications for prominent work-related outcomes, such as employee engagement and turnover intention, among employees in the financial services industry.


Keywords

Positive psychology; web-based survey; proactive personality scale; job crafting scale; psychological meaningfulness scale; Utrecht work engagement scale; turnover intention scale; covariance structural equation modelling; partial least squares structural

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