Working environments are both dynamic and evolving. They subject employees to performance and adaptation challenges which can negatively influence their commitment to work. Job crafting – shaping or determining how one’s time is spent at work – is becoming more and more widespread. Employees seek to create meaning in their work and professional occupations, and this generally increases their commitment to the work. But is job crafting suitable for all types of work? When it isn’t, leisure crafting – shaping free or non-work time – can provide an interesting avenue for many individuals to create meaning outside of work!
To better understand these phenomena, we examined the study by Petrou and his colleagues, published in 2017. This study evaluates the interrelation between the importance given by an employee/worker to his or her professional role and job crafting, and the impact of this interrelationship on meaning creation and commitment to work. The study’s authors also looked at the compensatory role of leisure crafting to create meaning in the lives of employees for whom job crafting is not an option.
Legend: Recommendation of our expert
Expert advisor:
- ÉTIENNE FOUQUET, research assistant, Université de Sherbrooke
Authors:
- PATRICE DANEAU, research assistant, Université de Sherbrooke
JOSÉE CHARBONNEAU, research assistant, Université de Sherbrooke
This initiative was made possible through a collaboration with the Université de Sherbrooke.
WHAT DO WE MEAN BY:
Creating meaning at work
Meaning creation at work refers to an individual’s ability to integrate the various parametres of his or her job into a personal sense of worth based on his or her values and needs. In other words, it is the ability to attribute a reason for being to situations experienced at work that might be difficult or ambiguous. To understand the concept, it is necessary to distinguish the creation of meaning from the perception of meaning at work. The perception of meaning is the process by which an individual intrinsically evaluates different experiences based on his or her core values and needs. The creation of meaning is the process through which an individual establishes coherent links between the parametres of his or her work and his or her personal criteria based on the perception of meaning (his or her core values and needs).
For example, a caretaker in a hospital may find meaning in his or her work by interacting with patients and being aware of the importance of his or her work to their well-being. Through this contact with others with whom he or she would not normally interact, the caretaker assigns a purpose to his or her work and creates meaning in work.
Job crafting
Job crafting refers to how or the way in which employees shape their work to make it better. For the purposes of this article, job crafting is approached broadly. It refers to the behaviours adopted by employees to increase (1) their social resources at work (eg, counselling and mutual assistance), (2) their structural resources (eg, learning opportunities, independence), and (3) their professional challenges (eg, new responsibilities).
Job crafting promotes commitment to work and the creation of meaning in work. The three dimensions of job crafting positively influence the perception of employees/workers that they play a useful role professionally, one that aligns with their personal values and needs, and that they have the necessary resources and skills to successfully perform this role. In addition to creating an environment that fosters personal growth and learning, job crafting facilitates the access employees have to the professional and emotional support of co-workers/colleagues. Job crafting enables employees to build relationships with others and, in so doing, to satisfy their individual psychological needs. This strengthens their sense of achievement and competence. In this study, employees/workers who place a high value on their work are more likely to shape it to make it more meaningful.
Leisure crafting
Leisure crafting refers to the behaviour adopted by employees/workers to proactively pursue leisure activities outside work. It enables individuals to create meaning in their lives through human connections, learning and opportunities for personal development, and the achievement of personal goals.
For some, leisure crafting compensates for the difficulty or impossibility of making or shaping satisfactory changes at work. But these employees/workers can find broader meaning in their lives through their leisure activities. Other individuals accept their work if conditions at work, such as an attractive salary, flexible hours or opportunities to become involved in social and community activities, make it easier for them to fulfil themselves in their leisure time.
Complete reference
- Petrou, P., Bakker, A. B., & den Heuvel, M. (2017). Weekly job crafting and leisure crafting: Implications for meaning‐making and work engagement. Journal of Occupational and Organizational Psychology, 90(2), 129-152.
Method
Researchers used their networks of contacts to recruit study participants. The latter received an email invitation including information about the study, its research focus and a link to an online survey. Participation was voluntary.
- 105 employees based in Holland
- Various economic industry sectors
- Participants were selected online
- Average age of 40.7 years
- Average hours worked:
- Women - 30.1 hr/week
- Men - 37.1 hr/week
Given that some participants do not work every day, an email was sent on Wednesdays asking participants to complete a weekly survey before the last business day of their working week, on whatever day it fell. On Fridays or during the weekend, a reminder email was sent to participants who had failed to complete the weekly survey.
WHAT DO THE RESULTS OF THE STUDY TELL US?
The more employees/workers value their professional role, the more likely they are to be engaged and interested in shaping their work in order to make it meaningful.
On the other hand, when job crafting opportunities are limited, leisure crafting plays a more significant role in the creation of meaning in the lives of employees.
1. The more positive perception an employee/worker has of his or her professional role …
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