Role Of Perceived Organizational Support In Job Crafting And Job Satisfaction

Research Questions

Discuss about the Role of Perceived Organizational Support.

Job crafting can be defined as a form of job which gets the involvement of the employees in regard to their characteristics. It further constitutes a change of employees’ perspective on their behavior (Collins, 2007). Since the recent decades, job crafting has increased in almost all institutions; it has often been argued that increase in Job crafting processes has largely contributed to the change in institution and staff performance. These aspects are explained by different levels of incompatibility on job satisfaction in various institutions. Various investigating on job crafting provides evidence from the latter (Wrzesniewski & Dutton, 2011). However, the studies have found it difficult to systematize the information hence unable to draw general conclusions on the size and direction of the question under investigation (Petitti, 2000)

The paper systematizes the existing literature relation of job crafting as well as job satisfaction. Meta-analytical techniques were used in place of a literature review in order to have a qualitative approach (Petrou et al, 2012). The reason for application of a meta-analysis in the research is to evade substantial biases that can be as a result of a literature review that allows quantitative assessment. Therefore this analysis will provide a systematic and vivid method of comparing the results of different studies on the comparison (Kim & Lee, 2016).

Research Questions

1. what are the effects of the job crafting in regard to the job satisfaction?
2. what is the impacts of the job crafting to the job satisfaction?

The Inclusion form of the procedure and the Exclusion

The search form of the procedure for the existing articles and Google content

It is all about key words in the Google engine

1. It focuses on Google browser
2. Search engines
3. Browsing history
4. Social search

Inclusion process

1. This process should have the concept of the job crafting
2. It should involve the analysis of the statistics
3. It must have the publication in as the international journal article
4. Must be published in the reputed international journal
5. It should have the inclusion of the job satisfaction
6. The language of publication should be English purely

Exclusion Criteria

It involves foresee and the changes in the relationship to the creation of the environment for the work. The methods used in job crafting help in achieving the personal goals. It involves the following.

1. Identification of the antecedent
2. Identification of the outcomes in regard to the job crafting
3. Cognitive and physical changes in relation to the work done
4. Understanding of the techniques of the individual
5. Getting the strategies for the crafting
6. Identifying the demand of the job and opportunities

Carrying out of meta-analysis is a process that requires essential preliminary steps of developing one meta-data (Leana et al, 2009). This research search strategy, comprised of three stages, first, I used updated contents and internet data updates. Secondly, I extracted references from existing articles on the specific topic that the research discusses and used the sources. Updated contents provided current information regarding they are published in the time span 2000-2016, all the materials I selected were published within this period.

The search time frame was three month.  The search took this period of time in order to collect a representative sample of high-quality studies that are appropriate and reliable. Some general keywords were used to conduct a systematic search (Curry et al, 2016). The meta-analysis comprised of three studies.

Employees approach their jobs in a behavioral theory (Tims & Bakker, 2010). There have been several attempts on the research of job crafting. The first study in this meta-analysis aims at synthesizing the findings on a study carried out in Italy. The search will first integrate the findings on job crafting as explained by Tims and Baker in the year 2010. The meta-analysis will have 122 participants who will be representing 5,000 workers.

The second study will synthesize the findings a research conducted in Canada. He expounds on how employees attempt to have a change in meta-analysis which includes a search which involved 260 participants who were mostly women.

Inclusion process

Every job has a different design that is profoundly significant for employees and their co-workers. The job design might, in addition, impact heavily on the psychological experiences of the worker in the ecosystem which might include an emotional force, temporal forces and physical forces that restrict the worker from changing of shifting to another task. The third study will aim at integrating the findings using a meta-analysis carried on 150 participants who represented 2,500 workers in a hospital in the United States.

Job satisfaction refers to the actual need and preference that different type of employees might perceive to enhance maximum output in their working conditions (Slemp & Vella-Brodrick, 2014). In addition, participation and coordination of the management might also influence job satisfaction (Alessandri, Borgogni& Latham, 2016).

The second study involved 263 participants in the profession of teaching Italy (Tims & Derks, 2013). The aim of conducting the search was to analyze the Results indicated that there is similarity in the job criteria.

In third study involved 550 participants who worked at a tannery in India, the effect size involved only 410. The effect size was determined by the variables such as age, gender, and managerial levels.

This part focus on meta-analysis that will first comprise a descriptive analysis of the mean effect sizes. Despitefully, due to the large variation between the studies investigated, the meta-analysis focused on the importance of job crafting using meta-regression. The effect sizes are represented in the diagram below. They were derived from the dependent variables such as gender and age. I selected estimates just like being employed or being job enthusiasts versus being inactive and mood less in a job which characterized behavioral changes, a very standard way to estimate the influence of job crafting on job satisfaction (Mullen, 2013).

I imported the articles and checked to see either they met the inclusion criteria. After discarding duplicates and excluding articles based upon our criteria, three articles remained that employed either longitudinal or intervention methods. The three studies covered a wide variety of outcome variables and patterns which include: boredom, counterproductively, work behavior, employee motivation and job performance. Only one of the three studies had job performance metrics as a result variable which consequently was used in the entire meta-analysis. The second study measured employee motivation and workload which was also used in the meta-analysis, the final study measured counter productivity and role performance.

Table 1: Search terms used and number of search results  

Table 2: Effect sizes, sample sizes and time lags as per journal

In this paper, I have applied meta-analytic measures to compare synthesize and interpret relevance of job type. First and the primary summary of our findings is that job crafting is about resourcefulness, accordingly the employee ought to restructure and reorganize his job with the necessary resources in order to bleed job satisfaction (Petitti, 2000). Occupation making can be characterized as a type of proactive work conduct that includes representative’s move in the apparent attributes of their employment; it additionally constitutes a difference in representatives’ point of view on their conduct. The primary target of Job creating is to expand testing and decline thwarting occupation requests. Since the ongoing decades, work making has expanded in all organizations; it has regularly been contended that expansion in Job making forms has to a great extent added to the adjustment in foundation and staff execution. These perspectives are clarified by various levels of inconsistency between conduct change and employment fulfillment in different establishments (Oldham & Hackman, 2010). Different examinations have been led researching the co-connection of employment fulfillment and occupation creating give prove from the last mentioned. Be that as it may, the examinations have thought that it was hard to systematize the data henceforth unfit to make general determinations on the size and bearing of the inquiry under scrutiny (Bakker & Demerouti, 2007).

Exclusion Criteria

References

Alessandri, G., Borgogni, L., & Latham, G. (2016). A Dynamic Model of the Longitudinal Relationship between Job Satisfaction and Supervisor-Rated Job Performance. Applied Psychology, 66(2), 207-232. doi: 10.1111/apps.12091), 675-687.

Bakker, A. B., & Demerouti, E. (2007). The job demands-resources model: State of the art. Journal of managerial psychology, 22(3), 309-328.

Bakker, A. B., & Demerouti, E. (2014). Job demands–resources theory. Wellbeing.

Bakker, A. B., Tims, M., & Derks, D. (2012). Proactive personality and job performance: Therole of job crafting and work engagement. Human relations, 65(10), 1359-1378.

Berg, J. M., Dutton, J. E., & Wrzesniewski, A. (2008). What is job crafting and why does it  matter. Retrieved form the website of Positive Organizational Scholarship on April, 15,         2011.

Collins, S. (2007). Statutory social workers: Stress, job satisfaction, coping, social support and individual differences. British Journal of Social Work, 38(6), 1173-1193.

Curry, J. P., Wakefield, D. S., Price, J. L., & Mueller, C. W. (2016). On the causal ordering of job satisfaction and organizational commitment. Academy of Management Journal, 29(4),            847-858.

De Beer, L. T., Tims, M., & Bakker, A. B. (2016). Job crafting and its impact on work engagement and job satisfaction in mining and manufacturing. South African Journal of Economic and Management Sciences, 19(3), 400-412.

Fredric, M., Wolf, (1986). Meta-Analysis: Quantitative Methods for Research Synthesis. New York: Oxford University Press.

Ingusci, E., Callea, A., Chirumbolo, A., &Urbini, F. (2016). Job crafting and job satisfaction in a sample of Italian teachers: the mediating role of Perceived Organizational Support. Electronic Journal of Applied Statistical Analysis, 9.

Kim, G., & Lee, Y. (2016). Towards High Performance Organization: The Impacts of Job Characteristics and Job Crafting. International Journal Of U- And E- Service, Science And Technology, 9(2), 85-100. doi: 10.14257/ijunesst.2016.9.2.10

Leana, C., Appelbaum, E., & Shevchuk, I. (2009). Work process and quality of care in earlychildhood education: The role of job crafting. Academy of Management Journal, 52(6), 1169-1192.

Mullen, B. (2013). Advanced Basic Meta-analysis. Hoboken: Taylor and Francis.

Oldham, G. R., & Hackman, J. R. (2010). Not what it was and not what it will be: The future of job design research. Journal of organizational behavior, 31(2?3), 463-479.

Petitti, D. (2000). Meta-analysis, decision analysis and cost-effectiveness analysis. New York: Oxford University Press.

Petrou, P., Demerouti, E., Peeters, M. C., Schaufeli, W. B., & Hetland, J. (2012). Crafting a job on a daily basis: Contextual correlates and the link to work engagement. Journal of             Organizational Behavior, 33(8), 1120-1141.

Schaufeli, W., & Salanova, M. (2007). Work engagement. Managing social and ethical issues in organizations, 135, 177.

Slemp, G. R., & Vella-Brodrick, D. A. (2014). Optimising employee mental health: The relationship between intrinsic need satisfaction, job crafting, and employee well-            being. Journal of Happiness Studies, 15(4), 957-977.

Tims, M., Bakker, A. B., & Derks, D. (2013). The impact of job crafting on job demands, job resources, and well-being. Journal of occupational health psychology, 18(2), 230.

Wrzesniewski, A., & Dutton, J. E. (2011). Crafting a job: Revisioning employees as active crafters of their work. Academy of management review, 26(2), 179-201.

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