Job crafting, proactive personality and meaningful work: Implications for employee engagement and turnover intention
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...
| Main Authors: | , , |
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| Format: | Article |
| Language: | English |
| Published: |
AOSIS
2019-07-01
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| Series: | SA Journal of Industrial Psychology |
| Subjects: | |
| Online Access: | https://sajip.co.za/index.php/sajip/article/view/1567 |
| _version_ | 1811286816266911744 |
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| author | Nicola Vermooten Billy Boonzaier Martin Kidd |
| author_facet | Nicola Vermooten Billy Boonzaier Martin Kidd |
| author_sort | Nicola Vermooten |
| collection | DOAJ |
| description | 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. |
| first_indexed | 2024-04-13T03:07:26Z |
| format | Article |
| id | doaj.art-6a026265b38247e59e2b0abfaaf631dc |
| institution | Directory Open Access Journal |
| issn | 0258-5200 2071-0763 |
| language | English |
| last_indexed | 2024-04-13T03:07:26Z |
| publishDate | 2019-07-01 |
| publisher | AOSIS |
| record_format | Article |
| series | SA Journal of Industrial Psychology |
| spelling | doaj.art-6a026265b38247e59e2b0abfaaf631dc2022-12-22T03:05:12ZengAOSISSA Journal of Industrial Psychology0258-52002071-07632019-07-01450e1e1310.4102/sajip.v45i0.15671104Job crafting, proactive personality and meaningful work: Implications for employee engagement and turnover intentionNicola Vermooten0Billy Boonzaier1Martin Kidd2Department of Industrial Psychology, Stellenbosch University, StellenboschDepartment of Industrial Psychology, Stellenbosch University, StellenboschCentre for Statistical Consultation, and Department of Statistics and Actuarial Sciences, Stellenbosch University, StellenboschOrientation: 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.https://sajip.co.za/index.php/sajip/article/view/1567Positive psychologyweb-based surveyproactive personality scalejob crafting scalepsychological meaningfulness scaleUtrecht work engagement scaleturnover intention scalecovariance structural equation modellingpartial least squares structural |
| spellingShingle | Nicola Vermooten Billy Boonzaier Martin Kidd Job crafting, proactive personality and meaningful work: Implications for employee engagement and turnover intention SA Journal of Industrial Psychology 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 |
| title | Job crafting, proactive personality and meaningful work: Implications for employee engagement and turnover intention |
| title_full | Job crafting, proactive personality and meaningful work: Implications for employee engagement and turnover intention |
| title_fullStr | Job crafting, proactive personality and meaningful work: Implications for employee engagement and turnover intention |
| title_full_unstemmed | Job crafting, proactive personality and meaningful work: Implications for employee engagement and turnover intention |
| title_short | Job crafting, proactive personality and meaningful work: Implications for employee engagement and turnover intention |
| title_sort | job crafting proactive personality and meaningful work implications for employee engagement and turnover intention |
| topic | 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 |
| url | https://sajip.co.za/index.php/sajip/article/view/1567 |
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