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Job Crafting: A Review of Theoretical Integration and Application Extension
Xizhou Tian,
Meiling Liu,
Qingsong Jiao,
Xin Wei,
Rong Huang
Issue:
Volume 10, Issue 2, June 2022
Pages:
38-48
Received:
12 April 2022
Accepted:
28 April 2022
Published:
7 May 2022
DOI:
10.11648/j.jhrm.20221002.11
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Abstract: Likely reflecting its value in today's dynamic environment, the amount of research on job crafting is burgeoning. There are two dominant perspectives of job crafting—the original theory from north american school of job crafting research and the job demands resources perspective from european school of job crafting research. We argue that job crafting can also be understood from a new perspective, i.e. rationality and emotion. Reviewing literature on job crafting, especially on its theoretical integration and application extension, we conclude that the researches have been expanded to integrate new theoretical frameworks and better understand practical application, i.e., the literature has incorporated new theories like individual strengths theory, regulatory focus theory, and emotional theory into job crafting research. It has also developed practical strategies for dealing with dirty work, aging employees, workers with an unanswered calling. And as a contribution, we provide a new taxonomy of job crafting: rational and emotional perspectives. Future studies should focus on the mechanisms of job crafting in practice, relationship between leadership, role-shifting and job crafting, and the construction of positive identities based on job crafting. At last, limitations of this review are presented, including interrelation of emotional and rational job crafting, association of emotional and rational type with other kinds of job crafting, such approach-avoidance or quantitative-qualitive perspectives.
Abstract: Likely reflecting its value in today's dynamic environment, the amount of research on job crafting is burgeoning. There are two dominant perspectives of job crafting—the original theory from north american school of job crafting research and the job demands resources perspective from european school of job crafting research. We argue that job craft...
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Job Autonomy and Employee Well-Being: The Roles of Sense of Work Meaning and Self-efficacy
Zimo Sheng,
Yiting Zhang,
Qianni Han,
Haomiao Yu,
Jun Zhang
Issue:
Volume 10, Issue 2, June 2022
Pages:
49-55
Received:
19 April 2022
Accepted:
4 May 2022
Published:
12 May 2022
DOI:
10.11648/j.jhrm.20221002.12
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Abstract: In recent years, companies have been paying high attention to employee well-being, and its impact on employees has been confirmed by a large number of studies. As the keyword of happiness appears more and more frequently, we can truly feel that happiness is closely related to struggle. According to self-determination theory, the mechanism of the influence of job autonomy on employee well-being is explored, and the mediating role of the sense of job meaning between the two is verified. Considering the influence of employees' own characteristics, self-efficacy was introduced as a moderating variable to further explore the moderating role of self-efficacy between job autonomy and employee well-being. According to the literature review and theoretical analysis, the theoretical model of the study was derived, the research hypothesis was proposed, and the hypothesis was tested by empirical research. A total of 323 valid questionnaires were collected and screened from Chinese employees. The study scales used were validated to have high reliability and validity to ensure the reliability of the study measures. Statistical analysis was used to justify and test the research hypotheses. The results show that job autonomy has a significant effect on employee well-being. Furthermore, Sense of job meaning mediates the relationship between job autonomy and employee well-being. Finally, self-efficacy positively regulates the relationship between job autonomy and employee well-being, that is, high self-efficacy enhances the effect of job autonomy on employee well-being. Combined with the research findings, corresponding countermeasures and suggestions are proposed on how to improve employee well-being in enterprises.
Abstract: In recent years, companies have been paying high attention to employee well-being, and its impact on employees has been confirmed by a large number of studies. As the keyword of happiness appears more and more frequently, we can truly feel that happiness is closely related to struggle. According to self-determination theory, the mechanism of the in...
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Reconstructing the Homeric Model of Mentoring: A Review of Mentoring Relationships in Prehistoric and Ancient World History of Human Development
Nick Dukakis,
Efthymios Valkanos,
Ioanna Papavassiliou
Issue:
Volume 10, Issue 2, June 2022
Pages:
56-65
Received:
3 April 2022
Accepted:
3 May 2022
Published:
26 May 2022
DOI:
10.11648/j.jhrm.20221002.13
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Abstract: This paper assesses how mentoring has historically been an integral part of human development, a modern implication for Human Resource Development (HRD), with the purpose of reconstructing the Homeric Model of Mentoring as an Open System of Educational Management. It highlights evidence of mentorship behaviors throughout human civilization and across diverse cultural groups, with a focus on Homer’s Odyssey, as well as during the pre-Homeric and prehistoric eras. The historicity of mentoring is offered as a timeless cultural phenomenon, without imposing the data or limiting the analytical perspective. The theoretical approach selected was to conduct a literature review of primary and secondary sources, with an ad hoc utilization of elements of the context of the reality, material and non-material. Based on theoretical knowledge and preconceptions, this paper’s conclusions are subject to the limitations of its specifications, bypassing the quantitative component, while the interest in expanded future research is revived. Pointing out the evolutionary stages of the described mentoring relationship, this study also reveals “hidden” mentors and elements of mentorship activity in a variety of ancient civilizations such as the Minoans, the Chinese, the Israelites, the Mesopotamians, the Egyptians and the Indus Valley civilization. The historic mentorship examples discussed in this paper show evidence of genuine mentoring characteristics such as nurturing, advising, counseling, guiding, and teaching, reflective of modern mentoring relationships and mentoring culture.
Abstract: This paper assesses how mentoring has historically been an integral part of human development, a modern implication for Human Resource Development (HRD), with the purpose of reconstructing the Homeric Model of Mentoring as an Open System of Educational Management. It highlights evidence of mentorship behaviors throughout human civilization and acro...
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Financial and Non-financial Incentives as the Motivation Tool in Small, Medium and Large Companies
Milada Colic,
Adisa Omerbegovic Arapovic,
Ensar Mekic
Issue:
Volume 10, Issue 2, June 2022
Pages:
66-76
Received:
25 April 2022
Accepted:
14 May 2022
Published:
26 May 2022
DOI:
10.11648/j.jhrm.20221002.14
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Abstract: This study analyzes application of financial and non-financial incentives in micro, small, medium and large companies, in private and public sector in Bosnia and Herzegovina. It also tests the association of demographic characteristics and motivation. Data was collected using online questionnaire sent to 130 companies in the period between June and October 2021 consisting of 50 items related to demography, financial and non-financial incentives utilization and factors impacting motivation. The total of 148 responses was collected during this period. The application of financial and non-financial incentives is measured using 5 point Likert scale. The collected responses are analyzed using a simple regression analysis to test the relationship of demographic and motivational variables. The findings indicate lower financial incentives application level compared to non-financial incentives, although both moderately applied. We find support for the hypothesized relationship between demographic characteristics and motivation in the relationship between groups of employee Seniority level and factors contributing to increased interest for work. Additional analysis indicates positive relationship of demographic characteristics Educational level and Company sector to factors that increase interest for work and effort at work. There is no significant statistics difference between other demographic variables in relation to dependent variables tested. Analysis of the incentives application level and impact of demographic characteristics to motivation may form the basis for further research. The same study can be extended to larger study group and geographic coverage, and used as the basis to test variety of influence, such as socio-economic and cultural, on employee motivation and satisfaction, specifically in view of the complex context in Bosnia and Herzegovina.
Abstract: This study analyzes application of financial and non-financial incentives in micro, small, medium and large companies, in private and public sector in Bosnia and Herzegovina. It also tests the association of demographic characteristics and motivation. Data was collected using online questionnaire sent to 130 companies in the period between June and...
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