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      Association of Happiness and Nursing Work Environments with Job Crafting among Hospital Nurses in South Korea

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          Abstract

          Nurses are key professionals in healthcare sectors, whose job attitude is closely associated with patient health outcomes and safety. Job crafting describes how workers shape their tasks to find a sense of meaning and value in their work. This study aimed to examine the associations of happiness at the individual level and nursing work environments at the organizational level with job crafting among hospital nurses in Korea. This cross-sectional study analyzed survey data from 220 nurses working in four Korean hospitals. Multiple linear regression modeling was used to examine associations among the study variables. Nurses who were satisfied with their lives were significantly more likely to exhibit higher levels of job crafting (B = 0.07, p < 0.001). Nursing work environments had no significant association with nurses’ job crafting. In comparison with nurses working in general units, operating room nurses were significantly less likely to craft their job (B = −0.35, p = 0.001). Organizational support should be established to improve nurses’ happiness and job crafting. Hospitals should provide various opportunities for education and training to strengthen job crafting.

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          The impact of job crafting on job demands, job resources, and well-being.

          This longitudinal study examined whether employees can impact their own well-being by crafting their job demands and resources. Based on the job demands-resources model, we hypothesized that employee job crafting would have an impact on work engagement, job satisfaction, and burnout through changes in job demands and job resources. Data was collected in a chemical plant at three time points with one month in between the measurement waves (N = 288). The results of structural equation modeling showed that employees who crafted their job resources in the first month of the study showed an increase in their structural and social resources over the course of the study (2 months). This increase in job resources was positively related to employee well-being (increased engagement and job satisfaction, and decreased burnout). Crafting job demands did not result in a change in job demands, but results revealed direct effects of crafting challenging demands on increases in well-being. We conclude that employee job crafting has a positive impact on well-being and that employees therefore should be offered opportunities to craft their own jobs.
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            Job crafting: towards a new model of individual job redesign

            ORIENTATION: For a long time, employees have been viewed as passive performers of their assigned job tasks. Recently, several scholars have argued that job design theory needs to address the influence of employees on their job designs. RESEARCH PURPOSE: The purpose of the study was to fit job crafting in job design theory. MOTIVATION FOR THE STUDY: The study was an attempt to shed more light on the types of proactive behaviours of individual employees at work. Moreover, we explored the concept of job crafting and its antecedents and consequences. RESEARCH DESIGN, APPROACH AND METHOD: A literature study was conducted in which the focus was first on proactive behaviour of the employee and then on job crafting. MAIN FINDINGS: Job crafting can be seen as a specific form of proactive behaviour in which the employee initiates changes in the level of job demands and job resources. Job crafting may be facilitated by job and individual characteristics and may enable employees to fit their jobs to their personal knowledge, skills and abilities on the one hand and to their preferences and needs on the other hand. PRACTICAL/MANAGERIAL IMPLICATIONS: Job crafting may be a good way for employees to improve their work motivation and other positive work outcomes. Employees could be encouraged to exert more influence on their job characteristics. CONTRIBUTION/VALUE-ADD: This article describes a relatively new perspective on active job redesign by the individual, called job crafting, which has important implications for job design theories.
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              Happiness at Work

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                Author and article information

                Journal
                Int J Environ Res Public Health
                Int J Environ Res Public Health
                ijerph
                International Journal of Environmental Research and Public Health
                MDPI
                1661-7827
                1660-4601
                05 June 2020
                June 2020
                : 17
                : 11
                : 4042
                Affiliations
                [1 ]Department of Nursing, Seoul National University Bundang Hospital, Gyeonggi-do 13620, Korea; zzanga0520@ 123456naver.com
                [2 ]College of Nursing, Chung-Ang University, Seoul 06974, Korea; yacho2018@ 123456cau.ac.kr
                Author notes
                [* ]Correspondence: hankihye@ 123456cau.ac.kr ; Tel.: +82-2-820-5995
                Author information
                https://orcid.org/0000-0003-0128-0369
                Article
                ijerph-17-04042
                10.3390/ijerph17114042
                7312226
                32517109
                b4f1adee-a4e7-47ec-a134-ae44e9c3279a
                © 2020 by the authors.

                Licensee MDPI, Basel, Switzerland. This article is an open access article distributed under the terms and conditions of the Creative Commons Attribution (CC BY) license ( http://creativecommons.org/licenses/by/4.0/).

                History
                : 30 April 2020
                : 02 June 2020
                Categories
                Article

                Public health
                happiness,job crafting,nurses,work environment
                Public health
                happiness, job crafting, nurses, work environment

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