Examining Nonlinear Effects of Crafting Social Resources on Work Engagement – the Moderating Role of Exhaustion
Abstract Crafting social resources is a job crafting strategy that implies changing one’s social job resources to improve person-job fit and work-related well-being. Previous research has mostly assumed a resource-generating nature of crafting social resources and investigated the linear positive ef...
Ausführliche Beschreibung
Gespeichert in:
| Autor*in: |
Lopper, Elisa [verfasserIn] |
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| Format: |
E-Artikel |
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| Sprache: |
Englisch |
| Erschienen: |
2022 |
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| Schlagwörter: |
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| Anmerkung: |
© The Author(s) 2022 |
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| Übergeordnetes Werk: |
Enthalten in: Occupational health science - [Cham] : Springer International Publishing, 2017, 6(2022), 4 vom: 17. Sept., Seite 585-604 |
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| Übergeordnetes Werk: |
volume:6 ; year:2022 ; number:4 ; day:17 ; month:09 ; pages:585-604 |
| Links: |
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| DOI / URN: |
10.1007/s41542-022-00124-w |
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| Katalog-ID: |
SPR048835293 |
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| 520 | |a Abstract Crafting social resources is a job crafting strategy that implies changing one’s social job resources to improve person-job fit and work-related well-being. Previous research has mostly assumed a resource-generating nature of crafting social resources and investigated the linear positive effects of this job crafting strategy on, for example, work engagement. Considering that crafting social resources can also be resource-consuming, in this paper, we referred to conservation of resources theory and resource allocation theory and proposed a curvilinear, U-shaped relationship between crafting social resources and work engagement. We further predicted that exhaustion would moderate this curvilinear relationship. To test our hypotheses, a two-wave study with 233 employees was conducted. Consistent with our assumptions, compared with a low or high level, a moderate (i.e., occasional) level of crafting social job resources was associated with a lower level of work engagement three months later. Furthermore, exhaustion acted as a moderator insomuch that a low level of exhaustion mitigated the detrimental effect of crafting social resources at a moderate level on work engagement. Accordingly, the findings showed that crafting social resources is not always beneficial and can impair employees’ work engagement, especially for exhausted employees. | ||
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| 700 | 1 | |a Hoppe, Annekatrin |0 (orcid)0000-0001-5633-3902 |4 aut | |
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10.1007/s41542-022-00124-w doi (DE-627)SPR048835293 (SPR)s41542-022-00124-w-e DE-627 ger DE-627 rakwb eng Lopper, Elisa verfasserin (orcid)0000-0002-7676-7799 aut Examining Nonlinear Effects of Crafting Social Resources on Work Engagement – the Moderating Role of Exhaustion 2022 Text txt rdacontent Computermedien c rdamedia Online-Ressource cr rdacarrier © The Author(s) 2022 Abstract Crafting social resources is a job crafting strategy that implies changing one’s social job resources to improve person-job fit and work-related well-being. Previous research has mostly assumed a resource-generating nature of crafting social resources and investigated the linear positive effects of this job crafting strategy on, for example, work engagement. Considering that crafting social resources can also be resource-consuming, in this paper, we referred to conservation of resources theory and resource allocation theory and proposed a curvilinear, U-shaped relationship between crafting social resources and work engagement. We further predicted that exhaustion would moderate this curvilinear relationship. To test our hypotheses, a two-wave study with 233 employees was conducted. Consistent with our assumptions, compared with a low or high level, a moderate (i.e., occasional) level of crafting social job resources was associated with a lower level of work engagement three months later. Furthermore, exhaustion acted as a moderator insomuch that a low level of exhaustion mitigated the detrimental effect of crafting social resources at a moderate level on work engagement. Accordingly, the findings showed that crafting social resources is not always beneficial and can impair employees’ work engagement, especially for exhausted employees. Crafting social resources (dpeaa)DE-He213 Work engagement (dpeaa)DE-He213 Exhaustion (dpeaa)DE-He213 Detrimental effects (dpeaa)DE-He213 Dettmers, Jan (orcid)0000-0002-8653-9829 aut Hoppe, Annekatrin (orcid)0000-0001-5633-3902 aut Enthalten in Occupational health science [Cham] : Springer International Publishing, 2017 6(2022), 4 vom: 17. Sept., Seite 585-604 (DE-627)884893928 (DE-600)2892519-1 2367-0142 nnns volume:6 year:2022 number:4 day:17 month:09 pages:585-604 https://dx.doi.org/10.1007/s41542-022-00124-w kostenfrei Volltext GBV_USEFLAG_A SYSFLAG_A GBV_SPRINGER GBV_ILN_11 GBV_ILN_20 GBV_ILN_22 GBV_ILN_23 GBV_ILN_24 GBV_ILN_31 GBV_ILN_32 GBV_ILN_39 GBV_ILN_40 GBV_ILN_60 GBV_ILN_62 GBV_ILN_63 GBV_ILN_65 GBV_ILN_69 GBV_ILN_70 GBV_ILN_73 GBV_ILN_74 GBV_ILN_90 GBV_ILN_95 GBV_ILN_100 GBV_ILN_101 GBV_ILN_105 GBV_ILN_110 GBV_ILN_120 GBV_ILN_138 GBV_ILN_150 GBV_ILN_151 GBV_ILN_152 GBV_ILN_161 GBV_ILN_170 GBV_ILN_171 GBV_ILN_187 GBV_ILN_213 GBV_ILN_224 GBV_ILN_230 GBV_ILN_250 GBV_ILN_266 GBV_ILN_281 GBV_ILN_285 GBV_ILN_293 GBV_ILN_370 GBV_ILN_602 GBV_ILN_636 GBV_ILN_702 GBV_ILN_2001 GBV_ILN_2003 GBV_ILN_2004 GBV_ILN_2005 GBV_ILN_2006 GBV_ILN_2007 GBV_ILN_2008 GBV_ILN_2009 GBV_ILN_2010 GBV_ILN_2011 GBV_ILN_2014 GBV_ILN_2015 GBV_ILN_2020 GBV_ILN_2021 GBV_ILN_2025 GBV_ILN_2026 GBV_ILN_2027 GBV_ILN_2031 GBV_ILN_2034 GBV_ILN_2037 GBV_ILN_2038 GBV_ILN_2039 GBV_ILN_2044 GBV_ILN_2048 GBV_ILN_2049 GBV_ILN_2050 GBV_ILN_2055 GBV_ILN_2056 GBV_ILN_2057 GBV_ILN_2059 GBV_ILN_2061 GBV_ILN_2064 GBV_ILN_2065 GBV_ILN_2068 GBV_ILN_2088 GBV_ILN_2093 GBV_ILN_2106 GBV_ILN_2107 GBV_ILN_2108 GBV_ILN_2110 GBV_ILN_2111 GBV_ILN_2112 GBV_ILN_2113 GBV_ILN_2118 GBV_ILN_2122 GBV_ILN_2129 GBV_ILN_2143 GBV_ILN_2144 GBV_ILN_2147 GBV_ILN_2148 GBV_ILN_2152 GBV_ILN_2153 GBV_ILN_2188 GBV_ILN_2190 GBV_ILN_2232 GBV_ILN_2336 GBV_ILN_2446 GBV_ILN_2470 GBV_ILN_2472 GBV_ILN_2507 GBV_ILN_2522 GBV_ILN_2548 GBV_ILN_4035 GBV_ILN_4037 GBV_ILN_4046 GBV_ILN_4112 GBV_ILN_4125 GBV_ILN_4126 GBV_ILN_4242 GBV_ILN_4246 GBV_ILN_4249 GBV_ILN_4251 GBV_ILN_4305 GBV_ILN_4306 GBV_ILN_4307 GBV_ILN_4313 GBV_ILN_4322 GBV_ILN_4323 GBV_ILN_4324 GBV_ILN_4325 GBV_ILN_4326 GBV_ILN_4328 GBV_ILN_4333 GBV_ILN_4334 GBV_ILN_4335 GBV_ILN_4336 GBV_ILN_4338 GBV_ILN_4393 GBV_ILN_4700 AR 6 2022 4 17 09 585-604 |
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10.1007/s41542-022-00124-w doi (DE-627)SPR048835293 (SPR)s41542-022-00124-w-e DE-627 ger DE-627 rakwb eng Lopper, Elisa verfasserin (orcid)0000-0002-7676-7799 aut Examining Nonlinear Effects of Crafting Social Resources on Work Engagement – the Moderating Role of Exhaustion 2022 Text txt rdacontent Computermedien c rdamedia Online-Ressource cr rdacarrier © The Author(s) 2022 Abstract Crafting social resources is a job crafting strategy that implies changing one’s social job resources to improve person-job fit and work-related well-being. Previous research has mostly assumed a resource-generating nature of crafting social resources and investigated the linear positive effects of this job crafting strategy on, for example, work engagement. Considering that crafting social resources can also be resource-consuming, in this paper, we referred to conservation of resources theory and resource allocation theory and proposed a curvilinear, U-shaped relationship between crafting social resources and work engagement. We further predicted that exhaustion would moderate this curvilinear relationship. To test our hypotheses, a two-wave study with 233 employees was conducted. Consistent with our assumptions, compared with a low or high level, a moderate (i.e., occasional) level of crafting social job resources was associated with a lower level of work engagement three months later. Furthermore, exhaustion acted as a moderator insomuch that a low level of exhaustion mitigated the detrimental effect of crafting social resources at a moderate level on work engagement. Accordingly, the findings showed that crafting social resources is not always beneficial and can impair employees’ work engagement, especially for exhausted employees. Crafting social resources (dpeaa)DE-He213 Work engagement (dpeaa)DE-He213 Exhaustion (dpeaa)DE-He213 Detrimental effects (dpeaa)DE-He213 Dettmers, Jan (orcid)0000-0002-8653-9829 aut Hoppe, Annekatrin (orcid)0000-0001-5633-3902 aut Enthalten in Occupational health science [Cham] : Springer International Publishing, 2017 6(2022), 4 vom: 17. Sept., Seite 585-604 (DE-627)884893928 (DE-600)2892519-1 2367-0142 nnns volume:6 year:2022 number:4 day:17 month:09 pages:585-604 https://dx.doi.org/10.1007/s41542-022-00124-w kostenfrei Volltext GBV_USEFLAG_A SYSFLAG_A GBV_SPRINGER GBV_ILN_11 GBV_ILN_20 GBV_ILN_22 GBV_ILN_23 GBV_ILN_24 GBV_ILN_31 GBV_ILN_32 GBV_ILN_39 GBV_ILN_40 GBV_ILN_60 GBV_ILN_62 GBV_ILN_63 GBV_ILN_65 GBV_ILN_69 GBV_ILN_70 GBV_ILN_73 GBV_ILN_74 GBV_ILN_90 GBV_ILN_95 GBV_ILN_100 GBV_ILN_101 GBV_ILN_105 GBV_ILN_110 GBV_ILN_120 GBV_ILN_138 GBV_ILN_150 GBV_ILN_151 GBV_ILN_152 GBV_ILN_161 GBV_ILN_170 GBV_ILN_171 GBV_ILN_187 GBV_ILN_213 GBV_ILN_224 GBV_ILN_230 GBV_ILN_250 GBV_ILN_266 GBV_ILN_281 GBV_ILN_285 GBV_ILN_293 GBV_ILN_370 GBV_ILN_602 GBV_ILN_636 GBV_ILN_702 GBV_ILN_2001 GBV_ILN_2003 GBV_ILN_2004 GBV_ILN_2005 GBV_ILN_2006 GBV_ILN_2007 GBV_ILN_2008 GBV_ILN_2009 GBV_ILN_2010 GBV_ILN_2011 GBV_ILN_2014 GBV_ILN_2015 GBV_ILN_2020 GBV_ILN_2021 GBV_ILN_2025 GBV_ILN_2026 GBV_ILN_2027 GBV_ILN_2031 GBV_ILN_2034 GBV_ILN_2037 GBV_ILN_2038 GBV_ILN_2039 GBV_ILN_2044 GBV_ILN_2048 GBV_ILN_2049 GBV_ILN_2050 GBV_ILN_2055 GBV_ILN_2056 GBV_ILN_2057 GBV_ILN_2059 GBV_ILN_2061 GBV_ILN_2064 GBV_ILN_2065 GBV_ILN_2068 GBV_ILN_2088 GBV_ILN_2093 GBV_ILN_2106 GBV_ILN_2107 GBV_ILN_2108 GBV_ILN_2110 GBV_ILN_2111 GBV_ILN_2112 GBV_ILN_2113 GBV_ILN_2118 GBV_ILN_2122 GBV_ILN_2129 GBV_ILN_2143 GBV_ILN_2144 GBV_ILN_2147 GBV_ILN_2148 GBV_ILN_2152 GBV_ILN_2153 GBV_ILN_2188 GBV_ILN_2190 GBV_ILN_2232 GBV_ILN_2336 GBV_ILN_2446 GBV_ILN_2470 GBV_ILN_2472 GBV_ILN_2507 GBV_ILN_2522 GBV_ILN_2548 GBV_ILN_4035 GBV_ILN_4037 GBV_ILN_4046 GBV_ILN_4112 GBV_ILN_4125 GBV_ILN_4126 GBV_ILN_4242 GBV_ILN_4246 GBV_ILN_4249 GBV_ILN_4251 GBV_ILN_4305 GBV_ILN_4306 GBV_ILN_4307 GBV_ILN_4313 GBV_ILN_4322 GBV_ILN_4323 GBV_ILN_4324 GBV_ILN_4325 GBV_ILN_4326 GBV_ILN_4328 GBV_ILN_4333 GBV_ILN_4334 GBV_ILN_4335 GBV_ILN_4336 GBV_ILN_4338 GBV_ILN_4393 GBV_ILN_4700 AR 6 2022 4 17 09 585-604 |
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10.1007/s41542-022-00124-w doi (DE-627)SPR048835293 (SPR)s41542-022-00124-w-e DE-627 ger DE-627 rakwb eng Lopper, Elisa verfasserin (orcid)0000-0002-7676-7799 aut Examining Nonlinear Effects of Crafting Social Resources on Work Engagement – the Moderating Role of Exhaustion 2022 Text txt rdacontent Computermedien c rdamedia Online-Ressource cr rdacarrier © The Author(s) 2022 Abstract Crafting social resources is a job crafting strategy that implies changing one’s social job resources to improve person-job fit and work-related well-being. Previous research has mostly assumed a resource-generating nature of crafting social resources and investigated the linear positive effects of this job crafting strategy on, for example, work engagement. Considering that crafting social resources can also be resource-consuming, in this paper, we referred to conservation of resources theory and resource allocation theory and proposed a curvilinear, U-shaped relationship between crafting social resources and work engagement. We further predicted that exhaustion would moderate this curvilinear relationship. To test our hypotheses, a two-wave study with 233 employees was conducted. Consistent with our assumptions, compared with a low or high level, a moderate (i.e., occasional) level of crafting social job resources was associated with a lower level of work engagement three months later. Furthermore, exhaustion acted as a moderator insomuch that a low level of exhaustion mitigated the detrimental effect of crafting social resources at a moderate level on work engagement. Accordingly, the findings showed that crafting social resources is not always beneficial and can impair employees’ work engagement, especially for exhausted employees. Crafting social resources (dpeaa)DE-He213 Work engagement (dpeaa)DE-He213 Exhaustion (dpeaa)DE-He213 Detrimental effects (dpeaa)DE-He213 Dettmers, Jan (orcid)0000-0002-8653-9829 aut Hoppe, Annekatrin (orcid)0000-0001-5633-3902 aut Enthalten in Occupational health science [Cham] : Springer International Publishing, 2017 6(2022), 4 vom: 17. Sept., Seite 585-604 (DE-627)884893928 (DE-600)2892519-1 2367-0142 nnns volume:6 year:2022 number:4 day:17 month:09 pages:585-604 https://dx.doi.org/10.1007/s41542-022-00124-w kostenfrei Volltext GBV_USEFLAG_A SYSFLAG_A GBV_SPRINGER GBV_ILN_11 GBV_ILN_20 GBV_ILN_22 GBV_ILN_23 GBV_ILN_24 GBV_ILN_31 GBV_ILN_32 GBV_ILN_39 GBV_ILN_40 GBV_ILN_60 GBV_ILN_62 GBV_ILN_63 GBV_ILN_65 GBV_ILN_69 GBV_ILN_70 GBV_ILN_73 GBV_ILN_74 GBV_ILN_90 GBV_ILN_95 GBV_ILN_100 GBV_ILN_101 GBV_ILN_105 GBV_ILN_110 GBV_ILN_120 GBV_ILN_138 GBV_ILN_150 GBV_ILN_151 GBV_ILN_152 GBV_ILN_161 GBV_ILN_170 GBV_ILN_171 GBV_ILN_187 GBV_ILN_213 GBV_ILN_224 GBV_ILN_230 GBV_ILN_250 GBV_ILN_266 GBV_ILN_281 GBV_ILN_285 GBV_ILN_293 GBV_ILN_370 GBV_ILN_602 GBV_ILN_636 GBV_ILN_702 GBV_ILN_2001 GBV_ILN_2003 GBV_ILN_2004 GBV_ILN_2005 GBV_ILN_2006 GBV_ILN_2007 GBV_ILN_2008 GBV_ILN_2009 GBV_ILN_2010 GBV_ILN_2011 GBV_ILN_2014 GBV_ILN_2015 GBV_ILN_2020 GBV_ILN_2021 GBV_ILN_2025 GBV_ILN_2026 GBV_ILN_2027 GBV_ILN_2031 GBV_ILN_2034 GBV_ILN_2037 GBV_ILN_2038 GBV_ILN_2039 GBV_ILN_2044 GBV_ILN_2048 GBV_ILN_2049 GBV_ILN_2050 GBV_ILN_2055 GBV_ILN_2056 GBV_ILN_2057 GBV_ILN_2059 GBV_ILN_2061 GBV_ILN_2064 GBV_ILN_2065 GBV_ILN_2068 GBV_ILN_2088 GBV_ILN_2093 GBV_ILN_2106 GBV_ILN_2107 GBV_ILN_2108 GBV_ILN_2110 GBV_ILN_2111 GBV_ILN_2112 GBV_ILN_2113 GBV_ILN_2118 GBV_ILN_2122 GBV_ILN_2129 GBV_ILN_2143 GBV_ILN_2144 GBV_ILN_2147 GBV_ILN_2148 GBV_ILN_2152 GBV_ILN_2153 GBV_ILN_2188 GBV_ILN_2190 GBV_ILN_2232 GBV_ILN_2336 GBV_ILN_2446 GBV_ILN_2470 GBV_ILN_2472 GBV_ILN_2507 GBV_ILN_2522 GBV_ILN_2548 GBV_ILN_4035 GBV_ILN_4037 GBV_ILN_4046 GBV_ILN_4112 GBV_ILN_4125 GBV_ILN_4126 GBV_ILN_4242 GBV_ILN_4246 GBV_ILN_4249 GBV_ILN_4251 GBV_ILN_4305 GBV_ILN_4306 GBV_ILN_4307 GBV_ILN_4313 GBV_ILN_4322 GBV_ILN_4323 GBV_ILN_4324 GBV_ILN_4325 GBV_ILN_4326 GBV_ILN_4328 GBV_ILN_4333 GBV_ILN_4334 GBV_ILN_4335 GBV_ILN_4336 GBV_ILN_4338 GBV_ILN_4393 GBV_ILN_4700 AR 6 2022 4 17 09 585-604 |
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10.1007/s41542-022-00124-w doi (DE-627)SPR048835293 (SPR)s41542-022-00124-w-e DE-627 ger DE-627 rakwb eng Lopper, Elisa verfasserin (orcid)0000-0002-7676-7799 aut Examining Nonlinear Effects of Crafting Social Resources on Work Engagement – the Moderating Role of Exhaustion 2022 Text txt rdacontent Computermedien c rdamedia Online-Ressource cr rdacarrier © The Author(s) 2022 Abstract Crafting social resources is a job crafting strategy that implies changing one’s social job resources to improve person-job fit and work-related well-being. Previous research has mostly assumed a resource-generating nature of crafting social resources and investigated the linear positive effects of this job crafting strategy on, for example, work engagement. Considering that crafting social resources can also be resource-consuming, in this paper, we referred to conservation of resources theory and resource allocation theory and proposed a curvilinear, U-shaped relationship between crafting social resources and work engagement. We further predicted that exhaustion would moderate this curvilinear relationship. To test our hypotheses, a two-wave study with 233 employees was conducted. Consistent with our assumptions, compared with a low or high level, a moderate (i.e., occasional) level of crafting social job resources was associated with a lower level of work engagement three months later. Furthermore, exhaustion acted as a moderator insomuch that a low level of exhaustion mitigated the detrimental effect of crafting social resources at a moderate level on work engagement. Accordingly, the findings showed that crafting social resources is not always beneficial and can impair employees’ work engagement, especially for exhausted employees. Crafting social resources (dpeaa)DE-He213 Work engagement (dpeaa)DE-He213 Exhaustion (dpeaa)DE-He213 Detrimental effects (dpeaa)DE-He213 Dettmers, Jan (orcid)0000-0002-8653-9829 aut Hoppe, Annekatrin (orcid)0000-0001-5633-3902 aut Enthalten in Occupational health science [Cham] : Springer International Publishing, 2017 6(2022), 4 vom: 17. Sept., Seite 585-604 (DE-627)884893928 (DE-600)2892519-1 2367-0142 nnns volume:6 year:2022 number:4 day:17 month:09 pages:585-604 https://dx.doi.org/10.1007/s41542-022-00124-w kostenfrei Volltext GBV_USEFLAG_A SYSFLAG_A GBV_SPRINGER GBV_ILN_11 GBV_ILN_20 GBV_ILN_22 GBV_ILN_23 GBV_ILN_24 GBV_ILN_31 GBV_ILN_32 GBV_ILN_39 GBV_ILN_40 GBV_ILN_60 GBV_ILN_62 GBV_ILN_63 GBV_ILN_65 GBV_ILN_69 GBV_ILN_70 GBV_ILN_73 GBV_ILN_74 GBV_ILN_90 GBV_ILN_95 GBV_ILN_100 GBV_ILN_101 GBV_ILN_105 GBV_ILN_110 GBV_ILN_120 GBV_ILN_138 GBV_ILN_150 GBV_ILN_151 GBV_ILN_152 GBV_ILN_161 GBV_ILN_170 GBV_ILN_171 GBV_ILN_187 GBV_ILN_213 GBV_ILN_224 GBV_ILN_230 GBV_ILN_250 GBV_ILN_266 GBV_ILN_281 GBV_ILN_285 GBV_ILN_293 GBV_ILN_370 GBV_ILN_602 GBV_ILN_636 GBV_ILN_702 GBV_ILN_2001 GBV_ILN_2003 GBV_ILN_2004 GBV_ILN_2005 GBV_ILN_2006 GBV_ILN_2007 GBV_ILN_2008 GBV_ILN_2009 GBV_ILN_2010 GBV_ILN_2011 GBV_ILN_2014 GBV_ILN_2015 GBV_ILN_2020 GBV_ILN_2021 GBV_ILN_2025 GBV_ILN_2026 GBV_ILN_2027 GBV_ILN_2031 GBV_ILN_2034 GBV_ILN_2037 GBV_ILN_2038 GBV_ILN_2039 GBV_ILN_2044 GBV_ILN_2048 GBV_ILN_2049 GBV_ILN_2050 GBV_ILN_2055 GBV_ILN_2056 GBV_ILN_2057 GBV_ILN_2059 GBV_ILN_2061 GBV_ILN_2064 GBV_ILN_2065 GBV_ILN_2068 GBV_ILN_2088 GBV_ILN_2093 GBV_ILN_2106 GBV_ILN_2107 GBV_ILN_2108 GBV_ILN_2110 GBV_ILN_2111 GBV_ILN_2112 GBV_ILN_2113 GBV_ILN_2118 GBV_ILN_2122 GBV_ILN_2129 GBV_ILN_2143 GBV_ILN_2144 GBV_ILN_2147 GBV_ILN_2148 GBV_ILN_2152 GBV_ILN_2153 GBV_ILN_2188 GBV_ILN_2190 GBV_ILN_2232 GBV_ILN_2336 GBV_ILN_2446 GBV_ILN_2470 GBV_ILN_2472 GBV_ILN_2507 GBV_ILN_2522 GBV_ILN_2548 GBV_ILN_4035 GBV_ILN_4037 GBV_ILN_4046 GBV_ILN_4112 GBV_ILN_4125 GBV_ILN_4126 GBV_ILN_4242 GBV_ILN_4246 GBV_ILN_4249 GBV_ILN_4251 GBV_ILN_4305 GBV_ILN_4306 GBV_ILN_4307 GBV_ILN_4313 GBV_ILN_4322 GBV_ILN_4323 GBV_ILN_4324 GBV_ILN_4325 GBV_ILN_4326 GBV_ILN_4328 GBV_ILN_4333 GBV_ILN_4334 GBV_ILN_4335 GBV_ILN_4336 GBV_ILN_4338 GBV_ILN_4393 GBV_ILN_4700 AR 6 2022 4 17 09 585-604 |
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10.1007/s41542-022-00124-w doi (DE-627)SPR048835293 (SPR)s41542-022-00124-w-e DE-627 ger DE-627 rakwb eng Lopper, Elisa verfasserin (orcid)0000-0002-7676-7799 aut Examining Nonlinear Effects of Crafting Social Resources on Work Engagement – the Moderating Role of Exhaustion 2022 Text txt rdacontent Computermedien c rdamedia Online-Ressource cr rdacarrier © The Author(s) 2022 Abstract Crafting social resources is a job crafting strategy that implies changing one’s social job resources to improve person-job fit and work-related well-being. Previous research has mostly assumed a resource-generating nature of crafting social resources and investigated the linear positive effects of this job crafting strategy on, for example, work engagement. Considering that crafting social resources can also be resource-consuming, in this paper, we referred to conservation of resources theory and resource allocation theory and proposed a curvilinear, U-shaped relationship between crafting social resources and work engagement. We further predicted that exhaustion would moderate this curvilinear relationship. To test our hypotheses, a two-wave study with 233 employees was conducted. Consistent with our assumptions, compared with a low or high level, a moderate (i.e., occasional) level of crafting social job resources was associated with a lower level of work engagement three months later. Furthermore, exhaustion acted as a moderator insomuch that a low level of exhaustion mitigated the detrimental effect of crafting social resources at a moderate level on work engagement. Accordingly, the findings showed that crafting social resources is not always beneficial and can impair employees’ work engagement, especially for exhausted employees. Crafting social resources (dpeaa)DE-He213 Work engagement (dpeaa)DE-He213 Exhaustion (dpeaa)DE-He213 Detrimental effects (dpeaa)DE-He213 Dettmers, Jan (orcid)0000-0002-8653-9829 aut Hoppe, Annekatrin (orcid)0000-0001-5633-3902 aut Enthalten in Occupational health science [Cham] : Springer International Publishing, 2017 6(2022), 4 vom: 17. Sept., Seite 585-604 (DE-627)884893928 (DE-600)2892519-1 2367-0142 nnns volume:6 year:2022 number:4 day:17 month:09 pages:585-604 https://dx.doi.org/10.1007/s41542-022-00124-w kostenfrei Volltext GBV_USEFLAG_A SYSFLAG_A GBV_SPRINGER GBV_ILN_11 GBV_ILN_20 GBV_ILN_22 GBV_ILN_23 GBV_ILN_24 GBV_ILN_31 GBV_ILN_32 GBV_ILN_39 GBV_ILN_40 GBV_ILN_60 GBV_ILN_62 GBV_ILN_63 GBV_ILN_65 GBV_ILN_69 GBV_ILN_70 GBV_ILN_73 GBV_ILN_74 GBV_ILN_90 GBV_ILN_95 GBV_ILN_100 GBV_ILN_101 GBV_ILN_105 GBV_ILN_110 GBV_ILN_120 GBV_ILN_138 GBV_ILN_150 GBV_ILN_151 GBV_ILN_152 GBV_ILN_161 GBV_ILN_170 GBV_ILN_171 GBV_ILN_187 GBV_ILN_213 GBV_ILN_224 GBV_ILN_230 GBV_ILN_250 GBV_ILN_266 GBV_ILN_281 GBV_ILN_285 GBV_ILN_293 GBV_ILN_370 GBV_ILN_602 GBV_ILN_636 GBV_ILN_702 GBV_ILN_2001 GBV_ILN_2003 GBV_ILN_2004 GBV_ILN_2005 GBV_ILN_2006 GBV_ILN_2007 GBV_ILN_2008 GBV_ILN_2009 GBV_ILN_2010 GBV_ILN_2011 GBV_ILN_2014 GBV_ILN_2015 GBV_ILN_2020 GBV_ILN_2021 GBV_ILN_2025 GBV_ILN_2026 GBV_ILN_2027 GBV_ILN_2031 GBV_ILN_2034 GBV_ILN_2037 GBV_ILN_2038 GBV_ILN_2039 GBV_ILN_2044 GBV_ILN_2048 GBV_ILN_2049 GBV_ILN_2050 GBV_ILN_2055 GBV_ILN_2056 GBV_ILN_2057 GBV_ILN_2059 GBV_ILN_2061 GBV_ILN_2064 GBV_ILN_2065 GBV_ILN_2068 GBV_ILN_2088 GBV_ILN_2093 GBV_ILN_2106 GBV_ILN_2107 GBV_ILN_2108 GBV_ILN_2110 GBV_ILN_2111 GBV_ILN_2112 GBV_ILN_2113 GBV_ILN_2118 GBV_ILN_2122 GBV_ILN_2129 GBV_ILN_2143 GBV_ILN_2144 GBV_ILN_2147 GBV_ILN_2148 GBV_ILN_2152 GBV_ILN_2153 GBV_ILN_2188 GBV_ILN_2190 GBV_ILN_2232 GBV_ILN_2336 GBV_ILN_2446 GBV_ILN_2470 GBV_ILN_2472 GBV_ILN_2507 GBV_ILN_2522 GBV_ILN_2548 GBV_ILN_4035 GBV_ILN_4037 GBV_ILN_4046 GBV_ILN_4112 GBV_ILN_4125 GBV_ILN_4126 GBV_ILN_4242 GBV_ILN_4246 GBV_ILN_4249 GBV_ILN_4251 GBV_ILN_4305 GBV_ILN_4306 GBV_ILN_4307 GBV_ILN_4313 GBV_ILN_4322 GBV_ILN_4323 GBV_ILN_4324 GBV_ILN_4325 GBV_ILN_4326 GBV_ILN_4328 GBV_ILN_4333 GBV_ILN_4334 GBV_ILN_4335 GBV_ILN_4336 GBV_ILN_4338 GBV_ILN_4393 GBV_ILN_4700 AR 6 2022 4 17 09 585-604 |
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Previous research has mostly assumed a resource-generating nature of crafting social resources and investigated the linear positive effects of this job crafting strategy on, for example, work engagement. Considering that crafting social resources can also be resource-consuming, in this paper, we referred to conservation of resources theory and resource allocation theory and proposed a curvilinear, U-shaped relationship between crafting social resources and work engagement. We further predicted that exhaustion would moderate this curvilinear relationship. To test our hypotheses, a two-wave study with 233 employees was conducted. Consistent with our assumptions, compared with a low or high level, a moderate (i.e., occasional) level of crafting social job resources was associated with a lower level of work engagement three months later. Furthermore, exhaustion acted as a moderator insomuch that a low level of exhaustion mitigated the detrimental effect of crafting social resources at a moderate level on work engagement. 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examining nonlinear effects of crafting social resources on work engagement – the moderating role of exhaustion |
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Examining Nonlinear Effects of Crafting Social Resources on Work Engagement – the Moderating Role of Exhaustion |
| abstract |
Abstract Crafting social resources is a job crafting strategy that implies changing one’s social job resources to improve person-job fit and work-related well-being. Previous research has mostly assumed a resource-generating nature of crafting social resources and investigated the linear positive effects of this job crafting strategy on, for example, work engagement. Considering that crafting social resources can also be resource-consuming, in this paper, we referred to conservation of resources theory and resource allocation theory and proposed a curvilinear, U-shaped relationship between crafting social resources and work engagement. We further predicted that exhaustion would moderate this curvilinear relationship. To test our hypotheses, a two-wave study with 233 employees was conducted. Consistent with our assumptions, compared with a low or high level, a moderate (i.e., occasional) level of crafting social job resources was associated with a lower level of work engagement three months later. Furthermore, exhaustion acted as a moderator insomuch that a low level of exhaustion mitigated the detrimental effect of crafting social resources at a moderate level on work engagement. Accordingly, the findings showed that crafting social resources is not always beneficial and can impair employees’ work engagement, especially for exhausted employees. © The Author(s) 2022 |
| abstractGer |
Abstract Crafting social resources is a job crafting strategy that implies changing one’s social job resources to improve person-job fit and work-related well-being. Previous research has mostly assumed a resource-generating nature of crafting social resources and investigated the linear positive effects of this job crafting strategy on, for example, work engagement. Considering that crafting social resources can also be resource-consuming, in this paper, we referred to conservation of resources theory and resource allocation theory and proposed a curvilinear, U-shaped relationship between crafting social resources and work engagement. We further predicted that exhaustion would moderate this curvilinear relationship. To test our hypotheses, a two-wave study with 233 employees was conducted. Consistent with our assumptions, compared with a low or high level, a moderate (i.e., occasional) level of crafting social job resources was associated with a lower level of work engagement three months later. Furthermore, exhaustion acted as a moderator insomuch that a low level of exhaustion mitigated the detrimental effect of crafting social resources at a moderate level on work engagement. Accordingly, the findings showed that crafting social resources is not always beneficial and can impair employees’ work engagement, especially for exhausted employees. © The Author(s) 2022 |
| abstract_unstemmed |
Abstract Crafting social resources is a job crafting strategy that implies changing one’s social job resources to improve person-job fit and work-related well-being. Previous research has mostly assumed a resource-generating nature of crafting social resources and investigated the linear positive effects of this job crafting strategy on, for example, work engagement. Considering that crafting social resources can also be resource-consuming, in this paper, we referred to conservation of resources theory and resource allocation theory and proposed a curvilinear, U-shaped relationship between crafting social resources and work engagement. We further predicted that exhaustion would moderate this curvilinear relationship. To test our hypotheses, a two-wave study with 233 employees was conducted. Consistent with our assumptions, compared with a low or high level, a moderate (i.e., occasional) level of crafting social job resources was associated with a lower level of work engagement three months later. Furthermore, exhaustion acted as a moderator insomuch that a low level of exhaustion mitigated the detrimental effect of crafting social resources at a moderate level on work engagement. Accordingly, the findings showed that crafting social resources is not always beneficial and can impair employees’ work engagement, especially for exhausted employees. © The Author(s) 2022 |
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Examining Nonlinear Effects of Crafting Social Resources on Work Engagement – the Moderating Role of Exhaustion |
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https://dx.doi.org/10.1007/s41542-022-00124-w |
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Dettmers, Jan Hoppe, Annekatrin |
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Dettmers, Jan Hoppe, Annekatrin |
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| doi_str |
10.1007/s41542-022-00124-w |
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2024-07-03T21:46:36.987Z |
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| score |
7.4007673 |