Job crafting
Job Crafting and Meaningful Work 1
Job crafting and meaningful work
Justin M. Berg
The Wharton School, University of Pennsylvania bergj@wharton.upenn.edu Jane E. Dutton
Ross School of Business, University of Michigan janedut@umich.edu Amy Wrzesniewski
Yale School of Management amy.wrzesniewski@yale.edu Citation:
Berg, J. M., Dutton, J. E., & Wrzesniewski, A. (2013). Job crafting and meaningful work. In B.
J. Dik, Z. S. Byrne & M. F. Steger (Eds.), Purpose and meaning in the workplace (pp. 81-104).
Washington, DC: American Psychological Association.
Job Crafting and Meaningful Work 2
The design of employees’ jobs can significantly shape how they experience the meaningfulness of their work (Hackman & Oldham, 1980; Grant, 2007). A job design is comprised of the tasks and relationships assigned to one person in an organization (Ilgen &
Hollenbeck, 1991). However, research suggests that job designs may be starting points from which employees introduce changes to their tasks and relationships at work, and such changes are captured by the concept of “job crafting.” Specifically, job crafting is the process of employees redefining and reimagining their job designs in personally meaningful ways
(Wrzesniewski & Dutton, 2001). These changes, in turn, can influence the meaningfulness of the work. By “meaningful work,” we refer to work that employees believe is significant in that it serves an important purpose (Pratt & Ashforth, 2003). We use the term “meaningfulness” to capture the amount or degree of significance employees believe their work possesses (Rosso,
Dekas, & Wrzesniewski, 2010). Meaningfulness is associated with numerous work-related benefits, including increased job satisfaction, motivation, and performance (Hackman &
Oldham, 1980; Grant, 2007; Rosso et al., 2010). Although we recognize that meaningful work may come with negative side effects (e.g., Berg, Grant, & Johnson, 2010; Bunderson &
Thompson, 2009), for our purposes
Job crafting and meaningful work
Justin M. Berg
The Wharton School, University of Pennsylvania bergj@wharton.upenn.edu Jane E. Dutton
Ross School of Business, University of Michigan janedut@umich.edu Amy Wrzesniewski
Yale School of Management amy.wrzesniewski@yale.edu Citation:
Berg, J. M., Dutton, J. E., & Wrzesniewski, A. (2013). Job crafting and meaningful work. In B.
J. Dik, Z. S. Byrne & M. F. Steger (Eds.), Purpose and meaning in the workplace (pp. 81-104).
Washington, DC: American Psychological Association.
Job Crafting and Meaningful Work 2
The design of employees’ jobs can significantly shape how they experience the meaningfulness of their work (Hackman & Oldham, 1980; Grant, 2007). A job design is comprised of the tasks and relationships assigned to one person in an organization (Ilgen &
Hollenbeck, 1991). However, research suggests that job designs may be starting points from which employees introduce changes to their tasks and relationships at work, and such changes are captured by the concept of “job crafting.” Specifically, job crafting is the process of employees redefining and reimagining their job designs in personally meaningful ways
(Wrzesniewski & Dutton, 2001). These changes, in turn, can influence the meaningfulness of the work. By “meaningful work,” we refer to work that employees believe is significant in that it serves an important purpose (Pratt & Ashforth, 2003). We use the term “meaningfulness” to capture the amount or degree of significance employees believe their work possesses (Rosso,
Dekas, & Wrzesniewski, 2010). Meaningfulness is associated with numerous work-related benefits, including increased job satisfaction, motivation, and performance (Hackman &
Oldham, 1980; Grant, 2007; Rosso et al., 2010). Although we recognize that meaningful work may come with negative side effects (e.g., Berg, Grant, & Johnson, 2010; Bunderson &
Thompson, 2009), for our purposes
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