Job Crafting – durch Beschäftigte initiierte Veränderungen des Jobs – hat in der Wissenschaft und Praxis in den letzten Jahren einen hohen Stellenwert eingenommen. Die Job Crafting Literatur hebt besonders die positive Seite des Job Craftings hervor – sowohl auf inter- als auch intraindividueller Ebene. Allerdings scheinen Job Crafting und seine Folgen komplexer zu sein und benötigen ein besseres Verständnis. Daher war das Ziel der Dissertation bisherige Job Crafting Theorien anhand von drei Ansätzen zu erweitern. Dafür habe ich vier Studien durchgeführt, aus denen drei Manuskripte hervorgingen. Erstens, in Studie 1 bezog ich mich auf die ressourcen-konsumierende Natur des Job Craftings und fand einen kurvilinearen Job Crafting-Effekt auf das Arbeitsengagement. Dies galt nur für erschöpfte Beschäftigte (d.h. Moderationseffekt). Zweitens, Studie 2 fokussierte sich auf den fluktuierenden Anteil des Job Craftings innerhalb von Beschäftigten (d.h. intraindividuelle Ebene) und untersuchte reziproke Beziehungen zwischen Job Crafting, Arbeitsengagement und Leistung von einer zur nächsten Woche. Daten aus einer wöchentlichen Tagebuchstudie wurden mit Hilfe eines Random-Intercept Cross-Lagged Panel Modells (RI-CLPM) analysiert. Es gab keine reziproken Beziehungen zwischen Job Crafting, Arbeitsengagement und Leistung auf intraindividueller Ebene zwischen den Wochen, die Beziehungen waren sehr heterogen. Drittens, in Studien 3 und 4 haben wir die Approach-Avoidance Job Crafting Skala basierend auf dem Approach-Avoidance Crafting Model entwickelt und validiert. Die Skala bildet Approach und Avoidance Crafting als unabhängige Faktoren ab und misst 8 verschiedene Dimensionen resultierend aus einer hierarchischen Struktur, die frühere Job Crafting Konzepte integriert. Unsere Ergebnisse zeigten inkrementelle Validität von Approach und Avoidance Crafting bei der Vorhersage von arbeitsbezogenen Outcomes. / Job crafting – employee-initiated changes to the job – has received a high priority in science and practice in the recent years. Job crafting literature often emphasizes its positive effects – both at the between-person and within-person level. However, job crafting and its consequences seem to be more complex and, thus needs further understanding. Doing so, the aim of the dissertation was to expand current job crafting theories by using three approaches. Therefore, I conducted four studies resulting in three manuscripts. Firstly, in Study 1, I referred to the resource-consuming nature of job crafting and found a curvilinear effect (U-shaped curve) of the job crafting strategy crafting social resources (i.e., increasing social resources) on work engagement. This only applied to exhausted employees (i.e., a moderation effect). Secondly, in Study 2 focused on the fluctuating portion of job crafting within employees and investigated reciprocal relationships between job crafting, work engagement, and performance from one week to the next at the within-person level. Data from a weekly diary study were analyzed with a random-intercept cross-lagged panel model (RI-CLPM). There were no reciprocal relationships between job crafting, work engagement, and performance at the within-person level across weeks, rather the relations were more heterogeneous than anticipated. Thirdly, in Study 3 and 4, we developed and validated the Approach-Avoidance Job Crafting Scale based on my approach-avoidance crafting model. The scale depicts approach and avoidance crafting as two independent factors and assesses eight different job crafting dimensions. These result from a hierarchical structure in which previous job crafting concepts are integrated. Our results showed that approach and avoidance crafting have incremental validity in predicting work-related outcomes beyond previous job crafting scales.

Job Crafting (JC) är en teori om hur anställda aktivt formar sina jobb. I denna tvärsnittsstudie undersöktes hur 530 anställda och chefer i svensk och spansk äldreomsorg skattade JC. Syftet var att undersöka hur land, position och JC kunde predicera psykisk hälsa och vårdkvalitet. JC mättes med Job Crafting Questionnaire, JCQ. Variablernas relation analyserades med multipel hierarkisk regressionsanalys. Huvudresultaten visade att variabelmodellen i viss mån predicerade psykisk hälsa och vårdkvalitet. Land gav högst grad av utfall. De svenska skattningarna visade lägre psykisk hälsa och vårdkvalitet än de spanska. Fler studier kan ge förståelse skillnaderna mellan länderna som framkom. För kunskap om JC behövs longitudinella studier av både kvalitativ och kvantitativ art. Det kan visa sätt att hantera europeisk äldreomsorgs framtida rekryteringsbehov och arbetsvillkor.

This thesis concerns the relatively recent phenomenon of part-time managers and professionals. The focus is the part-time working arrangement (PTWA) and specifically the process by which it emerges and develops, building on existing literature on working-hours preferences, the role of the organization in part-time working and alternative work organization for temporal flexibility. Two large private-sector organizations, each operating in the UK and the Netherlands, provided four different research sites for narrative interviews with 39 part-time managers and professionals. The key contribution to knowledge is to identify the process of developing a PTWA as a combination of the formal negotiation of a flexibility task i-deal and an informal process of job crafting. In a situation of high constraint – where the individual’s goals conflict with organizational norms and expectations – the tensions between ‘being part-time’ and ‘being professional’ necessitated identity work at each stage, as individuals constructed a ‘provisional self’ which in turn enclosed each stage of the development of the PTWA. The four stages were: first, evaluation of alternative options, including postponing the transition to part- time until more appropriate circumstances arise; secondly, preparation of the individual business case for part-time; thirdly, formal negotiation of a flexibility task i-deal; and finally an informal, unauthorized adaptation of the arrangement over time. Collaborative crafting of working practices (predictability, substitutability, knowledge management) provided greater opportunities for adaptation than individual activities. This study’s contribution to theory in the nascent field of part-time managers and professionals is a process model which suggests how three sets of discourses act as generative mechanisms at each stage of the emergence and development of the PTWA, creating or destroying ‘action spaces’. These discourses are: the perceived ‘nature’ of managerial and professional work, the perception of part-time as a personal lifestyle choice, and the understanding of part-timers as either ‘other’ or the ‘new normal’.

This study examines the process and procedures employed by storytellers to craft an oral historical narrative. Contemporary storytellers are working toward a transferable methodology and this work is an effort toward that end. Using the various procedures described by nearly 20 storytellers, a single process is assembled. The methodology is then tested, checking for transferability. The case study used to test the methodology is based on the life of Emmeline B. Wells, the fifth Relief Society President of The Church of Jesus Christ of Latter-Day Saints. Wells was born in Massachusetts and emigrated to the west in 1848. She edited a leading suffrage paper of her time, The Woman's Exponent. Wells also worked, unsuccessfully, to repeal anti-polygamy laws. Engaging the methodology, through the means of this case study, the paper outlines both the contemporary storytellers' crafting processes as well as her own experiences. As gaps in the descriptive model are noted, techniques are discovered to strengthen the procedure. Through replication of this process, insight will be provided into a transferable methodology.

以前如果你討厭你的工作，可能只有辭職或忍耐這兩種選擇，但是最近學者開始鼓吹第三條路：從事「工作塑造」，想辦法給你討厭的工作一個新樣子，讓你覺得工作其實也可以是一件很有意思的事情。 本研究的目的在於：(一)歸納幼兒園園長與教師工作塑造之樣貌；(二)探討幼兒園園長與教師工作塑造之歷程；(三)比較幼兒園園長與教師工作塑造之異同。本研究主要採取質性研究方法，從臺北市、新北市91~95年幼兒園教育評鑑績優名單中，立意取樣選取公、私立各25位園長和教師進行個別訪談，所有訪談錄音在轉換成逐字稿後，再以MAXQDA質性分析軟體進行資料的編碼分類。 本研究獲致之結論歸納如下： 一、幼教工作者的工作內涵多元，因此，其所從事的工作塑造樣貌非常豐富。 二、幼教工作者的工作塑造歷程，可分為：動機、學習歷程、工作疆界改變、挑戰、及調適行動五大部分。 三、幼兒園園長與教師所從事的工作塑造有許多異同處。 (一)相同處：由於園長與教師的背景與工作環境相似，在從事工作塑造的動機、學習歷程、改變的工作疆界、遭遇的挑戰、及採取的調適行動，皆有大範圍的重疊。 (二)相異處： 1.園長─工作疆界改變主要聚焦在全園園務上，然受限僵固的園所文化、害怕干擾他人，而減少從事工作塑造的頻率，故採取調適行動幫助自己創造更多的工作塑造機會。 2.教師─工作疆界改變主要聚焦在班級課程與教學上，然受限缺乏權力，而減少從事工作塑造的頻率，故採取調適行動幫助自己尋找更多支援以獲得工作塑造機會。 / Once upon a time, if you hated your job, maybe you only can choose to quit or to endure it. Recently, a group of researchers is trumpeting a third option：Doing “Job Crafting“ to make a new shape for your disagreeable job. Then, you will think that work is very interesting. This research aims to：(a) sum up the forms of Job Crafting at preschools；(b) probe into the course of Job Crafting at preschools；(c) compare the similarities and differences between principal and teacher at preschools. This study adopts qualitative research way in the main. We are in the light of “The list of outstanding performance educational evaluation in Taipei City and New Taipei City at 91 - 95” and using the purposeful sampling method to select each 25 of principal and teacher in public and private preschools to have an individual interview. And all the sound recordings are converting to verbatim recordings. Than we put data into the MAXQDA for coding and classification. Results show as follows: I. Due to principal and teacher at preschools has multiple contents of work, the forms of Job Crafting they engaged are rich. II. Principal and teacher at preschools have the same course of Job Crafting, including:motivation, learning, change of working boundary, challenge, and adaptive move. III. There are a lot of similarities and differences between principal and teacher at preschools, when they are engaged in the Job Crafting. A. The similarities：Due to principal and teacher at preschools has the same background and working environment, they have a lot of similarities on motivation, learning method, change of working boundaries, challenge, and adaptive move for Job Crafting. B. The differences： 1. Principals ─ The change of working boundaries is focused on affairs about program. They limited by the rigid culture of program and not encroaching on others. They take adaptive moves to create more opportunities of Job Crafting. 2. Teachers ─ The change of working boundaries is focused on affairs about curriculum and teaching. They limited by lacking formal power. They take adaptive moves to find support to get more opportunities of Job Crafting.

This thesis concerns the relatively recent phenomenon of part-time managers and professionals. The focus is the part-time working arrangement (PTWA) and specifically the process by which it emerges and develops, building on existing literature on working-hours preferences, the role of the organization in part-time working and alternative work organization for temporal flexibility. Two large private-sector organizations, each operating in the UK and the Netherlands, provided four different research sites for narrative interviews with 39 part-time managers and professionals. The key contribution to knowledge is to identify the process of developing a PTWA as a combination of the formal negotiation of a flexibility task i-deal and an informal process of job crafting. In a situation of high constraint – where the individual’s goals conflict with organizational norms and expectations – the tensions between ‘being part-time’ and ‘being professional’ necessitated identity work at each stage, as individuals constructed a ‘provisional self’ which in turn enclosed each stage of the development of the PTWA. The four stages were: first, evaluation of alternative options, including postponing the transition to part- time until more appropriate circumstances arise; secondly, preparation of the individual business case for part-time; thirdly, formal negotiation of a flexibility task i-deal; and finally an informal, unauthorized adaptation of the arrangement over time. Collaborative crafting of working practices (predictability, substitutability, knowledge management) provided greater opportunities for adaptation than individual activities. This study’s contribution to theory in the nascent field of part-time managers and professionals is a process model which suggests how three sets of discourses act as generative mechanisms at each stage of the emergence and development of the PTWA, creating or destroying ‘action spaces’. These discourses are: the perceived ‘nature’ of managerial and professional work, the perception of part-time as a personal lifestyle choice, and the understanding of part-timers as either ‘other’ or the ‘new normal’.

The present study examined the relationship between perceived overqualification and work engagement through basic need satisfaction at work and further incorporated job crafting and nonwork crafting to understand the indirect role of need satisfaction. In study 1, a new measure for targeted nonwork crafting was developed and validated. The final scale provided adequate reliability and validity evidence, and predicted life satisfaction and job satisfaction above and beyond the measures of intrinsic motivation and recovery experiences. The main study included a total of 321 full-time employees who had been working in their current job for at least 3 months and represented diverse occupations and industries. Results indicated that basic need satisfaction at work explains the negative relationship between perceived overqualification and work engagement. However, job crafting and targeted nonwork crafting do not moderate the indirect effect of basic need satisfaction at work. Supplemental analyses revealed that job satisfaction emerges as a reactive response to unmet needs at work while targeted nonwork crafting serves as a buffer for the relationship between perceived overqualification and burnout. These findings underscore the importance of considering motivational implications of overqualification on work outcomes and integrating cross-domain variables to the overqualification research.

Psicólogas / El job crafting, enmarcado en el Modelo de Demandas y Recursos Laborales, alude a aquellos cambios que realizan las personas en sus puestos de trabajo para alinear sus demandas y recursos laborales con sus propias necesidades y habilidades personales. De acuerdo al modelo, esta práctica se conforma de cuatro dimensiones: aumento de recursos personales, aumento de recursos sociales, aumento de demandas desafiantes y disminución de demandas obstaculizantes. La presente investigación se orientó a dilucidar cómo se manifiesta esta práctica en dos grupos de profesionales de una empresa chilena, para lo cual se llevó a cabo una investigación exploratoria mediante entrevistas semi-estructuradas. Como resultado, se observaron tres de las cuatro dimensiones y la mitad de la muestra presentó mayores niveles de job crafting en una dimensión específica. Se concluye que el job crafting (moldeamiento individual del trabajo) es un concepto que aplica para la realidad chilena y es de gran utilidad dentro del contexto laboral actual para gestionar tanto la carga de trabajo como la motivación de los trabajadores

The subject of this bachelor thesis is the design of the spatially adaptable 3D printer for Contour Crafting. Aiming to apply megascale aditive technology in a field of construction industry.

Background:  Despite the utilization of algorithms as data management tools, they are increasingly used as people management tools to allocate, optimize and evaluate workers. This is especially popular among digital labor platforms of the gig economy as it is seen as one of the core innovations that enabled such platforms. Usually, these platform workers are self-employed, which results in an apparent autonomy while working under a rigid algorithm. For those workers, proactively shaping the job according to their own needs and abilities, commonly known as job crafting, may be increasingly important. As research suggests that job crafting occurs across professions and industries, how is it possible under the constraints of algorithmic management?  Purpose:  This thesis investigates the abilities of German food delivery riders of the company Lieferando to perform job crafting while being managed by an algorithm.  Method:  To meet the purpose of this study, the authors conducted a qualitative study. The data was collected through technology-mediated interviews with riders of the company Lieferando in Germany. The authors applied an online recruitment strategy through various social media websites to find suitable interviewees. Interview partners were picked with a random sampling strategy. The interviews were semi-structured, and the researchers guided the interviewees through a previously prepared topic guide with open-ended questions.  Conclusion:  The results of this study provide empirical evidence that riders of the food delivery company Lieferando engage in job crafting activities although working under the constraints of algorithmic management. The outcomes further show that all riders performed task crafting and cognitive crafting in various ways, whereas engagement in relational crafting was less developed. Riders not only have the ability to modify their work but also enrich it.  The findings of this study allow to draw several theoretical and managerial implications as well as provide possible research opportunities for future studies.