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Effects of a Job Crafting Intervention Program on Work Engagement Among Japanese Employees: A Randomized Controlled Trial.

ABSTRACT: Objective:The current randomized controlled trial investigated the effectiveness of a job crafting intervention program on work engagement as the primary outcome and job crafting as the secondary outcome among Japanese employees. Methods:Participants who met the inclusion criteria were randomly assigned to an intervention group (n = 138) or a control group (n = 143). The job crafting intervention program provided only to the intervention group consisted of two 120-minute group sessions with e-mail or letter follow-up. Outcomes were assessed at baseline and at 3-month and 6-month follow-up in both groups. Results:In the total sample, the job crafting intervention program showed a non-significant effect on work engagement at both 3-month and 6-month follow-up. Also, job crafting did not improve significantly. However, the program showed a significant intervention effect on work engagement (p = 0.04) with small effect size (Cohen's d = 0.33 at 3-month follow-up) of workers in a lower job crafting subgroup. Conclusion:The job crafting intervention program may not be sufficiently effective to improve work engagement and job crafting for the entire sample of participants. However, it may be effective for workers in lower job crafting subcategories. Clinical Trial Registration:UMIN Clinical Trials Registry (www.umin.ac.jp/ctr/), identifier UMIN000026668.

SUBMITTER: Sakuraya A

PROVIDER: S-EPMC7047874 | biostudies-literature | 2020

REPOSITORIES: biostudies-literature

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Effects of a Job Crafting Intervention Program on Work Engagement Among Japanese Employees: A Randomized Controlled Trial.

Sakuraya Asuka A Shimazu Akihito A Imamura Kotaro K Kawakami Norito N

Frontiers in psychology 20200221

<h4>Objective</h4>The current randomized controlled trial investigated the effectiveness of a job crafting intervention program on work engagement as the primary outcome and job crafting as the secondary outcome among Japanese employees.<h4>Methods</h4>Participants who met the inclusion criteria were randomly assigned to an intervention group (<i>n</i> = 138) or a control group (<i>n</i> = 143). The job crafting intervention program provided only to the intervention group consisted of two 120-mi ...[more]

PMID: 32153460

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Project description:BackgroundTeam-level job crafting has been put forward as a method to promote nurses' mental health. However, a longitudinal association is unclear. Therefore, the objective of this study was to investigate the association between team job crafting at baseline and work engagement, work performance, psychological distress, and intention to leave at three-month and six-month follow-ups among Japanese hospital nurses. Also, whether an increase in the team job crafting during 3 or 6 months was associated with an increase in the work engagement during 3 or 6 months of individual nurses was examined.MethodsA multilevel prospective cohort study was conducted. Data were collected from nurses of five hospitals in Japan at baseline (T1) and follow-ups at 3-months (T2) and 6-months (T3). A total of 2,478 nurses were included. The team job crafting scale for nurses and its three subscales were measured for the independent variables. Ward-means were used as ward-level variables. The dependent variables were work engagement, work performance, psychological distress, and intention to leave. Hierarchical Linear Modeling (HLM) was used to examine the multilevel association. The study protocol was registered at the UMIN Clinical Trials Registry (ID = UMIN000047810) (May 22, 2022).ResultsA total of 460 nurses completed the T1 survey (response rate = 18.6%), and data from 391 nurses nested in 30 wards were included in the analyses. The intraclass correlation coefficients (ICCs) at T1 were 0.02 for work engagement and 0.07 for team job crafting. The HLM revealed that ward-level team job crafting at T1 was not significantly associated with work engagement, work performance, psychological distress, and intention to leave at T2 or T3. The ward-level change (T3-T1) of "crafting for the task considering the team's growth" (subscale for team job crafting) was significantly and positively associated with the change (T3-T1) in work engagement.ConclusionsWard-level team job crafting at baseline did not predict nurses' work engagement, work performance, psychological distress, or intention to leave at a three-month or six-month follow-up. The impact of ward-level team job crafting may attenuate over several months.

Project description:BackgroundPhysicians work in a highly demanding work setting where ongoing changes affect their work and challenge their employability (ie, their ability and willingness to continue working). In this high-pressure environment, physicians could benefit from proactively managing or crafting their careers; however, they tend not to show this behavior. The new concept of career crafting concerns proactively making choices and adapting behavior regarding both short-term job design (ie, job crafting) as well as longer-term career development (ie, career self-management). However, so far, no intervention studies have aimed at enhancing career crafting behavior among physicians. Given that proactive work and career behavior have been shown to be related to favorable outcomes, we designed an intervention to support career crafting behavior and employability of physicians.ObjectiveThe objectives of this study were to describe (1) the development and (2) the design of the evaluation of a randomized controlled career crafting intervention to increase job crafting, career self-management, and employability.MethodsA randomized controlled intervention study was designed for 141 physicians in two Dutch hospitals. The study was designed and will be evaluated based on parts of the intervention mapping protocol. First, needs of physicians were assessed through 40 interviews held with physicians and managers. This pointed to a need to support physicians in becoming more proactive regarding their careers as well as in building awareness of proactive behaviors in order to craft their current work situation. Based on this, a training program was developed in line with their needs. A number of theoretical methods and practical applications were selected as the building blocks of the training. Next, participants were randomly assigned to either the waitlist-control group (ie, received no training) or the intervention group. The intervention group participated in a 4-hour training session and worked on four self-set goals. Then, a coaching conversation took place over the phone. Digital questionnaires distributed before and 8 weeks after the intervention assessed changes in job crafting, career self-management, employability, and changes in the following additional variables: job satisfaction, career satisfaction, work-home interference, work ability, and performance. In addition, a process evaluation was conducted to examine factors that may have promoted or hindered the effectiveness of the intervention.ResultsData collection was completed in March 2020. Evaluation of outcomes and the research process started in April 2020. Study results were submitted for publication in September 2020.ConclusionsThis study protocol gives insight into the systematic development and design of a career crafting training intervention that is aimed to enhance job crafting, career self-management, and employability. This study will provide valuable information to physicians, managers, policy makers, and other researchers that aim to enhance career crafting.International registered report identifier (irrid)RR1-10.2196/18432.

Dataset Information

Effects of a Job Crafting Intervention Program on Work Engagement Among Japanese Employees: A Randomized Controlled Trial.

Publications

Effects of a Job Crafting Intervention Program on Work Engagement Among Japanese Employees: A Randomized Controlled Trial.

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