This study uses proactive work behavior and job demands–resources (JD-R) theories to propose that employees can use two proactive behavioral strategies to improve the internal organizational environment, namely job crafting and playful work design (PWD). Whereas job crafting concerns the proactive adjustment of the job, PWD refers to the active creation of conditions at work that foster play. We hypothesize that individuals perform better on the days they seek job resources and challenges, or design their work to be playful. In addition, we propose that seeking job resources and reducing job demands are most effective when work pressure is high, and that seeking challenges and PWD are most effective when work pressure is low. A total of 77 Norwegian naval cadets completed a diary questionnaire for 30 consecutive days (total N = 2310). Results of multilevel modeling showed that daily seeking job resources, seeking challenges, and playful work design were each positively related to colleague-ratings of job performance. Reducing job demands was negatively related to performance. Furthermore, as hypothesized, seeking challenges and PWD were most effective when the work pressure was low. These findings contribute to the proactive work motivation and JD-R literatures by showing which work strategies are positively related to job performance, and under which conditions.

这项研究使用主动的工作行为和工作需求资源（JD-R）理论提出，员工可以使用两种主动的行为策略来改善内部组织环境，即工作制定和好玩的工作设计（PWD）。制定工作与主动调整工作有关，而PWD是指在工作中积极创造条件以促进工作。我们假设个人在寻求工作资源和挑战，或将他们的工作设计成有趣的日子里表现会更好。另外，我们建议在工作压力高时寻求工作资源和减少工作需求最有效，而在工作压力低时寻求挑战和PWD最有效。总共77名挪威海军学员连续30天完成了日记调查表（总计N  = 2310）。多层次建模的结果表明，每天寻找工作资源，寻求挑战和好玩的工作设计都与同事对工作绩效的评价呈正相关。减少工作需求与绩效负相关。此外，如假设的那样，在工作压力较低时，寻求挑战和PWD最有效。这些发现通过显示哪些工作策略与工作绩效呈正相关，以及在何种条件下，有助于积极主动的工作动机和JD-R文献。