This article describes a quasi-experiment that evaluates the relationship between a job crafting intervention and work engagement. More particularly, we focused on three different types of job crafting: crafting towards strengths, crafting towards interests, and crafting towards development. Building on the conservation of resources theory, we hypothesized that participating in a job crafting intervention will be positively associated with job crafting, which in turn will promote work engagement. Additionally, based on the activation theory, we hypothesized that employees with a relatively high workload will benefit more from a job crafting intervention compared with employees with a relatively low workload. In all, 99 employees from a Dutch health care organization participated in our study (n = 45 in the treatment group; n = 54 in the control group). Results indicated that there was no association between the intervention and job crafting behaviors. However, the job crafting intervention was found to be positively related to interests crafting for workers with a relatively high workload, which in turn was associated with an increase in dedication and absorption. Additionally, we found that job crafting towards strengths was associated with all aspects of work engagement (vigor, dedication, and absorption), whereas job crafting towards interests was related to dedication and absorption, and crafting towards development was not associated with work engagement. We conclude that a job crafting intervention can be an effective tool for enhancing work engagement for employees with a high workload. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

中文翻译：

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使您的工作与自己保持一致：工作干预与工作投入之间的关系以及工作量的作用。

本文介绍了一种准实验，用于评估工作制定干预与工作投入之间的关系。更具体地说，我们专注于三种不同类型的工作制定：追求优势，追求利益和追求发展。在资源节约理论的基础上，我们假设参与工作制定干预将与工作制定成正相关，从而促进工作投入。此外，基于激活理论，我们假设工作量相对较高的员工比工作量相对较低的员工将从工作制定干预中受益更多。共有来自荷兰医疗保健组织的99名员工参加了我们的研究（治疗组中n = 45；对照组中n = 54）。结果表明，干预与职业行为之间没有关联。然而，发现工作制定干预与工作量相对较高的工人的利益制定正相关，而这又与奉献和吸收的增加有关。此外，我们发现，发挥优势的工作与工作投入的各个方面（活力，奉献和专心）有关，而为利益而进行的工作与奉献和专心有关，而为发展而进行的工作与工作投入无关。我们得出结论，工作干预可以成为提高工作量大的员工的工作投入的有效工具。（PsycINFO数据库记录（c）2019 APA，保留所有权利）。结果表明，干预与职业行为之间没有关联。然而，发现工作制定干预与工作量相对较高的工人的利益制定正相关，而这又与奉献和吸收的增加有关。此外，我们发现，发挥优势的工作与工作投入的各个方面（活力，奉献和专心）有关，而为利益而进行的工作与奉献和专心有关，而为发展而进行的工作与工作投入无关。我们得出结论，工作干预可以成为提高工作量大的员工的工作投入的有效工具。（PsycINFO数据库记录（c）2019 APA，保留所有权利）。结果表明，干预与职业行为之间没有关联。然而，发现工作制定干预与工作量相对较高的工人的利益制定正相关，而这又与奉献和吸收的增加有关。此外，我们发现，发挥优势的工作与工作投入的各个方面（活力，奉献和专心）有关，而为利益而进行的工作与奉献和专心有关，而为发展而进行的工作与工作投入无关。我们得出结论，工作干预可以成为提高工作量大的员工的工作投入的有效工具。（PsycINFO数据库记录（c）2019 APA，保留所有权利）。