Job crafting is theorized to operate via changes that employees make to their work designs, yet this critical mechanism has remained scarcely tested. This study examined whether job crafting facilitates changes in two types of challenge demands, namely workload and job complexity, and hindrance demands and whether these changes explain why job crafting may have both positive and negative implications for employee well-being. We utilized a two-wave sample of 2,453 employees to examine the relationships between job crafting and within-person changes in job demands, work engagement, and burnout. The findings showed that approach type of job crafting was related to increases in work engagement via increased job complexity. However, approach crafting was also associated with increases in burnout via increased workload. Avoidance type of job crafting, in turn, was related to increases in burnout and decreases in work engagement via decreased job complexity. The findings imply that job crafting may both promote and mitigate employee well-being depending on how it changes specific features of work design and that also approach crafting may deteriorate well-being. We discuss the practical implications of different types of job crafting on work design and employee well-being.

中文翻译：

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工作重塑的双刃剑：工作重塑对工作需求和员工福利变化的影响

从理论上讲，工作塑造是通过员工对其工作设计所做的改变来运作的，但这种关键机制几乎没有经过测试。本研究考察了工作塑造是否促进了两种挑战需求的变化，即工作量和工作复杂性，以及阻碍需求，以及这些变化是否解释了为什么工作塑造可能对员工福祉产生积极和消极的影响。我们利用 2,453 名员工的两波样本来检查工作塑造与工作需求、工作投入和倦怠的个人内部变化之间的关系。研究结果表明，工作塑造的方法类型与通过增加工作复杂性而增加工作参与度有关。然而，方法的制定也与工作量增加导致的倦怠增加有关。避免类型的工作制作，反过来，通过降低工作复杂性与倦怠增加和工作投入减少有关。研究结果表明，工作塑造可能会促进和减轻员工的幸福感，这取决于它如何改变工作设计的特定特征，而且工作塑造也可能会降低幸福感。我们讨论了不同类型的工作塑造对工作设计和员工福利的实际影响。