Factors Affecting Job Crafting For Employee ...

Factors Affecting Job Crafting For Employee Satisfaction and Retention

Author Name : Professor (Dr.) Manodip Ray Chaudhuri, Ms. Deborpita Sadhu

DOI: https://doi.org/10.56025/IJARESM.2023.1201241557

This study explores the complex variables that affect workers' job crafting behaviours and how those behaviours affect job satisfaction and retention in work environments. The concept of job crafting, which refers to an individual's proactive effort to modify and personalise their roles, is analysed from a variety of perspectives. The goal of the study is to clarify the ways in which organisational, individual, and contextual factors influence employees' desire to participate in job crafting activities, which in turn influences their job satisfaction and probability of remaining with the company. Through job crafting, workers can improve the workplace environment and increase employee morale, commitment, work engagement, employability, and performance—all of which can lead to employee retention. In the current competitive market, the business performance is directly impacted by the sustainable employee retention policy. In addition, every employee in the modern society expects a meaningful job, a sense of worth and dignity at work, and innovative work practices. The best method for retaining employees is to offer financial incentives to motivate them to stay at work. However, better employee engagement is linked to employee retention, and job crafting may lead to this. As a result, it gives workers' career paths the desired growth. There are three categories of job crafting that include relational, cognitive, and task crafting. When an employee modifies the duties and the actual work schedule, they are engaging in task crafting. Consequently, relational crafting refers to how an employee interacts with coworkers, superiors, peers, and subordinates in order to carry out their duties effectively. Last but not least, cognitive crafting suggests that staff members rework the components through cognitive behaviours. Individuals can engage in various forms of job crafting simultaneously and implement small- or large-scale changes as desired. This study allows us to find the list of dependent and independent variable by grouping the selected variables of similar kind into variables which are unrelated. For doing the statistical study, primary data was gathered from few employees of various organization over a sample size of 150 respondents. The data was collected from both male and female who fell between the age bracket of under eighteen to fifty in a Likert scale.