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Course of studies
In the Job Satisfaction- Performance literature largely, job satisfaction is portrayed and
discussed positively as a performance driver for organizations that embark on the journey
of progress. This research asks whether job satisfaction inevitably leads to negative
implementation outcomes and how. This research focuses on factors other than job
satisfaction that can be used to drive better performance of employees and how
satisfaction could also lead to negative outcomes. In an attempt to answer this question,
the research undertakes three key tasks. First, it contextualizes how job satisfaction has
minor affects on performance. Second, it outlines the factors that can increase
performance. Third, it discusses crisply the adverse affects on job satisfaction through
empirical evidence to provide focus and 'evidential grounding' for the research.
Essentially, the research contends that for institutions that are unable to manage and lead
productivity from employees, this research serves a powerful purpose ensuring the multi-dimensional approach to view employee performance and modelled to take account of
the people on whom it may impact as well as the overall value it may deliver.
The concept of Job Crafting was developed by Amy Wrzesniewski and Jane E. Dutton in 2001. It describes job alterations initiated by employees that can occur in three different ways: Task crafting, relational crafting and cognitive crafting. The aim of Job Crafting is the better alignment of employee needs and preferences to the job demands and rewards.
In this bachelor thesis, the concept of Job Crafting will be explained and will be put into the context of similar concepts. Both, positive and negative outcomes of Job Crafting behaviour will be explained and opposed. The outcomes can have the form of increased motivation, performance and person-job fit which are intended by the Job Crafting behaviour. But misalignments of Job Crafting with organisational goals and negative impacts on colleagues on the negative side can also occur and need to be considered. The bachelor thesis also illustrates important motivators for Job Crafting and the most important aspects that play a role in Job Crafting behaviour. In the end, the thesis provides an outlook of Job Crafting based on the information that was evaluated. The aim of this bachelor thesis is to provide an insight into the concept of Job Crafting and to inform about the recent state of research on the topic.
Job Crafting is considered to be a rather positive employee behaviour that mostly results in better outcomes for employees than before Job Crafting actions. As organisation in the current economic state need to be adaptive in order to stay competitive, Job Crafting offers a solution for organisations to provide their employees with enough freedom to stay flexible. Job Crafting is not to be considered as a substitute for common Job design but rather as a complement to it that can be used by employees to further enhance their behaviour and performance. Managers should be aware of its existence and even foster it into a direction that benefits the organisation.
What happens in a situation in which an individual is given a quality task for no compensation while knowing that someone else receives a reward for the same effort? If a performance drop occurs, does the individual's fairness sensitivity play a dependent role? These questions are approached theoretically and experimentally within this thesis. As a foundation, the most critical insights from the psychological investigation of extrinsic rewards and its impact on intrinsic motivation and performance are reviewed. Furthermore, relevant findings regarding fairness are introduced from varying fields of research. The conducted double-blind experiment suggests with limited confidence that the higher an individual's fairness sensitivity in a situation of perceived unfair treatment, the lower the performance.