Purpose

The purpose of this study was to investigate the relationship between job crafting and work engagement and the potential mediating effect of organizational happiness on this relationship.

Design/methodology/approach

A sample of 256 full-time employees from various industries such as automobiles, retail, real estate, petrochemicals, investment, industrial and education, working at top 50 Forbes Middle East companies in UAE, were surveyed to gather data on job crafting, organizational happiness and work engagement. The study used an empirical research design, with data collected through surveys.

Findings

The results of this study, obtained through a two-step structural equation modelling approach, indicate that job crafting has a positive and direct influence on both organizational happiness and work engagement. The findings also suggest that the relationship between job crafting and work engagement is partially mediated by organizational happiness.

Practical implications

The findings emphasize the need for human resources (HR) professionals to develop programmes and training workshops focused on cultivating these concepts, particularly as remote and blended working arrangements become more prevalent. In addition, the study highlights the global impact of employee disengagement on financial losses and stresses the importance of revising HR policies in the UAE to mitigate potential risks. Lastly, the study suggests that enhancing happiness and reducing disengagement can be achieved through training managers and employees in task structuring techniques, emphasizing the teachability of job crafting skills through interventions that align tasks with employees’ interests.

Originality/value

To the best of the author's knowledge, this is the first study to theoretically explore and empirically test a proposed model on the relationships between job crafting, organizational happiness and work engagement in the context of the UAE.

中文翻译：

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将工作塑造与工作投入联系起来：组织幸福感的中介作用

目的

本研究的目的是调查工作重塑和工作投入之间的关系以及组织幸福感对此关系的潜在中介作用。

设计/方法论/途径

对来自汽车、零售、房地产、石化、投资、工业和教育等不同行业、在阿联酋福布斯中东 50 强公司工作的 256 名全职员工进行了调查，以收集有关工作重塑、组织幸福感的数据和工作投入。该研究采用实证研究设计，通过调查收集数据。

发现

这项通过两步结构方程建模方法获得的研究结果表明，工作重塑对组织幸福感和工作投入度都有积极而直接的影响。研究结果还表明，工作塑造和工作投入之间的关系部分是由组织幸福感调节的。

实际影响

研究结果强调，人力资源 (HR) 专业人员需要制定旨在培养这些概念的计划和培训研讨会，特别是在远程和混合工作安排变得更加普遍的情况下。此外，该研究还强调了员工离职对财务损失的全球影响，并强调了修改阿联酋人力资源政策以减轻潜在风险的重要性。最后，该研究表明，可以通过对管理者和员工进行任务构建技术培训，强调通过将任务与员工兴趣相结合的干预措施来提高工作塑造技能的可传授性，从而提高幸福感并减少脱离感。

原创性/价值

据作者所知，这是第一项从理论上探索和实证检验阿联酋背景下的工作塑造、组织幸福感和工作投入之间关系的拟议模型的研究。