Job Crafting Behaviour among Public Sector Employees

A Predictive Study of Psychological Flexibility and Career Sense of Calling

Abstract

Job crafting has been introduced to describe how employees adapt their jobs to their preferences and needs. This has gained significant attention in the organizational behaviour literature. Based on the, this study examined the predictive effect of psychological flexibility and career sense of calling on public servants’ job crafting behaviour. A cross-sectional design and quantitative approach for data collection were utilized. Convenience sampling was utilized for selecting 200 university administrative employees from Nnamdi Azikiwe University, Awka, Nigeria. The participants comprised 89 males and 111 females with a mean age of 37.84 years (SD= ±9.96). Standardized self-report measures of psychological flexibility, career sense of calling, and job crafting behaviour  scales were used for collecting data from the participants while regression analysis was used for testing the hypotheses via the IBM-SPSS Statistics v25. The results indicated that psychological flexibility (B= .40, t[200] = 11.38, p< .05) and career sense of calling (B= .28, t[200] = 7.55,p< .05) significantly predict job crafting behaviour. The combined effect of psychological flexibility and career sense of calling was also significant. The results of the study highlighted the importance of psychological flexibility and career sense of calling in predicting job crafting behaviour among university administrative employees. It was recommended that organisations should engage (during the recruitment stage) employees with a higher sense of calling for the job, recruited and trained as this has positive implications for job crafting.