When do job crafting interventions work? The moderating roles of workload, intervention intensity, and participation

Job crafting refers to self-initiated, proactive strategies change work characteristics better align one's job with personal needs, goals, and skills. This study evaluated the conditions under which interventions are effective for increasing behaviours. We assessed impact of initial workload on effectiveness two – a less intense, knowledge-reflection intervention (N = 39), more knowledge-reflection-action that involved completing Crafting Boosts over 4 weeks 50). Irrespective intervention, longitudinal growth modelling analyses revealed those high engaged in behaviours decrease hindering demands, whereas low increase structural resources. No significant differences were observed between groups any A further goal was examine, how much participants actively participated Boosts. Engagement varied considerably, average participation being below target three per week. Content analysis open-ended responses questions that, who did engage Boosts, there positive experiences, including insights about making changes at work, increased vigour motivation, productivity, resolved problems. research shows that: reduce demands should be targeted workload; resources intensity does not effectiveness.