To make jobs more exciting and engaging, many organisational psychologists encourage employees to engage in "job crafting". Job crafting is considered to involve employees' self-initiated alterations of their job design and task features. For example, taking on new tasks that suit employee skills better or by taking the lead in a project so that employees are more in control of their work environment.
There is much research talking about the benefits of job crafting, but there is a missing perspective on how crafting which essentially involves alterations of one's job boundaries may also have negative consequences.
My research is trying to explore this question and I am inviting the audience to think about ways in which crafting could result in less favorable outcomes.

At the conclusion of this event, attendees will be able to:
-Understand the concept of job crafting and its consequences for job outcomes (engagement and performance)
-Understand concepts of antagonistic co-worker reactions
-Contrast different forms of job crafting and their impact on job design
-Evaluate how job crafting impacts co-worker reactions
-Critically evaluate job crafting theory with respect to interdependent tasks

Tims, Maria
Parker, Sharon K.