要求員工在越來越大的壓力下工作。工作團隊中的個人在壓力很大的環境中工作時面臨著重大需求。鼓勵願意在團隊中工作的員工在工作中更具創新精神。這項定量研究考察了個人（級別1）和團隊級別（級別2）的創新工作行為（IWB）的工作制定影響。還測試了通過在微觀和內觀水準上使用心理資本（PsyCap）來測試仲介作用的跨級別方法。在這項研究中使用了縱向方法，其中涉及在每次調查之間使用一個星期的時間間隔。這種跨層次方法的樣本涉及來自56個組的211個人。在時間1（T1），我收集了資料用於Level-1和Level-2的工作。一周後，在時間2（T2），收集了微和中觀水準的PsyCap，並在同一時間（T2）收集了水準1的IWB。團隊級別的IWB由團隊主管評估。結果發現，PsyCap T2介導了工作制定（T1）與IWB（由主管評定）之間的連結，所有變數均處於介觀水準，而級別1的PsyCap（T2）部分地介導了工作制定之間的聯繫。 （T1）和IWB（T2），在微型級別。跨級別的交互結果表明，團隊工作制定（T1）通過PsyCap（T2）間接連接到IWB（T2），兩者均處於Level-1（2-1-1模型）。單獨的PsyCap T2介導了手工製作T1和IWB之間的連接，兩者均由主管以相同級別（2-1-2型號）進行評估。這些發現表明，員工可以利用自己的資源和需求迅速處理積極的PsyCap，這將在工作中帶來創新的想法。

Employees are being asked to work under increasing pressure. Individuals in work teams are faced with major demands while operating in stressful conditions. Employees who are willing to work in teams are encouraged to be more innovative in their jobs. This quantitative research examines the job crafting influence of innovative work behavior (IWB) at the individual (Level 1) and team levels (Level 2). A cross-level approach to testing the mediating effect by using psychological capital (PsyCap) at the micro and meso levels was also tested. A longitudinal approach was used in this study which involved using a one-week gap between each survey. The sample in this cross-level approach involved 211 individuals from 56 groups. At Time 1 (T1), I collected the data for job crafting at Level-1and Level-2. After one week, at Time 2 (T2), the PsyCap at the micro and meso level was collected, and IWB at Level-1 was collected at the same (T2). The team-level IWB was rated by the team supervisor. Results found that PsyCap T2 mediates the link between the job crafting (T1) and the IWB (rated by supervisor), all the variables are at meso-level, and that the PsyCap (T2) at Level 1 partially mediated the link between job crafting (T1) and IWB (T2), at the micro-level. The cross-level interaction findings indicated that team job crafting (T1) was indirectly connected to IWB (T2) via PsyCap (T2), both of which were at Level-1 (2-1-1 model). The individual PsyCap T2 mediates the connection among job crafting T1 and IWB, which were both rated by a supervisor at the same level (2-1-2 model). These findings indicate that employees crafting their resources and demands can promptly process a positive PsyCap and that this will result in innovative ideas in their jobs.

Dissertation Validation Letter……………………………………………………………………. i
Acknowledgements ……………………………………………………………………………….ii
Abstract (Chinese)………………………………………………………………………………...iv
Abstract (English) ………………………………………………………………………………...v
CHAPTER 1: INTRODUCTION 1
1.1 Overview 1
1.2 Problem Statement 3
1.3 Research Settings 5
2. LITERATURE REVIEW AND HYPOTHESIS 7
2.1 Job crafting 7
2.2 Psychological capital (PsyCap) 8
2.4 Job crafting and innovative work behavior at individual level 10
2.5 Mediating role of individual psychological capital 11
2.6 Team job crafting and team innovation work behavior 13
2.7 Mediating role of team psychological capital 14
2.8 PsyCap as a mediator between job crafting and innovative work behavior (2-1-1 model) 15
2.9 Individual PsyCap as a mediator between team job crafting and team innovative work behavior (2-1-2 model) 18
CHAPTER 3 METHODS 20
3.1 Research framework 20
3.2 Participants 20
3.4 Individual job crafting (Time 1) 24
3.6 Individual psychological capital (Time 2) 25
3.7 Team psychological capital (Time 2) 25
3.9 Team innovation (Team Supervisor rated) 25
3.10 Common method bias 26
CHAPTER 4 RESULTS 27
4.1 Individual level EFA and Cronbach’s α 27
4.2 Team level EFA and Cronbach’s α 27
4.3 Confirmatory factor analysis 27
4.4 Data Aggregation 29
4.5 Descriptive Statistics and Correlation 29
4.6 Hypothesis Testing 31
4.6.1 Individual-level relationships (1-1-1 model) 31
4.6.2 Team-level relationships (2-2-2 model) 33
4.6.3 Cross-level mediating effect (2-1-1 model) 34
4.6.4 Cross-level mediating effect (2-1-2 model) 35
CHAPTER 5 DISCUSSIONS 36
5.1 Major findings 37
5.2 Theoretical implications 39
5.3 Practical implications 42
5.4 Limitations and future directions 43
5.5 Conclusions 44
REFERENCES 45
APPENDIX 1(Individual and team job crafting Questionnaires) ………………………………..54
APPENDIX 2(Individual and team PsyCap, and individual IWB Questionnaires) ……….…….58
APPENDIX 3(Team IWB) ………………...…………………………………………………….63
LIST OF FIGURES
3.1 Research Framework………………………………………………………………………………………20
LIST OF TABLES
Table 3.2.1 Sample Demographics (Individual Level) ……………………………………………………..22
Table 3.2.2 Sample Demographics (Team Level) ……………………………………………………………23
Table 4.3.1 Confirmatory factor analysis………………………………………………………………………..28
Table 4.5.1 Means, Standard Deviations (Level 1) …………………………………………………………..30
Table 4.5.2 Means, Standard Deviations (Level 2)……………………………………………………………30
Table 4.6.1 Indirect 1-1-1 Model………………………………………………………………………………….32
Table 4.6.2 Indirect 2-2-2 Model…………………………………………………………………………………33
Table 4.6.3 Test of cross-level direct and mediating effects of team job crafting on innovative work behavior (2-1-1 model) ……………………………………………………………………………………………..34
Table 4.6.4 Test of cross-level direct and mediating effects of team job crafting on innovative work behavior (2-1-2 model) ……………………………………………………………………………………..………35

Agrell, A., & Gustafson, R. (1996). Innovation and creativity in work groups. In M. A. West (Ed.), Handbook of work group psychology (pp. 318-343). Chicester: John Wiley & Sons, Ltd.
Abbas, M., & Raja, U. (2015). Impact of psychological capital on innovative performance and job stress. Canadian Journal of Administrative Sciences/Revue Canadienne des Sciences de l'Administration, 32(2), 128-138.
Amabile, T. M., Conti, R., Coon, H., Lazenby, J., & Herron, M. (1996). Assessing the work environment for creativity. Academy of management journal, 39(5), 1154-1184.
Amabile, T., & Gryskiewicz, S. S. (1987). Creativity in the R&D laboratory. Center for Creative Leadership.
Anderson, N. R., & West, M. A. (1998). Measuring climate for work group innovation: development and validation of the team climate inventory. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 19(3), 235-258.
Avey, J. B., Luthans, F., & Jensen, S. (2009). Psychological capital: A positive resource for combating stress and turnover. Human Resource Management, 48(5), 677-693.
Avey, J. B., Avolio, B. J., Crossley, C. D., & Luthans, F. (2009). Psychological ownership: Theoretical extensions, measurement and relation to work outcomes. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 30(2), 173-191.
Avey, J. B., Patera, J. L., & West, B. J. (2006). The implications of positive psychological capital on employee absenteeism. Journal of Leadership & Organizational Studies, 13(2), 42-60.
Avey, J. B., Reichard, R. J., Luthans, F., & Mhatre, K. H. (2011). Meta-analysis of the impact of positive psychological capital on employee attitudes, behaviors, and performance. Human resource development quarterly, 22(2), 127-152.
Avey, J. B., Wernsing, T. S., & Luthans, F. (2008). Can positive employees help positive organizational change? Impact of psychological capital and emotions on relevant attitudes and behaviors. The journal of applied behavioral science, 44(1), 48-70.
Avey, J. B., Reichard, R. J., Luthans, F., & Mhatre, K. H. (2011). Meta‐analysis of the impact of positive psychological capital on employee attitudes, behaviors, and performance. Human resource development quarterly, 22(2), 127-152.
Avolio, B. J., Luthans, F., & Ryan, C. (2006). The high impact leader. New York: mcgraw Hill.
Bakker, A. B., Demerouti, E., Taris, T. W., Schaufeli, W. B., & Schreurs, P. J. (2003). A multigroup analysis of the job demands-resources model in four home care organizations. International Journal of stress management, 10(1), 16.
Bakker, A.B. & Demerouti, E. (2007). The job demands-resources model: State of the art. Journal of Managerial Psychology, 22, 309-328.
Bakker, A. B., Tims, M., & Derks, D. (2012). Proactive personality and job performance: The role of job crafting and work engagement. Human relations, 65(10), 1359-1378.
Bakker, A. B., & Demerouti, E. (2017). Job demands–resources theory: Taking stock and looking forward. Journal of Occupational Health Psychology, 22(3), 273.
Barley, S. R. (1990). The alignment of technology and structure through roles and networks. Administrative science quarterly, 61-103.
Barley, S. R., & Kunda, G. (2001). Bringing work back in. Organization science, 12(1), 76-95.
Bandura, A. (2012). On the functional properties of perceived self-efficacy revisited.
Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of personality and social psychology, 51(6), 1173.
Bandura, A. (1997). The anatomy of stages of change. American journal of health promotion: AJHP, 12(1), 8-10.
Berdicchia, D., Nicolli, F., & Masino, G. (2016). Job enlargement, job crafting and the moderating role of self-competence. Journal of Managerial Psychology, 31(2), 318-330.
Berg, J. M., Wrzesniewski, A., & Dutton, J. E. (2010). Perceiving and responding to challenges in job crafting at different ranks: When proactivity requires adaptivity. Journal of Organizational Behavior, 31(2‐3), 158-186.
Brannick, M. T., Chan, D., Conway, J. M., Lance, C. E., & Spector, P. E. (2010). What is method variance and how can we cope with it? A panel discussion. Organizational Research Methods.
Cenciotti, R., Alessandri, G., & Borgogni, L. (2017). Psychological capital and career success over time: The mediating role of job crafting. Journal of Leadership & Organizational Studies, 24(3), 372-384.
Chan, D. (1998). Functional relations among constructs in the same content domain at different levels of analysis: A typology of composition models. Journal of applied psychology, 83(2), 234.
Chen, C. Y., Yen, C. H., & Tsai, F. C. (2014). Job crafting and job engagement: The mediating role of person-job fit. International Journal of Hospitality Management, 37, 21-28.
Coakes, E., & Smith, P. (2007). Developing communities of innovation by identifying innovation champions. The Learning Organization.
Combs, G. M., Clapp‐Smith, R., & Nadkarni, S. (2010). Managing BPO service workers in India: Examining hope on performance outcomes. Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Management, 49(3), 457-476.
Dawkins, S., Martin, A., Scott, J., & Sanderson, K. (2013). Building on the positives: A psychometric review and critical analysis of the construct of P sychological C apital. Journal of Occupational and Organizational Psychology, 86(3), 348-370.
Dawkins, S., Martin, A., Scott, J., & Sanderson, K. (2015). Advancing conceptualization and measurement of psychological capital as a collective construct. Human Relations, 68(6), 925-949.
Demerouti, E., Bakker, A. B., Nachreiner, F., & Schaufeli, W. B. (2001). The job demands-resources model of burnout. Journal of Applied psychology, 86(3), 499.
Bakker, A. B., & Demerouti, E. (2014). Job demands–resources theory. Wellbeing: A complete reference guide, 1-28.
Dreu, C. K. D. (2002). Team innovation and team effectiveness: The importance of minority dissent and reflexivity. European Journal of Work and Organizational Psychology, 11(3), 285-298.
Drucker, P. F. (1985). Innovation and entrepreneurship: Practice and principles. London: Heinemann.
Elkins, T., & Keller, R. T. (2003). Leadership in research and development organizations: A literature review and conceptual framework. The leadership quarterly, 14(4-5), 587-606.
Gladstone, J., & Reynolds, T. (1997). Single session group work intervention in response to employee stress during workforce transformation. Social Work with Groups, 20(1), 33-49.
Gong, Y., Huang, J. C., & Farh, J. L. (2009). Employee learning orientation, transformational leadership, and employee creativity: The mediating role of employee creative self-efficacy. Academy of management Journal, 52(4), 765-778.
Grant, A. M., & Parker, S. K. (2009). 7 redesigning work design theories: the rise of relational and proactive perspectives. The Academy of Management Annals, 3(1), 317-375.
Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational behavior and human performance, 16(2), 250-279.
Hater, J. J., & Bass, B. M. (1988). Superiors' evaluations and subordinates' perceptions of transformational and transactional leadership. Journal of Applied psychology, 73(4), 695.
Halbesleben, J. R. (2010). A meta-analysis of work engagement: Relationships with burnout, demands, resources, and consequences. Work engagement: A handbook of essential theory and research, 8(1), 102-117.
Hirst, G., van Knippenberg, D., & Zhou, J. (2009). A cross-level perspective on employee creativity: Goal orientation, team learning behavior, and individual creativity. Academy of Management Journal, 52, 280–293.
Hobfoll, S. E. (2002). Social and psychological resources and adaptation. Review of general psychology, 6(4), 307-324.
Hoe, S. L. (2008). Issues and procedures in adopting structural equation modelling technique. Journal of Quantitative Methods, 3(1), 76.
Hofstede, G. (2001). Culture's consequences: Comparing values, behaviors, institutions and organizations across nations. Sage publications.
James, L. R., Demaree, R. G., & Wolf, G. (1993). rwg: An assessment of within-group interrater agreement. Journal of applied psychology, 78(2), 306.
Janssen, O. (2000). Job demands, perceptions of effort‐reward fairness and innovative work behaviour. Journal of Occupational and organizational psychology, 73(3), 287-302.
Janssen, O. (2000). Job demands, perceptions of effort‐reward fairness and innovative work behaviour. Journal of Occupational and organizational psychology, 73(3), 287-302.
Kozlowski, S. W., & Ilgen, D. R. (2006). Enhancing the effectiveness of work groups and teams. Psychological science in the public interest, 7(3), 77-124.
James, L. R., Demaree, R. G., & Wolf, G. (1993). rwg: An assessment of within-group interrater agreement. Journal of applied psychology, 78(2), 306.
Leana, C., Appelbaum, E., & Shevchuk, I. (2009). Work process and quality of care in early childhood education: The role of job crafting. Academy of Management Journal, 52(6), 1169-1192.
Lin, B., Law, K. S., & Zhou, J. (2017). Why is underemployment related to creativity and OCB? A task-crafting explanation of the curvilinear moderated relations. Academy of Management, Journal, 60(1), 156–177.
Lu, C. Q., Wang, H. J., Lu, J. J., Du, D. Y., & Bakker, A. B. (2014). Does work engagement increase person–job fit? The role of job crafting and job insecurity. Journal of Vocational Behavior, 84(2), 142-152.
Luthans, F. (2002). Positive organizational behavior: Developing and managing psychological strengths. Academy of Management Perspectives, 16(1), 57-72.
Luthans, F., Avey, J. B., & Patera, J. L. (2008). Experimental analysis of a web-training intervention to develop positive psychological capital. Academy of Management Learning & Education, 7(2), 209-221.
Luthans, F., Avey, J. B., Avolio, B. J., & Peterson, S. J. (2010). The development and resulting performance impact of positive psychological capital. Human resource development quarterly, 21(1), 41-67.
Luthans, F., Avey, J. B., Avolio, B. J., Norman, S. M., & Combs, G. M. (2006) Psychological capital development: Towards a micro-intervention. Journal of Organisational Behavior, 27(3), 387-393.
Luthans, F., Avolio, B. J., Avey, J. B., & Norman, S. M. (2007). Positive psychological capital: Measurement and relationship with performance and satisfaction. Personnel psychology, 60(3), 541-572.
Luthans, F., Norman, S. M., Avolio, B. J., & Avey, J. B. (2008). The mediating role of psychological capital in the supportive organizational climate—employee performance relationship. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 29(2), 219-238.
Luthans, F., Youssef, C. M., & Avolio, B. J. (2007). Psychological capital: Developing the human competitive edge: Oxford University Press.
Luthans, F., Avolio, B. J., Avey, J. B., & Norman, S. M. (2007). Positive psychological capital: Measurement and relationship with performance and satisfaction. Personnel psychology, 60(3), 541-572.
Luthans, F., Youssef, C. M., & Avolio, B. J. (2015). Psychological capital and beyond. Oxford University Press, USA.
Masten, A. S. (2001). Ordinary magic: Resilience processes in development. American psychologist, 56(3), 227.
Mathieu, J. E., & Taylor, S. R. (2007). A framework for testing meso‐mediational relationships in organizational behavior. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 28(2), 141-172.
Masten, A. S., & Reed, M. G. J. (2002). Resilience in development. Handbook of positive psychology, 74, 88.
Mcclelland, G. P., Leach, D. J., Clegg, C. W., & mcgowan, I. (2014). Collaborative crafting in call centre teams. Journal of Occupational and Organizational Psychology, 87(3), 464-486.
Mumford, M. D., & Gustafson, S. B. (1988). Creativity syndrome: Integration, application, and innovation. Psychological bulletin, 103(1), 27.
Newman, A., Ucbasaran, D., Zhu, F. E. I., & Hirst, G. (2014). Psychological capital: A review and synthesis. Journal of Organizational Behavior, 35(S1), S120-S138.
Oldham, G. R., & Cummings, A. (1996). Employee creativity: Personal and contextual factors at work. Academy of management journal, 39(3), 607-634.
Orr, J. E. (1990). Sharing knowledge, celebrating identity: Community memory in a service culture.

Parker, S. K., & Collins, C. G. (2010). Taking stock: Integrating and differentiating multiple proactive behaviors. Journal of management, 36(3), 633-662.
Petrou, P., & Bakker, A. B. (2016). Crafting one’s leisure time in response to high job strain. Human relations, 69(2), 507-529.
Petrou, P., Demerouti, E., & Schaufeli, W. B. (2018). Crafting the change: The role of employee job crafting behaviors for successful organizational change. Journal of Management, 44(5), 1766-1792.
Petrou, P., Demerouti, E., Peeters, M. C., Schaufeli, W. B., & Hetland, J. (2012). Crafting a job on a daily basis: Contextual correlates and the link to work engagement. Journal of Organizational Behavior, 33(8), 1120-1141.
Peterson, S. J., & Zhang, Z. (2011). Examining the relationships between top management team psychological characteristics, transformational leadership, and business unit performance. Handbook of top management research, 127-149.
Pirola‐Merlo, A., & Mann, L. (2004). The relationship between individual creativity and team creativity: Aggregating across people and time. Journal of Organizational behavior, 25(2), 235-257.
Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: a critical review of the literature and recommended remedies. Journal of applied psychology, 88(5), 879.
Ramamoorthy, N., Flood, P. C., Slattery, T., & Sardessai, R. (2005). Determinants of innovative work behaviour: Development and test of an integrated model. Creativity and innovation management, 14(2), 142-150.
Rego, A., Sousa, F., Marques, C., & e Cunha, M. P. (2012). Authentic leadership promoting employees' psychological capital and creativity. Journal of business research, 65(3), 429-437.
Renn, R. W., & Vandenberg, R. J. (1995). The critical psychological states: An underrepresented component in job characteristics model research. Journal of management, 21(2), 279-303.
Russell, R. D., & Russell, C. J. (1992). An examination of the effects of organizational norms, organizational structure, and environmental uncertainty on entrepreneurial strategy. Journal of management, 18(4), 639-656.
Sosik, J. J., Kahai, S. S., & Avolio, B. J. (1998). Transformational leadership and dimensions of creativity: Motivating idea generation in computer-mediated groups. Creativity research journal, 11(2), 111-121.
Sosik, J. J., Avolio, B. J., & Kahai, S. S. (1997). Effects of leadership style and anonymity on group potency and effectiveness in a group decision support system environment. Journal of applied psychology, 82(1), 89.
Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi‐sample study. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 25(3), 293-315.
Seligman, M. E. (1998). What is the good life. APA Monit. 29:2.
Scheier, M. F., Carver, C. S., & Bridges, M. W. (2001). Optimism, pessimism, and psychological well-being.
Slive, A., & Bobele, M. (Eds.). (2011). When one hour is all you have: Effective therapies for walk-in clients. Phoenix, AZ: Zeig, Tucker & Theisen.
Snyder, C. R., Shorey, H. S., Cheavens, J., Pulvers, K. M., Adams III, V. H., & Wiklund, C. (2002). Hope and academic success in college. Journal of educational psychology, 94(4), 820.
Snyder, C. R. (Ed.). (2000). Handbook of hope: Theory, measures, and applications. Academic press.
Sweetman, D., Luthans, F., Avey, J. B., & Luthans, B. C. (2011). Relationship between positive psychological capital and creative performance. Canadian Journal of Administrative Sciences/Revue Canadienne des Sciences de l'Administration, 28(1), 4-13.
Taggar, S., & Ellis, R. (2007). The role of leaders in shaping formal team norms. The Leadership Quarterly, 18(2), 105-120.
Tims, M., & Bakker, A. B. (2010). Job crafting: Towards a new model of individual job redesign. SA Journal of Industrial Psychology, 36(2), 1-9.
Tim, M., Bakker, A. B., & Derks, D. (2013). The impact of job crafting on job demands, job resources, and well-being. Journal of occupational health psychology, 18(2), 230.
Tims, M., B. Bakker, A., & Derks, D. (2014). Daily job crafting and the self-efficacy–performance relationship. Journal of Managerial Psychology, 29(5), 490-507.
Tims, M., Bakker, A. B., & Derks, D. (2012). Development and validation of the job crafting scale. Journal of vocational behavior, 80(1), 173-186.
Tims, M., Bakker, A. B., Derks, D., & van Rhenen, W. (2013). Job crafting at the team and individual level: Implications for work engagement and performance. Group & Organization Management, 38(4), 427-454.
Tims, M., Derks, D., & Bakker, A. B. (2016). Job crafting and its relationships with person–job fit and meaningfulness: A three-wave study. Journal of Vocational Behavior, 92, 44-53.
Tugade, M. M., & Fredrickson, B. L. (2004). Resilient individuals use positive emotions to bounce back from negative emotional experiences. Journal of personality and social psychology, 86(2), 320.
Torrente, P., Salanova, M., Llorens, S., & Schaufeli, W. B. (2012). Teams make it work: How team work engagement mediates between social resources and performance in teams. Psicothema, 24(1), 106-112.
Uen, J. F., Vandavasi, R. K. K., Lee, K., Yepuru, P., & Saini, V. (2021). Job crafting and psychological capital: a multi-level study of their effects on innovative work behaviour. Team Performance Management: An International Journal.
Van Dam, K., Oreg, S., & Schyns, B. (2008). Daily work contexts and resistance to organisational change: The role of leader–member exchange, development climate, and change process characteristics. Applied psychology, 57(2), 313-334.
Van de Ven, A. H. (1986). Central problems in the management of innovation. Management science, 32(5), 590-607.
Vandavasi, R. K. K., McConville, D. C., Uen, J. F., & Yepuru, P. (2020). Knowledge sharing, shared leadership and innovative behaviour: a cross-level analysis. International journal of manpower.
Van der Ven, N. (2011). The shame of reason in organizational change: A Levinassian perspective (Vol. 32). Springer Science & Business Media.
Vanno, V., Kaemkate, W., & Wongwanich, S. (2014). Relationships between academic performance, perceived group psychological capital, and positive psychological capital of Thai undergraduate students. Procedia-Social and Behavioral Sciences, 116, 3226-3230.
Vogt, K., Hakanen, J. J., Brauchli, R., Jenny, G. J., & Bauer, G. F. (2016). The consequences of job crafting: A three-wave study. European Journal of Work and Organizational Psychology, 25(3), 353-362.
Youssef, C. M., & Luthans, F. (2007). Positive organizational behavior in the workplace: The impact of hope, optimism, and resilience. Journal of management, 33(5), 774-800.
Wang, Y. D., & Hsieh, H. H. (2013). Organizational ethical climate, perceived organizational support, and employee silence: A cross-level investigation. Human relations, 66(6), 783-802.
West, M. A., & Farr, J. L. (Eds.). (1990). Innovation and creativity at work: Psychological and organizational strategies. Chichester, England: John Wiley & Sons.
West, M. A., Hirst, G., Richter, A., & Shipton, H. (2004). Twelve steps to heaven: Successfully managing change through team innovation. European Journal of Work and Organizational Psychology, 13, 269–299.
Wrzesniewski, A., & Dutton, J. E. (2001). Crafting a job: Revisioning employees as active crafters of their work. Academy of management review, 26(2), 179-201.
Zhang, F., & Parker, S. K. (2019). Reorienting job crafting research: A hierarchical structure of job crafting concepts and integrative review. Journal of Organizational Behavior, 40(2), 126-146.
Zimmermann, N. (2011). Deterministic and Voluntaristic Theories of Organizational Change. In Dynamics of Drivers of Organizational Change (pp. 9-63). Gabler.
Devine, D. J., Clayton, L. D., Philips, J. L., Dunford, B. B., & Melner, S. B. (1999). Teams in organizations: Prevalence, characteristics, and effectiveness. Small group research, 30(6), 678-711.
Grant, A. M., & Parker, S. K. (2009). 7 redesigning work design theories: the rise of relational and proactive perspectives. Academy of Management annals, 3(1), 317-375.
Oldham, G. R., & Hackman, J. R. (2010). Not what it was and not what it will be: The future of job design research. Journal of organizational behavior, 31(2‐3), 463-479.
Demerouti, E. (2014). Design your own job through job crafting. European Psychologist.