Abstract:

The concept of job crafting, which is expressed as the voluntary reshaping and reconstruction of the boundaries of their work within their own scope has been in the focus of researchers for the last twenty years. Since the emergence of the concept of job crafting scholars and researchers have focused on discovering the antecedents and/or consequences of job crafting to understand who engages in job crafting behaviour or when they do job it and to prove that job crafting is a construct worth researching and it has potential benefits for employees and organizations. On the grounds that there is much to be learned about the factors that drive individuals to the issues of job crafting and to shed light on the antecedents and the consequences of job crafting in organizations, more research needs to be done by reviewing existing studies. It is stated that job redesign initiated by the employees is associated with positive individual and organizational consequences, the harmful aspects (negative outcomes) of job crafting has not been sufficiently investigated. Based on these views, the main purpose of this research is to propose a conceptual model that includes the antecedents and consequences of job crafting by prensenting a conceptual framework for employees’ job crafting. Within the scope of this research, the antecedents of job crafting has been categorized into five groups under the name of organizational, situational and individual factors, motivational orientations and the interaction of personal and situational factors. The consequences of job crafting has been classified into five categories: individual outcomes (positive and negative individual outcomes), organizational outcomes (positive-negative job functions), and the interaction of individual-organizational functions.

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