Abstract
Job crafting has gained prominence in research and organizational practice as an important work behaviour that can cultivate positive workplace outcomes. The present study uses job crafting theory to argue that experienced meaningfulness plays a mediating role in the link between task, cognitive and relational crafting behaviours and peer-ratings of job performance over time. Additionally, this study validates the weekly version of the Job Crafting Questionnaire (JCQ). A total of 134 employees participated in a weekly diary study over the course of three weeks (N = 402 observations). Results of multilevel confirmatory factor analyses showed that the JCQ has a three-factor structure, and differentiates between task, cognitive and relational crafting. Consistent with predictions, cognitive crafting indirectly influenced both peer-rated in-role and extra-role performance through meaningfulness, while task crafting had a partial indirect relationship with peer-rated in-role performance. We also found that relational crafting significantly predicted peer-rated extra-role performance. In addition, crafting in previous weeks increased meaningfulness and job performance in subsequent weeks. We conclude that job crafting is an important means for improving individual and organizational outcomes and that cognitive crafting specifically is an important workplace behaviour in achieving meaningfulness at work.