Job crafting, meaningful work and employee engagement

Purpose A growing body of research has confirmed the positive effects of job crafting (JC) on employee work engagement (WE). Despite numerous studies, the role of work meaningfulness (WM) in the relationship between JC and employee engagement is unclear. Drawing on self-determination theory (SDT), we propose that through JC, employees satisfy three basic psychological needs (autonomy, competence and relatedness), which enhances WM and engagement, with the aim of this study being to examine this relationship, considering WM as a mediator. Design/methodology/approach Using the partial least squares structural equation modelling method, we analysed data from 451 non-managerial employees from Austria, Czechia, Poland and Slovakia. Findings Our study contributes to literature on SDT by showing how JC satisfies basic psychological needs (autonomy, competence and relatedness), with WM serving as a key mediator of employee engagement. Originality/value While previous studies have focused primarily on the direct effects of JC on employee engagement, our findings show that these effects are relatively weak. However, when job meaningfulness is included in the relationship, the effects become significantly stronger and more statistically significant. Thus, the study provides new insights into the interaction between JC and employee WE, offering practical recommendations to organisations for designing jobs and interventions that promote employee WE.