THREE-WAVE STUDY ON THE EFFECTS OF APPROACH- AND AVOIDANCE-ORIENTED JOB CRAFTING ON JOB-RELATED WELL-BEING. THE MEDIATION ROLE OF SATISFACTION AND FRUSTRATION OF BASIC PSYCHOLOGICAL NEEDS AT WORK.

Using the JD-R approach of the job crafting model and SDT as theoretical framework, this three-wave study examined direct and indirect (via satisfaction and frustration of psychological needs at work) effects of four job crafting strategies on two dimensions of job-related well-being (work engagement and exhaustion). It was hypothesized that approach-oriented crafting (T1, includes increasing resources and challenge demands) leads to higher needs satisfaction (T2), which will result in higher engagement (T3). In contrast, avoidance-oriented crafting (T1, includes decreasing hindrance demands) will be associated with higher needs frustration and this, in turn, will be related to higher exhaustion (T3). Data were collected among 839 social service workers. SEM only partially supports these hypotheses. The expected positive direct relations between avoidance-oriented job crafting and burnout was not confirmed, in contrast to the indirect effect of basic needs frustration. Of the three approach-oriented job crafting strategies only increasing structural resources was related directly to engagement. Increasing structural resources and challenging demands were positively associated with needs satisfaction. Contrary to them increasing social resources resulted in lower needs satisfaction. Higher needs satisfaction led to higher engagement. The results were discussed in relation to competing motives for building relationships and strengthening one's own competences. <br> The database consists of several psychological scales: <br> (1) the Oldenburg Burnout Inventory (OLBI; Demerouti et al., 2003) wave 1 - items: OLBI_1 to OLBI_8 wave 2 - items: f2OLBI_1 to f2OLBI_8 wave 3 - items: f3OLBI_1 to f3OLBI_8 (2) Basic psychological need were assessed by the work-related version of the Basic Psychological Need Satisfaction and Frustration Scale (BPNSFS-Work Domain; Schultz, Ryan, Niemiec, Legate &amp; Williams, 2015) wave 1 - items: BPNSF_1 to BPNSF_24 wave 2 - items: f2BPNSF_1 to f2BPNSF_24 wave 3 - items: f3BPNSF_1 to f3BPNSF_24 (3) the Utrecht Work Engagement Scale (UWES; Schaufeli et al., 2002). wave 1 - items: UWES_1 to UWES_17 wave 2 - items: f2UWES_1 to f2UWES_17 wave 3 - items: f3UWES_1 to f3UWES_17 (4) the Job Crafting Scale (JCS, Tims et al., 2012). wave 1 - items: JCS_1 to JCS_21 wave 2 - items: f2JCS_1 to f2JCS_21 wave 3 - items: f3JCS_1 to f3JCS_21 <br> plus sociodemographical variables: age, profession, gender, seniority at work, postion, employment sector, profession, Town/City in Poland, Voivodeship in Poland <br> <br>