A hybrid off-job crafting intervention to enhance psychological needs satisfaction, well-being and job performance

This intervention study aims to examine whether off-job crafting can enhance employees’ well-being and job performance through psychological needs satisfaction. We will implement a hybrid off-job crafting intervention among Finnish employees. The intervention program focuses on six psychological needs (detachment, relaxation, autonomy, mastery, meaning, and affiliation) proposed by the DRAMMA model (Newman, Tay and Diener, 2014). Participants take part in an onsite off-job crafting workshop, develop an individual off-job crafting plan for the four-week intervention period, fill out seven weekly questionnaires, and participate in a reflection workshop. A smartphone app called Everydaily will support participants by presenting them with Dailys, short daily activities stimulating off-job crafting behaviors. We expect that off-job crafting can be stimulated with the intervention, and can in turn increase well-being and performance in both non-work and work domains during and after the intervention (compared to baseline and to the control group).

H1: Off-job crafting can be stimulated with the intervention, and people will engage more often in off-job crafting behaviors during and after the intervention period (compared to baseline and to the waitlist control group).

H2: Off-job crafting improves employees’ well-being and performance through satisfaction of psychological needs.

H3: Increased off-job crafting will lead to higher well-being and performance during and after the intervention (compared to baseline and to the waitlist control group).

H3.1 Within work domain, participants will experience higher work engagement and job satisfaction during and after the intervention compared to baseline and to the waitlist control group.
H3.2 Within non-work domain, participants will report higher subjective vitality, private life satisfaction and health status and lower stress and mental fatigue levels during and after the intervention compared to baseline and to the waitlist control group.
H3.3. Within work domain, participants will report higher job performance and organizational citizenship behavior during and after the intervention compared to baseline and to the waitlist control group.
H3.4. Within non-work domain, participants’ family role performance will increase during and after the intervention compared to baseline and to the waitlist control group.

T1: baseline
T2-T4: weekly questionnaires during the intervention
T5: immediately after the intervention
T6: two weeks after the intervention
T7: six weeks after the intervention

Off-job crafting intervention. 4-week intervention with two on-site trainings and Everydaily smartphone app. After filling out a baseline questionnaire, participants take part in an onsite off-job crafting workshop, where they develop an individual off-job crafting plan for the four-week intervention period. During the 4-week intervention period, participants follow their individual crafting plans, use the Everydaily app and fill out four weekly questionnaires. After the 4-week intervention period, they participate in a reflection workshop and fill out follow-up questionnaires two and six weeks after the intervention.

Waitlist-control group. The waitlist control group participants fill out the baseline questionnaire, a questionnaire immediately after the intervention period of the intervention group ends, and follow-up questionnaires (two and six weeks post-intervention). After the intervention, the control group will participate in the trainings.