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How Being Flexible About Your Job Affects Your Job Satisfaction

Job satisfaction is an important factor that influences your productivity, engagement, and retention at work. The ability to think about your job flexibly has a lot to do with how pleased you will be with it. Job crafting is linked with thinking about your job in a flexible manner. Employment crafting is the method of altering your job to make it more meaningful. Job crafting is divided into three parts: task crafting, relational crafting, and cognitive crafting. Is flexibility, however, the only aspect that determines how content you will be with your job? Even if it is, how does it affect our job satisfaction, and how can we always encourage ourselves to think flexibly? All of this is addressed in this article on the Yale Insights website, in which we investigate how to be happier at work by thinking flexibly about our jobs and ourselves.

We read at the start of the article that adopting the technique of job crafting, in which an individual voluntarily changes the design of their own professional role, can improve psychological well-being, engagement, and performance in the work. Researchers are looking at whether these benefits may be extended any further by adopting a “dual-growth mentality,” which combines the job-crafting mindset with a similarly flexible approach to thinking about oneself. When workers with self-growth attitudes collaborate to put in effort in their various positions, job satisfaction is projected to skyrocket. According to the article, being able to think flexibly and optimistically about yourself and your professional role is essential to achieving success. Researchers discovered that workers who learned how to adjust both their job- and self-related mindsets planned larger modifications for their job designs and subsequently had long-term gains in satisfaction, as opposed to workers who focused solely on one mentality. The researchers allocated participants to one of three growth-mindset interventions in two independent experiments: the first focused on the self, the second on the work, and the third blended the two concepts creating the dual-growth group. The researchers discovered that dual-growth mindset training increased happiness the greatest over time. Not only that, but the dual-growth mentality increased happiness the greatest over a long period of time. The capacity to think optimistically is what motivates people to provide their best efforts in the direction of advancement. When employees are inspired from within, create high-quality work, and are recognized for it, their job satisfaction dramatically increases, influencing their retention and engagement in the firm.

Employees must be satisfied in their jobs in order to think, plan, and act successfully. All of this affects not just their personal development but also the growth of the company. As a result, the post on the Yale Insights website focuses on the dual-growth attitude, which boosts employees’ job satisfaction significantly.

As a leader, it bodes well to have a deep understanding of job satisfaction for yourself as well as your employees. Visit Yale Global Executive Leadership Program (Yale GELP) by Yale School of Management to align with the highest levels of global leadership.

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