Do job crafting strategies enhance employee well-being in flexible working arrangements?

Objectives. The digital era has enhanced the possibility of working flexibly, which provides employees with many advantages (e.g., greater autonomy). However, on the other hand, they tend to work longer and faster, which is accompanied by higher levels of work pressure, strain, and stress. In line with the Job Demands-Resources theory, the aim of this cross-sectional study was to explore the relationship between workload and well-being (engagement, burnout) and to test the moderating role of promotion and prevention job crafting (JC) strategies in this relationship in the context of flexible work.Sample and settings. Data were collected online. The research sample consisted of 309 participants, working in a flexible working arrangement, preferably through a partial or full-time home office.Statistical analyses. Correlational, hierarchical regression and moderation analysis were performed.Results. Higher level of workload and prevention JC was positively related to higher burnout. Promotion JC had a positive effect on work engagement, whereas prevention JC related to engagement negatively. Contrary to our assumption, a higher level of promotion JC increased the negative effect of workload on work engagement. The effect of workload on burnout was moderated by the level of prevention JC. Specifically, burnout increased with workload at all levels of prevention JC, but the rate of increase was highest at low levels of prevention JC. The mitigating role of promotion JC between workload and burnout, as well as the effect of prevention JC on the relationship between workload and engagement, have not been confirmed.Conclusion. The findings underscore the intricate and sometimes unexpected interactions between JC strategies, workload, engagement, and burnout in flexible work settings. Future research should further investigate these dynamics, particularly the surprising impact of promotion JC under higher workload in flexible environments, to gain a clearer understanding of how various approaches can be refined to enhance employee well-being and performance.Limitations. Cross-sectional design, the size and diversity of the research sample and the use of self-assessment tools.