THE INFLUENCE OF MEANINGFUL WORK AND JOB CRAFTING ON PSYCHOLOGICAL CAPITAL

Abstract

This study examines how meaningful work and job crafting contribute to employees' psychological capital. Meaningful work is understood as the extent to which employees experience their work as valuable, purposeful, and personally important. Job crafting refers to employees' proactive efforts to adjust tasks, relationships, and ways of interpreting work so that their jobs better fit their strengths and needs. Psychological capital in this study covers self-efficacy, hope, optimism, and resilience. A quantitative method was applied using survey data from 100 respondents, and the data were processed through SPSS. The analysis included validity testing, reliability testing, classical assumption testing, and multiple linear regression. The findings show that the research instruments are valid and reliable. The regression model is significant, with meaningful work and job crafting jointly explaining 58.6% of the variance in psychological capital. Partially, meaningful work does not show a significant effect on psychological capital, whereas job crafting has a positive and significant effect. These results indicate that employees' proactive redesign of work plays a more direct role in strengthening psychological capital than the perceived meaning of work alone. The study suggests that organizations should support job crafting practices through autonomy, constructive feedback, and flexible work design to enhance employees' positive psychological resources.