Salasika INDONESIAN JOURNAL OF GENDER.
WOMEN,
CHILD.
AND SOCIAL INCLUSION'S STUDIES
VOLUME 8.
NUMBER 1 Ae JUNE 2025 Table of Content Id.
Ego, and Superego in This Earth of Mankind Novel:
A psychoanalytic feminist content analysis Arif Nugroho.
Fitriya Dessi Wulandari.
Nety.
Dian Muhammad Rifai The Profession of Female Non-Judicial Mediators in Gender Mainstreaming in District Courts on The Island of Java Hayu Lusianawati.
Dessy Sunarsi The Struggles of Women Ad-Hoc Workers in General Elections amid Risks Oktafiani Catur Pratiwi.
Bowo Sugiarto The Role of Gender in Job Crafting and Perceptions of Meaningful Work among Employees of PT X in Jakarta Yohana Dian Anugrah.
Arianti Ina Restiani Hunga.
Sutarto Wijono Eradicating the Three Deadly Sins: Bullying, sexual violence, and intolerance in inclusive education in Banyumas Regency Aan Desta Riani.
Edy Suyanto.
Tyas Retno Wulan.
Tri Wuryaningsih.
Muhamad Riza Chamadi Editorial Team
CHIEF EDITORS
Arianti Ina Restiani Hunga.
Universitas Kristen Satya Wacana.
Indonesia (Scopus ID: 46161114400.
ORCID ID: 0000-0003-1627-2353.
SINTA ID: 9240.
Google Schola.
Dewi Candraningrum.
Universitas Muhammadiyah Surakarta.
Indonesia (Scopus ID: 59003567500.
ORCID ID: 0000-0002-4522-2374.
SINTA ID: 6768126.
Google Schola.
BOARD OF EDITORS Claudia Derichs.
Humboldt Universityt zu Berlin.
Germany (Scopus ID: 14026487.
Ida Sabelis.
North-West University (NWU).
South Africa (Scopus ID: 6507181398.
Google Schola.
Siti Kusujiarti.
Warren Wilson College.
USA (Scopus ID: 56276925.
Ratna Saptari.
Leiden University.
The Netherlands (Scopus ID: 6504610.
Sylvia Tiwon.
University of California.
USA (Scopus ID: 6506468.
Emy Susanti.
Universitas Airlangga.
Indonesia (Scopus ID: 57213142220.
Google Schola.
Keppi Sukesi.
Brawijaya University.
Indonesia (Scopus ID: 56025803300.
Google Schola.
Kristi Poerwandari.
University of Indonesia.
Indonesia (Scopus ID: 25628305200.
Google Schola.
Willemijn de Jong.
University of Zurich.
Switzerland (Scopus ID: 55258294.
Lyn Parker.
The University of Western Australia.
Australia (Scopus ID: 56273266.
TECHNICAL EDITORS Indriretno Setyaningrahayu.
Universitas Kristen Satya Wacana.
Indonesia (Google Schola.
Daniel Kurniawan.
Universitas Kristen Satya Wacana.
Salatiga.
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Suryaningsi.
Universitas Mulawarman.
Indonesia (Scopus ID: 57223402854.
Orcid: https://orcid.
org/0000-0003-1093-810X.
ID Sinta: 5990865.
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Agustinus Fritz Wijaya.
Universitas Kristen Satya Wacana.
Indonesia (Scopus ID: 56461093400.
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Rustina Untari.
Universitas Katolik Soegijaprana.
Semarang.
Indonesia Stefanus Perangin-Angin.
Pusat Studi Gender dan Anak - Universitas Kristen Satya Wacana.
Indonesia (Google Schola.
Welhelmina Maria Yuniaputri Hailitik.
Pusat Studi Gender dan Anak Universitas Kristen Satya Wacana.
Salatiga.
Indonesia
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Elisabet Titik Murtisari.
Universitas Kristen Satya Wacana.
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Asfa Widiyanto.
IAIN Salatiga.
Indonesia (Scopus ID: 56451676900.
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Wening Udasmoro.
Gadjah Mada University.
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Farah Purwaningrum.
The University of Sydney.
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Alimatul Qibtiyah.
Sunan Kalijaga State Islamic University.
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Tyas Retno Wulan.
The Jenderal Soedirman University.
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Nurjanah.
State University of Jakarta.
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Ira Desiawanti Mangiliko,The Artha Wacana Christian University.
Indonesia Keiko Hirano.
Ochanomizu University.
Jepang (Orcid: https://orcid.
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Universitas Mahasaraswati.
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Monash University.
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Yafet Yosafet Wilben Rissy.
Universitas Kristen Satya Wacana.
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The Role of Gender in Job Crafting and Perceptions A (Anugrah.
Hunga, & Wijon.
The Role of Gender in Job Crafting and Perceptions of Meaningful Work among Employees of PT X in Jakarta Yohana Dian Anugrah1.
Arianti Ina Restiani Hunga2.
Sutarto Wijono1 Faculty of Psychology.
Satya Wacana Christian University Centre for Child and Gender Studies.
Satya Wacana Christian University Correspondence email: yohanadiananugrah@gmail.
ABSTRACT
This study investigates the impact of gender variations on job crafting and the perceived meaningfulness of work among workers at PT.
X, a digital consulting business in Jakarta.
The survey included 55 employees, 40 men and 15 women, who completed a questionnaire on their job transitions and the significance of their roles.
The findings indicated that male employees had a greater propensity to alter their employment in alignment with their preferences and competencies, maybe due to a perceived sense of autonomy.
Employees who transitioned to new positions often perceived their roles as more relevant since this adjustment aligned their employment closely with their personal preferences.
Notably, despite males changing occupations more frequently, there was no disparity between men and women regarding the perceived significance of their employment.
The survey underscores the necessity for employers to assist all employees, particularly women, in advancing their careers through training, mentorship, and flexible work arrangements, ensuring that every employee feels empowered and respected.
KEYWORDS: gender, job crafting, meaningful work
INTRODUCTION
Work globalization, technological progress, organizational reorganization, and the evolution of labor roles.
Global corporate organizations confront the challenge of sustaining productivity, fostering innovation, and enhancing escalating international competition.
Establishing work environments that possess intrinsic relevance is vital for engagement (Boikanyo & Naidoo.
Meaningful work is crucial to enhancing employee engagement and job satisfaction.
Individuals who regard their jobs as important typically exhibit elevated levels of productivity, loyalty, and drive to SALASIKA: Indonesian Journal of Gender.
Women.
Child, & Social Inclusion's Studies Vol.
8 No.
June 2025 (Bailey et al.
, 2.
An approach that enables workers to get meaning from their work is job crafting, a proactive process wherein individuals alter or adjust elements of their work to align more closely with their preferences and (Shang.
Wrzesniewski & Dutton, 2.
Job interpersonal connections, and views of their work.
Job crafting was first mentioned Professor Amy Wrzesniewski.
Professor Amy Wrzesniewski pointed out that job crafting is employees' physical and cognitive changes to their jobs.
Essentially the idea of job crafting is that employees can increase job characteristics, i.
, resources and demands, to their personal needs and abilities respectively.
When these factors are balanced, the employee is likely to experience a good fit for the job, but there may also be unfitness when one .
r bot.
aspects are unbalanced.
Job crafting is an excellent way to achieve job fitness because the employee knows the causes of mismatch and how to reduce it.
The more relevant job crafting is, the more employees are engaged in the job, and the better they perform.
Job crafting enhances employees' felt meaning of work and fulfilment of valued identity at work.
Job crafting also improves employees' work lives in many-valued ways.
Employees take the initiative to craft their jobs to make work engaging and satisfying.
Crafting activities improve person job fit and can result in positive experiences such as a feeling of achievement, personal growth, and the ability to cope with Research has established that job crafting behaviour is positively linked to engagement, hospitality literature does not detail the job crafting variances among employees' gender, age, and jobs in the food and beverage department.
While job crafting has shown beneficial in enhancing meaningful acknowledge that the experience of job crafting may vary between Gender roles, particularly social roles, cultural expectations associated with certain genders, and crafting (Synchez-Cardona et al.
Women frequently struggle to reconcile professional and familial obligations (Savitri & Alviani, 2023.
Ugwu et al.
, 2.
Conversely, males often get more encouragement to adjust their work responsibilities for increased flexibility and autonomy, enhancing job crafting prospects (Albrecht et al.
, 2.
In the context of PT X, a digital consulting company located in Jakarta, a significant number of employees perceives a discrepancy between their work and their Male employees generally possessed a greater degree of autonomy in modifying their work duties, whereas the majority of limitations in modifying their work.
This explore the potential for gender The Role of Gender in Job Crafting and Perceptions A (Anugrah.
Hunga, & Wijon.
meaningful work among PT XAos Jakarta.
This investigation offers a gender-based perspective on the organization's approach to promoting inclusive employment crafting practices.
This research aims to provide corporations to foster a more inclusive work environment by thoroughly examining the interplay between gender, job crafting, and meaningful work.
Additionally, it seeks to enhance the existing issues within the Indonesian context.
METHODS
increasing challenging job demands.
Concurrently.
Meaningful Work is implemented via the CMWS established by Lips-Wiersma & Wright .
CMWS has 28 characteristics, including developing the inner self, unity with others, potential, reality, inspiration, and balancing tensions .
elf vs others.
being vs doin.
Both measures utilize a 5-point Likert scale, ranging from 1 .
trongly disagre.
to 5 .
trongly agre.
Both instruments evidenced by Cronbach's alpha values of 0.
798 for JCS and 0.
921 for CMWS.
Participant This study utilized samples from PT.
X, a digital consulting firm based in Jakarta, primarily engaged in the installation of core modules and The research population was all 55 workers of PT.
The sampling approach employed the saturation technique, incorporating the total accessible population as the study sample.
Instruments This Job
Crafting Scale
(JCS)
Comprehensive Meaningful Work Scale (CMWS).
Job Crafting is implemented via the Job Crafting Scale (JCS) created by Tims et al.
, comprising 21 items that assess four primary dimensions:
increasing structural job resources, increasing social job resources.
Data Analysis Data were analyzed with SPSS 27.
Descriptive data were used to describe participation, job crafting, and meaningful work in men and Data normality was tested with the Kolmogorov-Smirnov test and linearity test.
The Pearson link between job crafting, meaningful work, and gender was evaluated.
Moderation regression analysis was used to determine how gender affected the association between the Finally, an independent ttest compared male and female job crafting and meaningful work.
II.
RESULTS
DISCUSSION
AND
Results The between gender, job crafting, and SALASIKA: Indonesian Journal of Gender.
Women.
Child, & Social Inclusion's Studies Vol.
8 No.
June 2025 workforce of PT X in Jakarta resulted in many notable findings.
Demographic analysis indicated that male respondents comprised 72.
respondents constituted just 27.
3% of the total participants.
In job crafting, the results indicated that male levels of involvement, with a significant percentage falling within the moderate to high categories.
Conversely, no female respondents were found in the top group for this A similar trend was noted for the concept of meaningful work, but with a more significant proportion of female respondents in the moderate group.
The Kolmogorov-Smirnov test indicated that the data were regularly distributed (Sig.
= 0.
facilitating subsequent analysis.
The ANOVA test established a substantial linear correlation between job crafting and meaningful work .
= .
, with no notable variation .
= 0.
Table 5.
Anova linearity test Table 1.
Gender Table 2.
Job crafting levels Table 3.
Meaningful work levels The correlation study indicated a between job crafting and meaningful work .
= 0.
602, p < 0.
A negative association was identified between gender and work crafting .
= -0.
p < 0.
, suggesting that males were generally more engaged in job crafting activities.
The analytical findings indicated no significant link between gender and meaningful work .
= 0.
Table 6.
Pearson's correlation Table 4.
Kolmogorov-Smirnov Test The regression analysis results indicated that job crafting accounted 3% of the variance in Upon The Role of Gender in Job Crafting and Perceptions A (Anugrah.
Hunga, & Wijon.
inclusion of gender as a moderating variable, the explained variance rose connection between job crafting and meaningful work.
This suggests that the impact of job crafting on pronounced in males than in Table 7.
Regression test I Table 8.
Regression test II The t-test indicated a substantial gender disparity in job crafting .
= superior results.
Despite the absence of notable disparities in meaningful work related to gender, this research including gender considerations in work relations, particularly with job Table 9.
Independent samples test
DISCUSSION
When it comes to job crafting talents and views of meaningful female employees at PT.
X Jakarta.
According to the data, male workers displayed higher levels of job The result is consistent with the findings of other studies suggesting that gender has a role in the alterations an individual makes to their employment (Franklin et al.
Tang & Xu, 2.
Three identified by Wrzesniewski and Dutton .
To begin, employees may engage in job crafting to keep their interest and enthusiasm at Second, because employment is essential to most people's selfidentity, they are compelled to defend and enhance their image by tailoring their job to their needs.
Finally, modifying specific parts of the job may improve workplace social relations (Kirkendall, 2.
Bowling .
identified two motivational scenarios in which employees may decide to use job crafting to increase their level of First, in the reactive scenario, job crafting may increase individual feels their satisfaction level is threatened.
Whenever a person's level of threshold, they will engage in job crafting activities to get it back up.
Job crafting may be used when low job satisfaction levels.
The proactive scenario is the second situation in which job crafting would be used.
this circumstance, job crafting would be used repeatedly to keep the satisfaction level over the threshold.
Job crafting may be advantageous in Employees can continually do job crafting tasks to guarantee their happiness level remains high rather than waiting for satisfaction levels to (Kirkendall, 2.
SALASIKA: Indonesian Journal of Gender.
Women.
Child, & Social Inclusion's Studies Vol.
8 No.
June 2025 According to Castellanos et al.
, society's conceptions of women's responsibilities may make it more difficult for them to change jobs when necessary.
Their capacity to develop work-making talents is hindered by the pressure they encounter to adhere to conventional roles (Nielson et al.
, 2020.
Yu & Jyawali, 2.
This is in contrast to male workers, who have more leeway to change their positions according to their preferences.
Men participate in job crafting more than females.
Two possible explanations for this: first, females may have started working later than Because females are challenged with the female ideal, which motivates them to prioritize their home life over career chances (Hoddinott Jarratt, second, in contrast to men, women are more likely to have low-ranking Women temporary jobs since their work lives housekeeping and life cycle events such as motherhood.
Compared to those in lower-ranking positions, individuals in high-ranking positions tend to craft more in their employment since they have more As a result, males in high-ranking positions engage in more job crafting than women because they put more effort into their professions.
Both employees are prone to engage in job crafting behaviours to establish control over their jobs and build a self-image.
Younger employees, however, are more motivated to craft their jobs.
It has employees have a more structured work style than their younger counterparts (Maurer, 2.
Yeatts et al.
found that older workers devote more time and effort to the traditional or routinized approach to job activities.
This result is in direct contrast to younger employees who have grown up in a workplace where flexibility is the norm (Yeatts and Hyten, 1.
To overcome this obstacle, the assistance of the organization is Workers, women, will be more likely to move to jobs matching their talents and interests when the organization provides sufficient resources and support (Park et al.
, 2020.
Rajeh Bati Almasradi et al.
, 2023.
Tan et al.
This is especially true when the company allocates sufficient Consequently, it increases their sense that their task gives them a sense of purpose (Jalil et al.
, 2023.
Jalil & Ali, 2.
Another factor that plays a significant role is social support, which may come from coworkers, superiors, and the organization as a In addition to providing direction and emotional support, this help may serve as actual aid.
According to Genuba and Dura .
, employees who have a strong sense of social support are more likely to be responsive to stress and more proactive in their work, such as when it comes to job crafting.
Research conducted by Abbas et .
suggests that male responsibilities despite the fact that female employees have the same capacity for meaningful work.
This phenomenon can be due to the forceful leadership style usually The Role of Gender in Job Crafting and Perceptions A (Anugrah.
Hunga, & Wijon.
displayed by male bosses.
This style of leadership helps to develop a competitive environment in which job crafting is regarded as favorable.
It is possible to conclude that there is a gender divide in terms of individuals' abilities to construct jobs and their perceptions of what constitutes meaningful employment based on the description.
This disparity results from societal and cultural constraints that restrict women's ability to make changes to their profession.
Taking proactive measures to encourage female employees to improve their jobcrafting talents is something that organizations need to do to create an inclusive and empowering work
This can be accomplished flexible working arrangements, and establishing a culture inside the organization that promotes gender
CONCLUSION
The research findings indicated influenced meaningful work at PT.
Jakarta, but male employees engaged in it more frequently than female employees.
This disparity is most likely due to cultural and societal norms that discourage women from adjusting their work Although women do not differ much in terms organizations to foster an inclusive workplace where all workers can do their jobs to their full potential.
REFERENCES