Sustainability 2022, 14, 14909. https://doi.org/10.3390/su142214909 www.mdpi.com/journal/sustainability Article Job Crafting and Job Performance: The Mediating Effect of Engagement Ana Moreira 1, *, Tiago Encarnação 2 , João Viseu 3,4 and Maria José Sousa 5, * 1 School of Psychology, ISPA—Instituto Universitário, Rua do Jardim do Tabaco 34, 1149-041 Lisboa, Portugal 2 Psychology Department, Universidade do Algarve, Campus de Gambelas, 8005-139 Faro, Portugal 3 Psychology Department, Universidade de Évora, Escola de Ciências Sociais, Colégio Pedro da Fonseca, PITE—Parque Industrial e Tecnológico de Évora, Rua da Barba Rala, 7000 Évora, Portugal 4 Research Centre for Tourism, Sustainability and Well-Being, Faculdade de Economia, Universidade do Algarve, Campus de Gambelas, Edifício 8, 8005-139 Faro, Portugal 5 Department of Political Sciences and Public Policies, Universitary Institute of Lisbon, Avenida das Forças Armadas, 1649-026 Lisbon, Portugal * Correspondence: amoreira@ispa.pt (A.M.); maria.jose.sousa@iscte-iul.pt (M.J.S.) Abstract: The main purpose of this study was to investigate whether work engagement mediates the relationship between job crafting and job performance. To this end, the following hypotheses were formulated: (1) job crafting establishes a positive and significant association with job perfor- mance; (2) job establishes a positive and significant association with work engagement; (3) work engagement establishes a positive and significant association with job performance; (4) work en- gagement mediates the association between job crafting and job performance. The sample was com- posed of 453 participants working in organisations based in Portugal. The hypotheses formulated in this study were tested by performing simple and multiple linear regressions. The results indi- cated that only increasing structural job resources and increasing challenging job demands estab- lished a positive and significant association with task performance. Increasing structural job re- sources, increasing social job resources, and increasing challenging job demands established a pos- itive and significant association with citizenship performance and work engagement. Work engage- ment established a positive and significant association with task performance and citizenship per- formance. Only a partial mediating effect, through work engagement, was observed on the associ- ation between increasing challenging job demands and task performance, and between increasing social job resources and citizenship performance. Keywords: job crafting; job performance; work engagement; quantitative study 1. Introduction Work is an important attribute, and it has a significant preponderance in the lives of individuals as it contributes to the maintenance of a quality lifestyle. A working individ- ual spends one-third of this day at work, i.e., eight hours. As such, it is essential to under- stand how this context influences well-being levels [1]. The work contacts and contents assimilated in this context can somehow affect individual well-being; however, it is also important to highlight the promising prospects for human development, favouring per- ceived self-efficacy, value, social support, abilities, and even self-confidence [2]. As ar- gued by [1], the primary daily source of adults’ well-being is the work context. Thus, it is essential to search for alternatives that provide subjects with the ability to foster their work experience, e.g., making it more challenging, meaningful, and stimulating, also con- tributing to a significant improvement in their well-being levels [3]. Organisations favour engaged employees over nonengaged for better task perfor- mance. For example, supervisors provide better classifications, in performance analysis, Citation: Moreira, A.; Encarnação, T.; Viseu, J.; Sousa, M.J. Job Crafting and Job Performance: The Mediating Effect of Engagement. Sustainability 2022, 14, 14909. https://doi.org/10.3390/ su142214909 Academic Editor: Lucian-Ionel Cioca Received: 1 October 2022 Accepted: 8 November 2022 Published: 11 November 2022 Publisher’s Note: MDPI stays neu- tral with regard to jurisdictional claims in published maps and institu- tional affiliations. Copyright: © 2022 by the authors. Li- censee MDPI, Basel, Switzerland. This article is an open access article distributed under the terms and con- ditions of the Creative Commons At- tribution (CC BY) license (https://cre- ativecommons.org/licenses/by/4.0/).