Background: Research on how employees recover from work has focused primarily on recovery during non-work hours (external recovery) rather than recovery during work hours (internal recovery). Using the conservation of resources theory as a conceptual framework, we tested whether job crafting promotes an internal recovery state, and examined the processes that explain this association. Methods: Using the daily diary method, 120 full-time employees provided information before and after work for 5 days by rating job crafting, ego depletion, self-control demands at work, fatigue and vigor. Results: The results of multilevel modeling showed that after controlling for employees’ fatigue and vigor before work, daily job crafting predicted significantly better internal recovery (greater vigor and lower fatigue at the end of workday), and this association was mediated by lower ego depletion. The links between job crafting and internal recovery were stronger for employees with high self-control demands at work. Conclusions: This study extends recovery research by examining internal recovery as well as job crafting as its antecedent. Further, the present study suggests that managers may consider encouraging and offering job crafting interventions for employees to achieve internal recovery state.

Background: Job crafting is associated with positive work–related outcomes, but its effects on nonwork–related outcomes are unclear. The conservation of resources theory informed the hypotheses that work–nonwork facilitation mediates the relationship between job crafting and general health, and this mediation process is moderated by perceived boundary control. Methods: Using a two–wave design, 383 employees from a range of work settings completed questionnaires in which they rated job crafting, work–nonwork facilitation, general health and perceived boundary control. Results: Moderated mediation analysis showed that work–nonwork facilitation mediated the relationship between job crafting and employee general health. Further, perceived boundary control moderated this indirect effect, such that the indirect effect was stronger for employees with high perceived boundary control than those with low perceived boundary control. Conclusions: This study is an important step forward in understanding the effect of job crafting on nonwork domains, and in clarifying “how” and “when” job crafting might affect employees’ general health. Further, the results have practical implications for fostering employee general health.