Although it’s no secret that many of us feel less than fulfilled in our work life, a Gallup poll recently revealed that a mere 13% of employees worldwide are actually engaged. RELATED: Career Happiness Comes With Consistency Considering that most of us spend the better part of our days at work, this is clearly not ideal. But what is the solution, if any? Money is often thought to be the biggest predictor of job satisfaction, but a recent survey that ranked nearly 300 jobs from most to least satisfying shows that although money does play a role; it’s not the only motivator. For instance, Internet technology and telecommunications professionals ranked at number 147 on the list, while farm workers were rated as the 23rd most satisfied workers, despite earning only about half as much as IT people. Arnold B. Bakker, professor of Work and Organizational Psychology at Erasmus University Rotterdam, has found that job resources can have a hugely positive effect on work engagement, and more importantly, there are practical changes that employees can make to increase their job satisfaction. “Job resources, such as opportunities for development and growth; social support; skill variety; and performance feedback, are the most important predictors of both job satisfaction and employee work engagement,” says Bakker. “Our most recent research clearly shows that employees can "craft" their own jobs so that they become more satisfied and engaged,” he explains. “Job crafting refers to changes employees can proactively make in their own job demands and resources. It can take the form of increasing one's job resources, decreasing one's hindrance job demands, or increasing one's challenges.” Professor Jane E. Dutton from the University of Michigan and her colleagues Justin M. Berg from the Wharton School and Amy Wrzesniewski from Yale School of Management, have also done extensive research into the effects of job crafting. One interesting finding is that people in low-status jobs, which are arguably also the least satisfying, are actually in a better position to craft their jobs than people at higher ranks. Their research outlines three broad ways in which employees can shape their own work experiences and find value in just about any job.