Development and validation of the job crafting scale

Tims, Maria; Bakker, Arnold B.; Derks, Daantje

doi:10.1016/j.jvb.2011.05.009

Cited by 1,387 publications

(2,670 citation statements)

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“…Job crafting behaviors have been shown to be positively associated with performance, proactive personality, personal initiative, the degree of control over work, satisfaction, resilience and job demands (Tims & Bakker, 2010;Tims, Bakker, & Derks, 2012). Job crafting has also been studied as an independent variable (Tims et al, 2012), as well as a dependent variable explained by work engagement (Parker & Griffin, 2011).…”

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confidence: 99%

“…Job crafting has also been studied as an independent variable (Tims et al, 2012), as well as a dependent variable explained by work engagement (Parker & Griffin, 2011).…”

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confidence: 99%

“…The absence of a measuring instrument with evidence of validity for assessing the behavior of job redesign (Tims & Bakker, 2010) led to the recent development and search for evidence of the validity of the Job Crafting Scale (JCS) in Netherlands sample (Tims et al, 2012), in which the scale showed good psychometric characteristics. Scales focused on the assessment of this construct were not found in Brazil, which justified additional research on the validity of the scores interpretation of the JCS scale in the Brazilian context, providing a measure that contributes to the diagnosis of this phenomenon by Brazilian organizational researchers.…”

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“…Such resources are able to mitigate the negative effects of the demands leading to positive work results, even when the demands are high (Crawford et al, 2010). Supported by the JD-R theory, Tims et al (2012) propose that job crafting behaviors refer to changes that employees make in their work demands and resources, according to their capacities and needs, in order to enhance the meaning of their work. According to the authors, these behaviors are structured in three dimensions: increasing job resources, increasing challenging job demands, and decreasing hindering job demands.…”

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“…Based on this classification, Tims et al (2012) developed and validated a scale for assessing that construct in three studies conducted in the Netherlands (N = 1,181). Initially, the authors constructed a pool of 42 items, reflecting the three job crafting dimensions.…”

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Evidence of Validity of the Job Crafting Behaviors Scale

Chinelato

Ferreira

Valentini

2015

Paidéia (Ribeirão Preto)

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Job crafting behavior refers to the changes made by workers in their job context for adjusting their activities to their preferences. We sought to adapt and collect validity evidences of the Job Crafting Behaviors Scale for the Brazilian context, in a sample of 491 workers, with a mean age of 26.7 years. Factor analysis revealed that the final instrument consisted of three dimensions (increasing structural job resources, increasing social job resources, increasing challenging job demands), which showed good internal consistency indexes. These dimensions showed low or moderate correlations with work engagement, positive psychological capital, positive job affect, and in-role performance. The scale showed evidence of validity, the use of which is recommended for future research on the changes that people make in their jobs.Keywords: statistical validity, positive psychology, organizational behavior Evidências de Validade da Escala de Comportamentos de Redesenho do TrabalhoResumo: Os comportamentos de redesenho do trabalho dizem respeito às mudanças efetuadas pelos trabalhadores em seu contexto laboral para ajustar suas atividades às suas preferências. Buscou-se adaptar e reunir evidências de validade da Escala de Comportamentos de Redesenho do Trabalho para o contexto brasileiro, em uma amostra de 491 trabalhadores, com idade média de 26,7 anos. As análises fatoriais confirmatórias revelaram que o instrumento final se compôs de três dimensões (aumento dos recursos estruturais, aumento dos recursos sociais, aumento das demandas desafiadoras), que apresentaram bons índices de consistência interna. Tais dimensões apresentaram correlações positivas moderadas ou baixas com o engajamento no trabalho, o capital psicológico positivo, os afetos positivos no trabalho e o desempenho intrapapéis de trabalho. Concluiu-se que a escala demonstrou evidências de validade, o que recomenda seu uso para futuras pesquisas sobre as mudanças que os indivíduos realizam em seu trabalho. Palavras-chave: validade estatística, psicologia positiva, comportamento organizacional Evidencias de Validez de la Escala de Conductas de Rediseño del TrabajoResumen: Comportamientos de rediseño se refieren a los cambios realizados por los trabajadores en su contexto de trabajo para ajustar sus actividades a sus preferencias. El estudio buscó adaptar y reunir evidencias de validez de la Escala de Comportamientos de Rediseño del Trabajo para el contexto brasileño, en una muestra de 491 trabajadores, con una edad media de 26,7 años. Los análisis factoriales confirmatorios demostraron que el instrumento final consistió en tres dimensiones (aumento de los recursos estructurales, aumento de los recursos sociales, aumento de las demandas desafiantes), que presentaron adecuados índices de consistencia interna. Estas dimensiones demostraron correlaciones bajas o moderadas con el engagement en el trabajo, el capital psicológico positivo, los afetos positivos en el trabajo y el desempeño in-rol. La conclusión es que la escala mostró evidencias de validez,...

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“…Job crafting has also been studied as an independent variable (Tims et al, 2012), as well as a dependent variable explained by work engagement (Parker & Griffin, 2011).…”

mentioning

confidence: 99%

mentioning

confidence: 99%

mentioning

confidence: 99%

mentioning

confidence: 99%

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Evidence of Validity of the Job Crafting Behaviors Scale

Chinelato

Ferreira

Valentini

2015

Paidéia (Ribeirão Preto)

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Job Demands–Resources Theory

2014

Self Cite

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This chapter outlines the building blocks of the job demands–resources ( JD ‐R) theory, a theory that has been inspired by job design and job stress theories. Whereas job design theories have often ignored the role of job stressors or demands, job stress models have largely ignored the motivating potential of job resources. JD ‐R theory combines the two research traditions, and explains how job demands and (job and personal) resources have unique and multiplicative effects on job stress and motivation. In addition, JD ‐R theory proposes reversed causal effects: whereas burned‐out employees may create more job demands over time for themselves, engaged workers mobilize their own job resources to stay engaged. The chapter closes with a discussion of possible JD ‐R interventions.

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Job Crafting

Freeney

2015

Wiley Encyclopedia of Management

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Job crafting captures proactive behaviors that individuals engage in to redesign their own jobs in an effort to make it more meaningful and to increase their identification with the work. This entry reviews what is known about job crafting, why people engage in it, and the individual and organizational factors that drive it. It also considers the proposed outcomes of job crafting and suggests that further research is required to establish models of job crafting and to inform managers on how best to facilitate it, manage it, and ensure that it results in positive outcomes for both employees and their organizations.

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Development and validation of the job crafting scale

Cited by 1,387 publications

References 52 publications

Evidence of Validity of the Job Crafting Behaviors Scale

Evidence of Validity of the Job Crafting Behaviors Scale

Job Demands–Resources Theory

Job Crafting

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