The Conceptualization and Measurement of Job Crafting

2016 ◽  
Vol 60 (4) ◽  
pp. 173-186 ◽  
Author(s):  
Philipp Wolfgang Lichtenthaler ◽  
Andrea Fischbach
Keyword(s):  
Factor Structure ◽  
Work Engagement ◽  
Job Demands ◽  
Job Crafting ◽  
Future Research ◽  
Validity Study ◽  
German Version ◽  
Total N ◽  
Structure Reliability ◽  
German Speaking

Abstract. This research redefined the job demands–resources (JD-R) job crafting model ( Tims & Bakker, 2010 ) to resolve theoretical and empirical inconsistencies regarding the crafting of job demands and developed a German version of the Job Crafting Scale (JCS; Tims, Bakker, & Derks, 2012 ) in two separate studies (total N = 512). In Study 1 the German version of the JCS was developed and tested for its factor structure, reliability, and construct validity. Study 2 dealt with the validity of our redefined JD-R job crafting model. The results show that, like the original version, the German version comprises four job crafting types, and the German version of the JCS is a valid and reliable generic measure that can be used for future research with German-speaking samples. Evidence for the redefined JD-R job crafting model was based on findings relating job crafting to work engagement and emotional exhaustion.

scholarly journals Job crafting and its impact on work engagement and job satisfaction in mining and manufacturing

2016 ◽  
Vol 19 (3) ◽  
pp. 400-412 ◽  
Author(s):  
Leon T De Beer ◽  
Maria Tims ◽  
Arnold B Bakker
Keyword(s):  
Job Satisfaction ◽  
Factor Structure ◽  
Work Engagement ◽  
Structural Equation ◽  
Discriminant Validity ◽  
Job Demands ◽  
Job Crafting ◽  
Job Resources ◽  
Primary Data ◽  
Cross Sectional Survey

The purpose of this study was to investigate job crafting and its relationship with work engagement and job satisfaction within the South African context. This research is important as job crafting has been shown to have a positive influence on employee motivation. A cross-sectional survey design was used to collect primary data from organisations in the mining and manufacturing industries of South Africa (N = 470). The results of multi-group structural equation modelling showed that the original four-factor structure of the job crafting scale was supported by the data, but that a three-factor structure was necessary due to a discriminant validity concern regarding two job crafting dimensions. Regression results revealed that increasing structural job resources with challenging job demands, and increasing social job resources were significant predictors of work engagement in both groups. Contrary to expectations decreasing hindering job demands was a negative predictor of job satisfaction in the mining group. Furthermore, increasing social job resources was also a significant predictor of job satisfaction in both groups. This study indicates the importance of job crafting for work engagement and job satisfaction in organisations.

scholarly journals Evaluation of the factor structure and psychometric properties of the German version of the Clinical Perfectionism Questionnaire: The CPQ-D

2021 ◽  
Vol 3 (2) ◽  
Author(s):  
Isabel Roth ◽  
Barbara Cludius ◽  
Sarah J. Egan ◽  
Karina Limburg
Keyword(s):  
Factor Structure ◽  
Internal Consistency ◽  
Reliability And Validity ◽  
Incremental Validity ◽  
Clinical Population ◽  
Future Research ◽  
German Version ◽  
Structure Reliability ◽  
Two Factors ◽  
Concern Over Mistakes

Background The aim was to create a German version of the Clinical Perfectionism Questionnaire (CPQ-D) and to test its factor structure, reliability, and validity in a non-clinical population. Method We recruited N = 432 participants via an online panel. The factor structure of CPQ-D was examined. The convergent, discriminative, and incremental validity was assessed in relation to the Frost Multidimensional Perfectionism Scale (FMPS) and the Positive and Negative Affect Schedule (PANAS). Results Exploratory factor analysis resulted in two factors. Factor 1 represented the over evaluation of striving and Factor 2 was associated to concern over mistakes. Internal consistency was acceptable with ω = .81 for the total score, ω = .77 for Factor 1, and ω = .73 for Factor 2. Convergent, discriminative, and incremental validity was demonstrated. Important to note, Item 12 should be used with caution since it showed low communality and a low item-total correlation and should therefore be further evaluated in future research. Conclusion The results indicate that the German translated version of the CPQ has acceptable internal consistency, convergent, discriminative and incremental validity. Future research should test the CPQ-D scale further in clinical and non-clinical populations and assess a broader variety of scales to determine validity of the scale.

Job crafting en bevlogenheid

2013 ◽  
Vol 26 (1) ◽  
Author(s):  
Brigitte Kroon ◽  
Dorien T.A.M. Kooij ◽  
Marc J.P.M. van Veldhoven
Keyword(s):  
Work Engagement ◽  
Job Demands ◽  
Job Crafting ◽  
Future Research ◽  
Multilevel Analyses ◽  
Work Context ◽  
Different Dimensions ◽  
The Relationship ◽  
And Task

Job crafting and engagement: differences in teams with a restrictive versus an unrestrictive work context? Job crafting and engagement: differences in teams with a restrictive versus an unrestrictive work context? In this article, we examined whether job crafting results in increased work engagement. In addition, we examined to what extent a restrictive versus unrestrictive team context influences the extent to which employees craft their job, and the relationship between job crafting and engagement. Analyses of 503 questionnaires filled in by employees of 65 teams, showed that crafting challenging job demands and crafting reduced workload are two separate dimensions of job crafting. Crafting challenging job demands was positively related to work engagement, while workload crafting was unrelated to engagement. Next, we found that the level of job crafting depends on the team context. Employees craft challenging job demands to the least extent in team contexts characterized by low autonomy and low task interdependency. Employees craft their workload most in restricted team contexts (where autonomy is low and task interdependency is high). Finally, multilevel analyses showed that the effect of crafting challenging job demands is beneficial for engagement in all contexts. However, the effect of workload crafting on engagement was found to be negative in unlimited team contexts (high autonomy, low task interdependency). These findings suggest that future research should separately address the two different dimensions of job crafting, and pay more attention to the context in which the job crafting behavior takes place.

scholarly journals The Motivational Potential of Human Resource Development: Relationships Between Perceived Opportunities for Professional Development, Job Crafting and Work Engagement

2018 ◽  
Vol 8 (2) ◽  
pp. 27 ◽  
Author(s):  
Naomi Grosze Nipper ◽  
Jessica van Wingerden ◽  
Rob Poell
Keyword(s):  
Professional Development ◽  
Human Resource Development ◽  
Work Engagement ◽  
Job Demands ◽  
Job Crafting ◽  
Job Resources ◽  
Future Research ◽  
Changing Economy ◽  
The Relationship ◽  
Practical Implications

The importance of work engagement for organizational success in a rapidly changing economy has been emphasized in literature for several decades. A possible strategy for organizations to strengthen employees’ work engagement may be related to their professional development. Based on the job crafting and job demands-resources literatures, we hypothesize that perceived opportunities for professional development have a positive relationship with work engagement and that this relationship is partially mediated by employees’ job crafting behavior. To test the hypothesized relationships, we conducted a bootstrapping analysis using a sample of 859 employees working in various sectors and organizations in The Netherlands. The outcomes revealed that job crafting partially mediated the relationship between perceived opportunities for professional development and employees’ work engagement. More specifically, two job crafting strategies were the strongest mediators in the relationship between perceived opportunities for professional development and work engagement, namely increasing structural job resources and increasing challenging job demands. Theoretical contributions, limitations, suggestions for future research and practical implications are discussed.

scholarly journals New insights into self-initiated work design: the role of job crafting, self-undermining and five types of job satisfaction for employee’s health and work ability

2021 ◽  
pp. 239700222110290
Author(s):  
Antonia-Sophie Döbler ◽  
André Emmermacher ◽  
Stefanie Richter-Killenberg ◽  
Joshua Nowak ◽  
Jürgen Wegge
Keyword(s):  
Job Satisfaction ◽  
Emotional Exhaustion ◽  
Work Engagement ◽  
Work Ability ◽  
Job Demands ◽  
Well Being ◽  
Job Crafting ◽  
Equation Modeling ◽  
Personal Resources

The present study provides evidence for the important role of job crafting and self-undermining behaviors at work, two new concepts that were recently integrated into the well-known job demands-resources (JD-R) theory (Bakker and Demerouti, 2017). We investigate how these behaviors are associated with work engagement, emotional exhaustion, and work ability as a long-term indicator of employee’s well-being. Furthermore, we examine the moderating role of personal resources in the stress-strain process by comparing groups of employees representing the five types of job satisfaction defined by Bruggemann (1974). Data was collected in a cross-sectional study within a German DAX company’s manufacturing plant from 1145 blue- and white-collar workers. Results of structural equation modeling provided, as expected, support for an indirect effect of job demands and job resources on emotional exhaustion and work engagement through job crafting and self-undermining. Work ability, on the other hand, was mainly affected by emotional exhaustion, but not by work engagement. Most important, we found significant differences between path coefficients across the five types of job satisfaction indicating that these types represent important constellations of personal resources and job demands that should be considered both for analyzing stress at work and for offering tailored stress interventions in organizations.

scholarly journals Idea uniwersytetu kształcącego ludzi zaangażowanych w pracę

1970 ◽  
pp. 387-397
Author(s):  
Konrad Kulikowski
Keyword(s):  
Social Learning ◽  
Learning Theory ◽  
Work Engagement ◽  
Social Learning Theory ◽  
Job Demands ◽  
University Education ◽  
Job Crafting ◽  
University Environment ◽  
The Social ◽  
The University

The first part of this article introduces the work engagement concept in a framework of the Job Demands-Resources Theory and discusses a relation between work engagement and job crafting. Next, the author presents the hypothesis that university education can form engaged employees by enhancing students’ self-efficacy beliefs about their ability to effectively crafting their future job environments. On the basis of the Social Learning Theory the author proposed three possible methods on how the university community could promote job crafting behaviors among students. These methods are: trainings and persuasions, modeling, or observation of how university top researchers work, and allowing students to experience success in changing different aspects of the university environment.

scholarly journals EMOTIONAL CREATIVITY INVENTORY: FACTOR STRUCTURE, RELIABILITY AND VALIDITY IN A GEORGIAN-SPEAKING POPULATION

2017 ◽  
Vol 11 (1) ◽  
pp. 31-41
Author(s):  
Khatuna Martsksvishvili ◽  
Nino Abuladze ◽  
Natia Sordia ◽  
Aljoscha Neubauer
Keyword(s):  
Gender Differences ◽  
Factor Analysis ◽  
Emotional Intelligence ◽  
Factor Structure ◽  
Reliability And Validity ◽  
Constructivist Theory ◽  
Future Research ◽  
Structure Reliability ◽  
Dispositional Flow ◽  
Social Constructivist Theory

The concept of emotional creativity is based on a social constructivist theory of emotion and refers to an individual’s ability to experience and express novel, sincere, and effective mixtures of emotions. The present research examines the psychometric properties of the Georgian version of Emotional Creativity Inventory (G-ECI; Averill, 1999). 834 individuals across five studies completed the G-ECI. Results from exploratory factor analysis indicate that the factor structure of the original ECI broadly replicates in the Georgian translation. The Cronbach’s alpha reliabilities of the G-ECI scales are mostly acceptable. There are significant gender differences. Examining the construct validity of G-ECI with other constructs (namely, with emotional intelligence, creativity and flow) showed the expected relationships. In conclusion, the Georgian version of the emotional creativity inventory seems well suited for future research purposes. Keywords: emotional creativity, emotional intelligence, creative abilities, dispositional flow.

scholarly journals Relationships between role overload and work engagement among employees

2018 ◽  
Vol 31 (1) ◽  
pp. 249-279
Author(s):  
Yukyeong Kim ◽  
Hyejeen Lee ◽  
HyungIn Park
Keyword(s):  
Marital Status ◽  
Work Engagement ◽  
Indirect Effect ◽  
Negative Impact ◽  
Three Dimensions ◽  
Job Crafting ◽  
Role Overload ◽  
Future Research ◽  
Psychological Detachment ◽  
The Relationship

This study investigated the mechanisms of the relationships between role overload and three dimensions of work engagement. It was hypothesized that psychological detachment would mediate the relationship between role overload and work engagement, and the indirect effect of role overload on work engagement through psychological detachment would be conditional on job crafting and marital status. Consistent with our hypothesis, the moderating effect of job crafting on the relationship between role overload and psychological detachment was significant in a sample of 446 workers. That is, job crafting alleviated the negative impact of role overload on psychological detachment. The interaction between marital status and psychological detachment was also significant for vigor; however, the direction was different from what was expected. For the married, vigor was relatively constant regardless of the level of psychological detachment, but for the unmarried, the more the psychological detachment the lower the vigor. In addition, this difference was observed more for women than men. In case of women, marital status also moderated the relationship between psychological detachment and dedication. Although the direction was unexpected, there was a conditional indirect effect of role overload on vigor and dedication through psychological detachment depending on the level of job crafting and marital status combined with sex differences. There was no conditional indirect effect for absorption. Implications and limitations of this study, and future research directions were discussed.

Validation of the Network of Relationship Inventory in Female and Male Adolescents

2020 ◽  
Vol 36 (2) ◽  
pp. 220-228 ◽  
Author(s):  
Katharina Ackermann ◽  
Anne Martinelli ◽  
Anka Bernhard ◽  
Kathrin Ueno ◽  
Christine M. Freitag ◽  
...  
Keyword(s):  
Factor Structure ◽  
Concurrent Validity ◽  
Friendship Quality ◽  
German Version ◽  
Invariance Testing ◽  
Male Adolescents ◽  
First Order ◽  
Structure Reliability ◽  
Confirmatory Factor ◽  
Males And Females

Abstract. Friendships and their different qualities have been shown to be important for adolescents’ socio-emotional development and psychological adjustment. In empirical research on such friendship qualities, the Network of Relationship Inventory – Relationship Quality Version (NRI-RQV) is a widely used questionnaire. Here, we conduct an extensive validation of a German version of the NRI-RQV, investigating its factor structure, reliability, and concurrent validity, in a sample of N = 679 adolescents aged 13–18 years. Applying multigroup confirmatory factor analysis, we further test whether the factor structure of the friendship quality construct holds across groups of males and females. Results showed that a structure with nine correlated first-order factors fit the data well, indicating nine distinct friendship qualities in males and females. Measurement invariance testing suggested the same underlying friendship quality construct, albeit differences in mean scores per gender. As evidence for concurrent validity, closeness and discordant friendship qualities showed expected correlations with empathy and social problems, respectively, but not with aggressive behavior. Overall, results indicate good psychometric properties for the German version of the NRI-RQV as a measure of friendship qualities in both males and females.

When a calling is living

2018 ◽  
Vol 9 (2) ◽  
pp. 77-106
Author(s):  
Hongxia Li ◽  
Xiugang Yang
Keyword(s):  
Work Engagement ◽  
Human Resources Management ◽  
Job Demands ◽  
Job Crafting ◽  
Mediation Effect ◽  
Measurement Scale ◽  
Content Type ◽  
Mba Students ◽  
Management Literature ◽  
Part Time

Purpose The argument that work engagement enhances job performance has gained wide acceptance among practitioners and human resources management literature. There is consensus in management literature that job crafting can affect work engagement. The concept of callings from theology has been resurrected in job behavior and continues to garner growing attention from practitioners in recent years. However, few studies examine how and why living a calling influence job crafting and work engagement. The purpose of this paper is to examine the relationships between living a calling, job crafting and work engagement for knowledgeable employees through questionnaires. Design/methodology/approach The part-time MBA students were asked to reflect on present jobs. In total, 390 effective questionnaires were collected from part-time MBA students of four universities in Chongqing, China for finance, administration, manufacturing, service, technology, medication, education and others. Results were analyzed using SPSS and Amos. The measurement scale is given in Appendix. Findings First, the author explicitly proposes and validates the direct relationship between living a calling and job crafting. Second, this study confirms that crafting challenging job demands are significant to vigor subdimension and dedication subdimension of work engagement, whereas crafting challenging job demands not significant to absorption subdimension of work engagement. Third, this study indicates that crafting hindering job demands are nonsignificant to vigor, dedication and absorption about three subdimensions of work engagement. Fourth, this study showed living a calling can enhance work engagement for employees. Fifth, this study finds three groups (eight items) of mediation effect between living a calling, job crafting and work engagement. Practical implications These insights may help managers to focus on living a calling and encourage beneficial job crafting behaviors in China. The sample is original and has the potential to contribute to debate on work life balance and particularly the meaning of work/careers in China. Social implications This study is an interesting revisit to the old workplace sociology and organizational psychology which has become somewhat neglected these days. Originality/value This study has provided insight in the relationships between living a calling, job crafting and work engagement.

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