|ITEM METADATA RECORD
|Title: ||Taking the purpose of job crafting into account: development and validation of an overarching scale (JCOS)|
|Authors: ||Vanbelle, Els|
Van den Broeck, Anja
De Witte, Hans
|Issue Date: ||14-Apr-2014 |
|Conference: ||Conference of the European Association of Occupational Health Psychology edition:11 location:London, UK date:14-16 April 2014|
We present the development and validation of a general scale of job crafting. Hereby, we build further on the two streams in the literature on job crafting. The first stream studies task, relationship and cognitive crafting in a qualitative way (Wrzesniewski & Dutton, 2001). The second focuses on “specific job characteristics crafting”, e.g. the actual changes employees make to balance their job demands and resources with their personal abilities and needs (Tims & Bakker, 2010). Starting from the job demands resources model, Tims, Bakker and Derks (2012) developed and validated a job crafting scale in which they focus on the crafting of specific job characteristics. We conceptualize job crafting as making changes in one’s job in order to optimize one’s functioning in terms of well-being, work-related attitudes and behaviour.
Following Tims and colleagues, we strive for a quantitative approach of job crafting. However, we aim to develop and validate a shorter measurement scale of job crafting, fitting our definition.
In formulating seven items we took into account the purpose of job crafting. The items were tested in both cross-sectional (sample 1) as longitudinal data (sample 2). First, we conducted principal component analysis, in which four items loaded high on the first factor. Reliability analyses indicated satisfying internal consistency of this four-item scale as alpha’s scores were .81 and higher. A sample item is ‘I make changes is my job to feel better’.
To establish divergent validity, we conducted confirmatory factor analysis to differentiate job crafting from work engagement. Results favored the hypothesized model in which job crafting and work engagement were predicted to be distinct concept. Furthermore, results showed significant associations between job crafting and autonomy, decision making and social support of the supervisor. We also found that employees who crafted their job, scored higher on indicators of optimal functioning such as work engagement, needs-supplies fit and motivation.
In sum, we developed a short scale to measure job crafting in which also the purpose of job crafting behaviour is taken into account. First analyses provided evidence for the reliability and validity of the scale. In future research, we aim to investigate the validity of this scale more thoroughly. By including concepts as proactivity (Parker, Bindl, & Strauss, 2010), job crafting by Tims et al. (2010, 2012) and other indicators of employee functioning, we want to inspect the divergent, convergent and predictive validity. As such, we thrive to show the added value of this scale in future job crafting research.
|Publication status: ||published|
|KU Leuven publication type: ||IMa|
|Appears in Collections:||Work, Organisational and Personnel Psychology|
Research Centre for Work and Organisation Studies (WOS Bxl), Campus Brussels
Faculty of Economics and Business (FEB) - miscellaneous
|Files in This Item:
|2014 Vanbelle et al. Paper presentation - Overarching Job crafting scale.pdf||
| ||These files are only available to some KU Leuven Association staff members|