2020
DOI: 10.18682/pd.v20i1.939
|View full text |Cite
|
Sign up to set email alerts
|

Adaptación de la escala de job crafting: evidencias de validez en el contexto laboral argentino

Abstract: El término job crafting designa una forma específica de comportamiento proactivo por la cual el empleado realiza voluntariamente cambios en las demandas y/o recursos laborales para impactar positivamente en su propio trabajo. El objetivo de este estudio fue adaptar y validar la Escala de Job Crafting desarrollada por Tims, Bakker y Derks en una muestra de trabajadores argentinos. Se empleó un diseño empírico-instrumental transversal bi-etápico En la primera etapa se ejecutó un estudio sobre una muestra no prob… Show more

Help me understand this report

Search citation statements

Order By: Relevance

Paper Sections

Select...
2

Citation Types

0
2
0

Year Published

2022
2022
2022
2022

Publication Types

Select...
1

Relationship

0
1

Authors

Journals

citations
Cited by 1 publication
(2 citation statements)
references
References 42 publications
0
2
0
Order By: Relevance
“…The study aimed to validate the Spanish version (Bakker et al, 2018) of the Job Crafting scale (Tims et al, 2012), in the Colombian and Ecuadorian contexts, theoretically based on the DLR theory of resources and labor demands (Tims & Bakker, 2010;Tims et al, 2012;Tims et al, 2013) where, the worker can redesign his work, in order to reduce pressures, increase his resources of organizational support, and increase his work challenges (Salessi, 2020). Wrzesniewski & Dutton (2001) cited by (Tims et al, 2014) have argued that "workers can, and do, form the boundaries of their jobs and create a work environment that adjusts to their preferences, skills, and competencies", this highlights a proactive approach to instill in employees.…”
Section: Discussionmentioning
confidence: 99%
See 1 more Smart Citation
“…The study aimed to validate the Spanish version (Bakker et al, 2018) of the Job Crafting scale (Tims et al, 2012), in the Colombian and Ecuadorian contexts, theoretically based on the DLR theory of resources and labor demands (Tims & Bakker, 2010;Tims et al, 2012;Tims et al, 2013) where, the worker can redesign his work, in order to reduce pressures, increase his resources of organizational support, and increase his work challenges (Salessi, 2020). Wrzesniewski & Dutton (2001) cited by (Tims et al, 2014) have argued that "workers can, and do, form the boundaries of their jobs and create a work environment that adjusts to their preferences, skills, and competencies", this highlights a proactive approach to instill in employees.…”
Section: Discussionmentioning
confidence: 99%
“…In this sense, job crafting could become a way to motivate and retain, as an organizational strategy, when other resources (monetary awards, etc.) are limited (Salessi, 2020).…”
Section: Discussionmentioning
confidence: 99%