Evidence of Validity of the Job Crafting Behaviors Scale

Abstract

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,...

Job crafting and Work Involvement as a Mediator to Promote Head Nurses' Organizational Citizenship Behavior at Mansoura University Hospitals

“…Physical changes are related to changes in the shape and the number of tasks or working relationships, while cognitive changes refer to alterations in how the individual performs his work (10) . In summary, the main characteristics of job crafting behaviors is that individuals change their tasks or other aspects of the design of their work environment on their own initiative, which leads to changing the meaning and identity of work (11) . Job crafting has been categorized into three different proactive behaviors as increasing job resources, increasing job challenges, and decreasing job demands (11) .The study of job crafting behavior is based on the theory of Job Demands and Resources (JD-R), which classifies the working conditions in two broad categories namely; job demands and job resources.…”

“…In summary, the main characteristics of job crafting behaviors is that individuals change their tasks or other aspects of the design of their work environment on their own initiative, which leads to changing the meaning and identity of work (11) . Job crafting has been categorized into three different proactive behaviors as increasing job resources, increasing job challenges, and decreasing job demands (11) .The study of job crafting behavior is based on the theory of Job Demands and Resources (JD-R), which classifies the working conditions in two broad categories namely; job demands and job resources. Job demands constitute an aspect of the work context that requires physical or psychological exertion by employees, and consequently generates physical and psychological costs (12) .…”

“…The resources of the work, in turn, refer to the aspects of the work context that are functional in terms of working goals, stimulating personal growth, learning and the development. Such resources are able to mitigate the negative effects of the demands leading to positive work results, even when the demands are high (11) .The job crafting approaches are similar in the sense that they both suggest that job crafting concerns employees' self-initiated changes to optimize their work environment (10) . Job crafting, employees can optimize their work environment and work experience.…”

“…High job involvement helps to increase organizational output by making it a pleasant experience under supportive supervision (13) . Furthermore, individual decision to leave or choose for a particular job as a career is also influenced by job involvement (11) .Thus job involvement has gained importance because of its significant role in generating positive organizational outcomes. Job involvement is considered as an important employees' job-related behavior and is defined as a belief descriptive of the present job and tends to be a function of how much the job can satisfy one's present needs (14) .…”

Job crafting: conceituação e qualidade científica das medidas

“…A terminologia "redesenho do trabalho" (Chinelato, Ferreira, & Valentini, 2015) tem sido utilizada em português para fazer referência ao job crafting. O redesenho do trabalho se alinha teoricamente ao campo de estudo do job design, que investiga como "trabalhos, tarefas e papéis são estruturados, postos em prática e modificados e qual o impacto destas estruturas, realizações e modificações nos resultados individuais, grupais e organizacionais" (Grant & Parker, 2009, p. 5).…”