Job change without changing job? Exploring job crafting in Spain

Ficapal‐Cusí, Pilar; Torrent‐Sellens, Joan; Boada-Grau, Joan; Hontangas-Beltrán, Pedro M.

doi:10.7238/in3wps.v0i0.2342

Cited by 5 publications

(6 citation statements)

References 47 publications

(68 reference statements)

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“…The levels of internal consistency of the dimensions of the JCS ranged between 0.71 and 0.89. Slightly higher than in previous studies (Cronbach's α reliability indices between 0.70 and 0.79) (Ficapal-Cusí et al 2014).…”

Section: Instrumentscontrasting

confidence: 57%

“…Job Crafting Scale (JCS) (Tims et al 2012) adapted to Spanish (Ficapal-Cusí et al 2014). The JCS evaluates job crafting through 21 four-dimension items: increase of structural resources (e.g., "I try to develop my abilities"), decrease of hindering or threatening demands (e.g., "I try to make my work less demanding mentally"), increase of social resources (e.g., "I ask my supervisor to orient me"), and increase of challenging demands (e.g., "When an interesting project appears, I actively offer to collaborate").…”

Section: Instrumentsmentioning

confidence: 99%

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Job Crafting among Labor Union Representatives: Its Impact on Work Engagement and Job Satisfaction

2019

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Labor Union activity still lacks recognition as an ordinary work activity. However, on the one hand, labor union representatives must deal with many tasks (internal and external) that can sometimes be overwhelming. On the other hand, given its vocational nature and the possibility that it offers for the workers themselves to organize their work, the area of trade unionism can be interesting for the study of job crafting and other phenomena associated with well-being, such as burnout or work engagement. Unfortunately, to date, there are no investigations that address these phenomena, especially job crafting in the labor union environment. Therefore, the objective of the present study is to explore the existing relationships between the job crafting of the labor union representatives and their well-being and health. A sample of 78 participants engaged in labor union activity for an average of 12.62 years completed job satisfaction and work engagement measures. The results indicate that job crafting dimensions predicted participants’ job satisfaction and engagement.

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Section: Instrumentscontrasting

confidence: 57%

Section: Instrumentsmentioning

confidence: 99%

Job Crafting among Labor Union Representatives: Its Impact on Work Engagement and Job Satisfaction

2019

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“…Job crafting was measured using the Job Crafting scale developed by Tims, Bakker and Derks [36], validated for the Spanish language [37]. It contains 21 items in four subscales: increasing social job resources (ISR), increasing structural job resources (ISJR), increasing challenging job demands (ICJD) and decreasing hindering job demands (DJD).…”

Section: Methodsmentioning

confidence: 99%

Job Crafting as a Mediator between Work Engagement and Wellbeing Outcomes: A Time-Lagged Study

Robledo

Zappalà

Topa

2019

IJERPH

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This time-lagged study, using the framework of the JD-R model, tested the mediating role of job crafting measuring: at T1, work engagement, workaholism and emotional exhaustion; at T2, job crafting; and, at T3, flourishing, job performance and job satisfaction. Respondents were 443 Spanish employees working in different companies. Results show that job crafting mediates the relationship between work engagement and some of its outcomes (job performance and flourishing). In particular, the job crafting component ‘increasing structural job resources’ mediates the positive effect of work engagement on flourishing and job performance, and the job crafting component ‘increasing challenging demands’ mediates the positive effect of work engagement on job performance. No job crafting mediation is found between work engagement and job satisfaction.

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“…Job crafting . To measure this variable, a short version of the Job Crafting Scale (Tims, et al, 2012) adapted to Spanish (Ficapal-Cusí et al, 2014) was used. The measure evaluates the four dimensions of job crafting, using three items in each of them, such as: increasing structural job resources (IST-JR; e.g., “I try to learn new things at work”; α = .85); increasing social job resources (ARS; e.g., “I ask others for feedback on my job performance”; α = .55); increasing challenging job demands (IC-JD, e.g., “When an interesting project comes along, I offer myself proactively as project co-worker”; α = .71); and decreasing hindering job demands (DH-JD, e.g., “I make sure that my work is mentally less intense”; α = .66).…”

Section: Methodsmentioning

confidence: 99%

“…Among these instruments, the first two are the most widely used, however, the second was developed with the focus on “blue collar” employees. Consequently, in the present study, the Job Crafting Scale was used, which was designed in a generic way for different employees and professions, and has a Spanish version (Ficapal-Cusí, Torrent-Sellens, Boada-Grau, & Hontangas-Beltrán, 2014).…”

Section: Organizational Commitment and Job Craftingmentioning

confidence: 99%

Does Visual Aesthetics of the Workplace Matter? Analyzing the Assessment of Visual Aesthetics as Antecedent of Affective Commitment and Job Crafting

et al. 2019

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In this work, two objectives were addressed. First, the visual aesthetics assessment of the workplace was explored for the first time as a potential antecedent of the proactive behaviors of job crafting. Second, the potential mediating role of the affective organizational commitment in this relationship was analyzed. To address these purposes, a field study was conducted with a sample of 428 workers. Following a set of hypotheses, the results of the measurement model, χ2(df) = 494.288 (215);CFI= .920;TLI= .906;RMSEA= .066, showed that the visual aesthetics assessment of the workplace was significantly correlated with three of the four dimensions of job crafting (r= .19 with ISO-JR,r= .15 with IC-JD and;r= .17 with IST-JR;p< .001) and with affective organizational commitment (r= .27,p< .001). In addition, through a structural equation model, χ2(df) = 494.895 (219);CFI= .921;TLI= .909;RMSEA= .065, positive and significant indirect effects were found from the visual aesthetic assessment of the workplace to the same three dimensions of job crafting, all through the affective organizational commitment: .17 with ISO-JR, .25 with IC-JD and, .23 with IST-JR; 95%CI[.097, .276], [.161, .361] and [.161, .361], respectively. The results obtained provide useful evidence for researchers and managers about the value of providing an aesthetically satisfactory workplace, which would enhance the affective commitment of employees and, consequently, positively affect the proactive behaviors of job crafting.

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Job change without changing job? Exploring job crafting in Spain

Cited by 5 publications

References 47 publications

Job Crafting among Labor Union Representatives: Its Impact on Work Engagement and Job Satisfaction

Job Crafting among Labor Union Representatives: Its Impact on Work Engagement and Job Satisfaction

Job Crafting as a Mediator between Work Engagement and Wellbeing Outcomes: A Time-Lagged Study

Does Visual Aesthetics of the Workplace Matter? Analyzing the Assessment of Visual Aesthetics as Antecedent of Affective Commitment and Job Crafting

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