Abstract
Even though classic job design theories have evolved over the years and become more focused on employees’ ability to autonomously change their job characteristics, tools to assess job crafting are still limited. The purpose of this study was to analyze the psychometric properties of the Spanish version of the Job Crafting Questionnaire (JCQ), taking into account the valuable contribution made by Wrzesniewski and Dutton’s model to the understanding of the job crafting concept. The total sample consisted of 768 employees (participants’ mean age was 41.63 and 49.7% of them were women). The sample was randomly divided into two halves in order to conduct two factor analyses (Exploratory Factor Analysis and Confirmatory Factor Analysis). Concurrent and convergent validity was assessed by computing correlations with validated questionnaires for measuring job crafting (Job Crafting Scale, JCS), engagement (Utrecht Work Engagement Scale, UWES-9) and job burnout (Maslach Burnout Inventory-General Survey, MBI-GS). The results indicated a high level of internal consistency (Cronbach’s alpha = .880) which was similar to the original scale, and provided a good fit to the three-dimensional model tested. Appropriate evidence of construct validity was also shown (r = .45 with total JCS; r = .52 with total UWES-9 and r-values between -.33 and .45 with MBI dimensions). The results confirmed that the Spanish translation of the JCQ is a suitable tool for measuring job crafting and enabling practitioners and researchers to further expand the existing knowledge of this concept.
Highlights
As the wellbeing of the individual is becoming increasingly important to organizations, the classic job design theories are evolving to strengthen their focus on employees’ ability to autonomously change their job characteristics
This is known as job crafting, a concept initially proposed by Wrzesniewski and Dutton [1]
Psychometric properties of the Job Crafting Questionnaire had been conceptualized, and proposed that employees should be able to change some aspects of their work, even in the most routine and restricted jobs
Summary
As the wellbeing of the individual is becoming increasingly important to organizations, the classic job design theories are evolving to strengthen their focus on employees’ ability to autonomously change their job characteristics. This is known as job crafting, a concept initially proposed by Wrzesniewski and Dutton [1]. Psychometric properties of the Job Crafting Questionnaire had been conceptualized, and proposed that employees should be able to change some aspects of their work, even in the most routine and restricted jobs. In a later qualitative study, Berg, Wrzesniewski and Dutton [2] were able to further describe what workers understood by each of these dimensions of job crafting
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