Abstract
Employees’ perceived opportunities to craft (POCs) influence actual job crafting behavior, which may have consequences for their well-being and work performance. This study aimed to validate the perceived opportunities to craft scale (POCS) in the Brazilian context. We collected data from Brazilian employees (N = 1451) in two separate samples. The factor structure, reliability, and convergent validity of the POCS were tested using confirmatory factor analysis (CFA), multigroup confirmatory factor analysis (MGCFA), and external variables. The results indicated that the POCS-Brazilian version (with seven-point and five-point Likert scale) replicated the unidimensional structure of the original instrument. POCs showed significant positive and moderate correlations with occupational self-efficacy, work engagement and job crafting, and negative associations with workaholism. Both POCS-Brazilian versions were reliable according to three types of reliability indexes and also showed discriminant and convergent validity evidence.
Highlights
Employees’ perceived opportunities to craft (POCs) influence actual job crafting behavior, which may have consequences for their well-being and work performance
We examined its associations with work engagement and workaholism, which are antagonistic workrelated mental states
confirmatory factor analysis (CFA) of perceived opportunities to craft scale (POCS)-L7 and POCS-L5 The unifactorial solution of the POCS-L7 and that of the POCS-L5 were assessed through two CFAs (WLSMV estimation method)
Summary
Employees’ perceived opportunities to craft (POCs) influence actual job crafting behavior, which may have consequences for their well-being and work performance. This study aimed to validate the perceived opportunities to craft scale (POCS) in the Brazilian context. POCs showed significant positive and moderate correlations with occupational self-efficacy, work engagement and job crafting, and negative associations with workaholism. Both POCS-Brazilian versions were reliable according to three types of reliability indexes and showed discriminant and convergent validity evidence. Employees’ actual job crafting behavior is affected by their perceived opportunities to craft (POCs), which in turn, are influenced by their work environment characteristics (e.g., availability of job resources), by management’s top down job design initiatives, and by internal factors (e.g., personal resources). As POCs are a precondition for actual job crafting behavior, insights into employees’ POCs may contribute to assessing and increasing the impact of job crafting behavior in organizations
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