Validation of a short form of job crafting scale in a spanish sample

• Beatriz Sora ^[1] ; Amparo Caballer ^[2] ; Esther García-Buades ^[3]
  1. [1] Universitat Oberta de Catalunya

     Universitat Oberta de Catalunya

     Barcelona, España

     
  2. [2] Universitat de València

     Universitat de València

     Valencia, España

     
  3. [3] Universitat de les Illes Balears

     Universitat de les Illes Balears

     Palma de Mallorca, España

     

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• Localización: The Spanish Journal of Psychology, ISSN 1138-7416, Nº 21, 2018, págs. 1-13
• Idioma: inglés
• DOI: 10.1017/sjp.2018.52
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• Dialnet Métricas: 4 Citas
• Resumen

  • Applications of job crafting are widespread in the professional practice. In an attempt to measure this phenomenon, Tims, Bakker and Derks (2012) developed a Job Crafting Scale based on the Job Demand-Resources model (JD-R) and validated it in a Dutch sample. However, its application to other cultural contexts presented some difficulties. The present work aimed to validate a shorter version of scale by Tims et al. (2012) in a Spanish sample (n = 1,647). The data were randomly split in two independent subsamples (Sample 1: Explorative; Sample 2: Confirmative). The exploratory factor analysis showed a three-factor structure. Through a confirmatory factor analysis, the four-dimensionality structure of the original scale was replicated. In fact, the four-factor solution presented better goodness of fit indices than the alternative one-factor model, χ2(48) = 192.70, p < .01; AGFI = .94; NNFI = .93; RMR = .05; RMSEA = .06. Alpha reliabilities were acceptable for increasing structural job resources (α = .75), decreasing hindering job demands (α = .64), increasing social job resources (α = .78) and increasing challenging job demands (α = .77). Convergent validity was appropriate for three of the four dimensions, because each construct’s AVE were around .50 and each construct’s Composite Reliability were around .70. Decreasing hindering job demands presented more limited values (CR = .65; AVE = .40). In addition, the four job crafting dimensions presented significant correlations with job performance (range –.09 to .42) and personal growth (ranging from –.09 to .45). Finally, the squared correlations between factors were lower than the square root of AVE, which confirmed discriminant validity.

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