Evidence of Validity for the Hierarchical Job Crafting Scale in Brazil

Brasil, Filipi Junger Branco; Gabardo-Martins, Larissa Maria David

doi:10.1590/1982-4327e3313

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Psychological Evaluation • Paidéia (Ribeirão Preto) 33 • 2023 • https://doi.org/10.1590/1982-4327e3313 copy

Evidence of Validity for the Hierarchical Job Crafting Scale in Brazil

Evidências de Validade da Escala Hierárquica de Job Crafting no Contexto Brasileiro

Evidencia de Validez de la Escala Jerárquica de Job Crafting, en el contexto brasileño

Authorship SCIMAGO INSTITUTIONS RANKINGS

Abstract

Job crafting is characterized by worker’s proactive behavior aiming to give meaning and significance to their work relations, allowing the individual to assume a leading role by acting as an agent of change. The study aimed to gather evidence of validity for the Job Crafting Hierarchical Scale in Brazil. Study sample consisted of 675 Brazilian workers of both genders, aged between 18 and 82 years. Confirmatory Factor Analysis pointed out that the 18-item model, divided into four reflective factors (increase in resources, increase in challenging demands, reduction in demands, and optimization of demands) and one formative factor (job crafting) presented the best adjustment indexes. Results showed a positive correlation with work engagement and a negative correlation with work exhaustion. In conclusion, the instrument presented psychometric properties that recommend its use in future investigations on job crafting in the Brazilian context.

Keywords:
workers; psychological assessment; psychometry; factor analysis

Models	χ² (DF)	CFI	TLI	RMSEA	Δ Factorial Loads
Unifactorial	3,564.84 (135)	0.62	0.57	0.194 (0.189-0.200)	0.22-0.84(M=0.50)
4 first-order factors	1,161.69 (129)	0.89	0.87	0.109 (0.103-0.115)	0.39-0.90(M=0.69)
Second order¹	721.73 (125)	0.94	0.92	0.084 (0.078-0.090)	0.40-0.95(M=0.66)
Formative factor²	584.28 (138)	0.96	0.95	0.069 (0.063-0.075)	0.40-0.90(M=0.66)

Reflexive Factors	Items	Factorial loads
Increase of resources	I ask others for information about my performance	0.68
	I ask my colleagues for advice	0.58
	I ask my immediate boss for advice	0.65
	I try to learn new things	0.63
	I talk to other people (e.g., colleagues, supervisors) to get the information I need to complete my tasks	0.59
	When I have difficulties or problems, I discuss with people in my work environment how to solve them	0.40
Increase in challenges	I ask for more work to do when my usual tasks are over	0.77
	I ask to have more responsibilities at work	0.81
	I ask to do more extra work	0.71
Reduction of demands	I try to make sure my work is less emotionally intense	0.69
	I try to make my work less mentally intense	0.70
	I try to make sure my work is less physically intense	0.65
	I try to simplify the complexity of my tasks	0.91
Optimization of demands	I simplify processes or procedures to make my tasks easier	0.79
	I find solutions to accomplish my tasks more easily	0.87
	I optimize processes or procedures to make my tasks easier	0.87
	I look for ways to do my tasks more efficiently	0.65
	I change processes or procedures that delay my tasks	0.56
	Formative Factor: Job Crafting
Increase of resources → JC	0.36
Increase of demands → JC	0.54
Reduction of demands → JC	0.60
Optimization of demands → JC	0.62

Universidade de São Paulo, Faculdade de Filosofia Ciências e Letras de Ribeirão Preto, Programa de Pós-Graduação em Psicologia Av.Bandeirantes 3900 - Monte Alegre, 14040-901 Ribeirão Preto - São Paulo - Brasil, Tel.: (55 16) 3315-3829 - Ribeirão Preto - SP - Brazil
E-mail: paideia@usp.br

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[1] Correspondence address: Filipi Junger Branco Brasil. Universidade Salgado de Oliveira. Rua Marechal Deodoro, Niteroi-RJ, Brazil. CEP 24.030-060. Email: brasil.filipi@gmail.com