직무의미창조(Job Crafting) 척도 개발 및 타당화 연구
Development and Validation of the Job Crafting Scale
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The purpose of this study was to develop and validate the Job Crafting Scale in order to diagnose and assess the work attitude of employees. Specifically, it was attempted to revise the Job Crafting Scale(JCS) developed by Tims, Bakker and Derks(2012) and develop the scale comprehensively reflecting the construct of job crafting and its factors proposed by Wrzesniewski and Dutton(2001) based on the Job Demands-Resources Model of Schaufeli and Bakker(2004). The validity of the scale developed in the present study was examined with related variables. 56 preliminary questionaries were selected through literature review, and 507 employees participated in the survey. The results of the study were as follows: Firstly, the result of exploratory and confirmatory factor analysis demonstrated that the structure of the Job Crafting Scale consisted of 5 factors of 44 items, i.e., increasing cognitive job resources, increasing structural job resources, increasing social job resources, increasing challenging job demands, and decreasing hindering job demands. Secondly, the convergent and discriminant validity of the Job Crafting Scale were supported. The scale was highly correlated with the JCS(r=.95, p<.001) and proactive personality(r=.74, p<.001), while it had a significantly negative correlation with cynicism(r=-.26, p<.001). Thirdly, the correlation between the Job Crafting Scale developed in the present study and various criteria of work engagement, task performance, and contextual performance were all highly significant, supporting the criterion-related validity of the Job Crafting Scale.
Abstract
The purpose of this study was to develop and validate the Job Crafting Scale in order to diagnose and assess the work attitude of employees. Specifically, it was attempted to revise the Job Crafting Scale(JCS) developed by Tims, Bakker and Derks(2012) and develop the scale comprehensively reflecting the construct of job crafting and its factors proposed by Wrzesniewski and Dutton(2001) based on the Job Demands-Resources Model of Schaufeli and Bakker(2004). The validity of the scale developed in the present study was examined with related variables. 56 preliminary questionaries were selected through literature review, and 507 employees participated in the survey. The results of the study were as follows: Firstly, the result of exploratory and confirmatory factor analysis demonstrated that the structure of the Job Crafting Scale consisted of 5 factors of 44 items, i.e., increasing cognitive job resources, increasing structural job resources, increasing social job resources, increasing challenging job demands, and decreasing hindering job demands. Secondly, the convergent and discriminant validity of the Job Crafting Scale were supported. The scale was highly correlated with the JCS(r=.95, p<.001) and proactive personality(r=.74, p<.001), while it had a significantly negative correlation with cynicism(r=-.26, p<.001). Thirdly, the correlation between the Job Crafting Scale developed in the present study and various criteria of work engagement, task performance, and contextual performance were all highly significant, supporting the criterion-related validity of the Job Crafting Scale.
참고문헌 (28)
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