Development and validation of the job crafting scale

By M. Tims, Arnold B. Bakker, Daantje Derks. 2012

1,874 citations recorded by the source corpus.

Subfields: Education, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/66dcc47f4a7089aa6440025fbe0af9b09ab4869f

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In Education

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Crafting a job on a daily basis: Contextual correlates and the link to work engagement (2012, methodology): “To measure the general level of job crafting, we used a modified version of job crafting scale by Tims et al. (2012).”
Crafting your Career: How Career Competencies Relate to Career Success via Job Crafting (2017, methodology): “…of increasing job resources and challenging job demands should stimulate personal growth and adaptability (Hobfoll, Johnson, Ennis, & Jackson, 2003; Tims et al., 2012), thereby leading to higher levels of employability in terms of feeling more able to be flexible and grow within the current…”
Coworker support as a double-edged sword: a moderated mediation model of job crafting, work engagement, and job performance (2020, methodology): “The positive link between job crafting and work engagement has been well established in empirical research (e.g. Bakker et al., 2012, 2016; Demerouti, Bakker, & Gevers, 2015; Demerouti, Bakker, & Halbesleben, 2015; McClelland et al., 2014; Tims et al., 2012, 2013).”
La teoría de las demandas y los recursos laborales (2013, background): “Tims et al. (2012) obtuvieron apoyo a este modelo de cuatro dimensiones y elaboraron una escala compuesta por 21 ítems.”
The job crafting questionnaire: A new scale to measure the extent to which employees engage in job crafting (2013, methodology): “Only recently have findings begun to emerge that suggest job crafting is an important predictor of important employee outcomes, such as work engagement, cynicism, employability, performance ratings, and job satisfaction (Nielsen & Abildgaard, 2012; Petrou et al., 2012; Tims et al., 2012).”
Job Demands–Resources theory and self-regulation: new explanations and remedies for job burnout (2020, background): “JDR theory proposes that employees who experience work engagement (i.e., high levels of energy, dedication, and absorption) proactively try to optimize their job demands and resources through job crafting (Tims et al., 2012; Wrzesniewski & Dutton, 2001).”
Proactive personality and job performance: The role of job crafting and work engagement (2012, methodology): “Tims et al. (2012) have argued and shown that job crafting can take the form of three different types of behaviors: (a) increasing (structural or social) job resources; (b) increasing job demands/challenges; and (c) decreasing job demands.”
Review Article: How can we make organizational interventions work? Employees and line managers as actively crafting interventions (2013, background): “Recent research has confirmed the association between job crafting and employee well-being (Nielsen and Abildgaard, 2012; Tims et al., 2012).”
A Role–resource Approach–avoidance Model of Job Crafting: A Multimethod Integration and Extension of Job Crafting Theory (2017, methodology): “Work organization represents a specific task-focused form of increasing structural job resources (Tims et al., 2012).”
Explaining supervisor–subordinate guanxi and subordinate performance through a conservation of resources lens (2019, methodology): “Job crafting is defined as self-initiated job design behavior that aims to satisfy employee needs and goals by increasing available resources and reducing hindrance demands (Tims et al., 2012).”