When and why do individuals craft their jobs? The role of individual motivation and work characteristics for job crafting
研究开发并验证了工作重塑量表，发现个体对积极自我形象的需求和工作经验能预测工作重塑，且工作重塑与个人-工作匹配正相关。
As a proactive behavior, job crafting refers to changes in the task (cognitive, and behavioral) and social boundaries at work. This article focuses on antecedents of job crafting and the development and validation of a job crafting scale. In Study 1 ( N = 466), an exploratory factor analysis with one half of the sample ( n = 233) and a confirmatory factor analysis with the other half ( n = 233) supported a three-dimensional structure of job crafting (task crafting, relational crafting and cognitive crafting), and convergent as well as discriminant validity of job crafting, in relation to personal initiative and organizational citizenship behavior. In Study 2 ( N = 118, two points of measurement), we cross-validated the measure and demonstrated that job crafting was related to, yet distinct from, taking charge. We found that an increase in job crafting at Time 2 was predicted by need for positive self-image (Time 1), as well as by work experience (Time 1). Need for human connection (Time 1) was related to job crafting at Time 2 when self-efficacy was high. Moreover, there was evidence that job crafting as self-oriented behavior related positively to person–job fit. Implications for future research are discussed.