We present the conceptualization and validation of the Needs-Based Job Crafting Scale (NJCS), a new assessment tool theoretically grounded in the Identity-Based Integrative Needs Model of Crafting and DRAMMA psychological needs (detachment, relaxation, autonomy, mastery, meaning, and affiliation). The article is composed of three studies. In Study 1, we develop the NJCS and test its factorial structure using a cross-sectional sample of Finnish employees (N = 578). In Study 2, we validate the factor structure and test the scale for measurement invariance across time with longitudinal samples from Finland (N = 578) and Japan (N = 228). In Study 3, we examine the convergent, criterion, and incremental validity using a sample of German and Swiss employees (N = 1,101). The results confirm a six-factor structure of the scale as defined by the detachment, relaxation, autonomy, mastery, meaning, and affiliation needs in all three samples. The NJCS showed convergent validity when correlated with the conceptually related Needs-Based Off-Job Crafting Scale (NOCS), a job crafting scale based on the job demands-resources (JD-R) model, and the Proactive Personality Scale. Further, the six job crafting dimensions explain a large amount of variance in work engagement, job satisfaction, burnout, and psychological needs satisfaction; thus, supporting criterion validity of the scale. Finally, the NJCS explains variance beyond the existing JD-R based job crafting scale in work engagement, job satisfaction, burnout, and recovery experiences; thus, supporting incremental validity of the NJCS. Together with the existing NOCS, the NJCS facilitates the examination of crafting dynamics within and across work and nonwork life domains, applying a shared theoretical framework of psychological needs. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

中文翻译：

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基于需求的工作塑造：基于心理需求验证新量表。


我们提出了基于需求的工作塑造量表（NJCS）的概念化和验证，这是一种新的评估工具，理论上基于基于身份的综合需求模型和 DRAMMA 心理需求（分离、放松、自主、掌握、意义和联系）。本文由三项研究组成。在研究 1 中，我们开发了 NJCS 并使用芬兰员工的横截面样本 (N = 578) 测试其因子结构。在研究 2 中，我们使用来自芬兰 (N = 578) 和日本 (N = 228) 的纵向样本验证了因子结构并测试了量表随时间的测量不变性。在研究 3 中，我们使用德国和瑞士员工样本 (N = 1,101) 检验收敛效度、标准效度和增量效度。结果证实了量表的六因素结构，由所有三个样本中的分离、放松、自主、掌握、意义和归属需求定义。当与概念上相关的基于需求的非工作重塑量表（NOCS）、基于工作需求资源（JD-R）模型的工作重塑量表和主动人格量表相关时，NJCS 显示出收敛效度。此外，六个工作塑造维度解释了工作投入、工作满意度、倦怠和心理需求满足方面的大量差异；因此，支持量表的标准有效性。最后，NJCS 解释了现有的基于 JD-R 的工作塑造量表在工作投入、工作满意度、倦怠和恢复体验方面的差异；因此，支持 NJCS 的增量有效性。 NJCS 与现有的 NOCS 一起，应用共同的心理需求理论框架，促进工作和非工作生活领域内和跨工作和非工作生活领域的手工动态检查。 （PsycInfo 数据库记录 (c) 2024 APA，保留所有权利）。