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| Job Crafting Scale× | Utrecht skala radnog angažmana× | |
|---|---|---|
| Oblast≠ | Organizaciono ponašanje | Socijalna psihologija |
| Porodica≠ | Latent structure | Process / pipeline |
| Godina nastanka≠ | 2001 | 2002 |
| Tvorac≠ | Amy Wrzesniewski & Jane Dutton; Maria Tims, Arnold Bakker & Daantje Derks | Wilmar Schaufeli, Arnold Bakker, and Marisa Salanova |
| Tip≠ | Proactive work-redesign measurement scale | Occupational well-being and engagement scale |
| Temeljni izvor≠ | Wrzesniewski, A., & Dutton, J. E. (2001). Crafting a job: Revisioning employees as active crafters of their work. Academy of Management Review, 26(2), 179-201. DOI ↗ | Schaufeli, W. B., Salanova, M., González-Romá, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3(1), 71–92. DOI ↗ |
| Drugi nazivi≠ | JCS, Job Crafting Questionnaire, Tims-Bakker-Derks Job Crafting Scale, JD-R Job Crafting Measure | UWES, Work Engagement Scale, Schaufeli Work Engagement |
| Srodne | 3 | 3 |
| Sažetak≠ | The Job Crafting Scale measures the proactive, self-initiated changes employees make to their own jobs, a construct introduced by Amy Wrzesniewski and Jane Dutton in 2001. Where classic work-design theory treated jobs as fixed structures handed down by managers, job crafting reframes employees as active agents who reshape the task, relational, and cognitive boundaries of their work to make it more meaningful and engaging. The most widely used psychometric instrument, the Job Crafting Scale of Maria Tims, Arnold Bakker, and Daantje Derks (2012), operationalizes crafting within the Job Demands-Resources framework as four behaviors: increasing structural resources, increasing social resources, increasing challenging demands, and decreasing hindering demands. The scale yields a validated, multidimensional self-report measure whose factor structure and reliability have been established across samples and languages. It has become the standard tool for studying how bottom-up job redesign relates to engagement, performance, and well-being. | The Utrecht Work Engagement Scale (UWES) is a 17-item instrument measuring work engagement—a positive, fulfilling psychological state characterized by vigor, dedication, and absorption in work. Developed by Wilmar Schaufeli and colleagues in 2002, the UWES operationalizes engagement as the positive antipode to burnout, reflecting energetic involvement, strong commitment, and deep focus in occupational tasks. The scale has become the standard measure for assessing work engagement in organizational research and occupational health. |
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