Hui Cheng1, Yongxia Ding1, Binquan Wang2. 1. Nursing College of Shanxi Medical University, Taiyuan, China. 2. Department of Otolaryngology, Head and Neck Surgery, The First Hospital, Shanxi Medical University, Taiyuan, China.
Abstract
PURPOSE: To verify the reliability and validity of the Job Crafting Scale among nurses in Chinese public hospitals. BACKGROUND: Job crafting is an important organisational variable for medical institutions. Although the Japanese and Spanish versions of the Job Crafting Scale are available, this scale has not been validated in Chinese nurses. METHODS: A convenience sample of 2,095 registered hospital nurses was recruited from 25 provinces in mainland China from June 2019 to July 2019. Descriptive analyses were performed. Reliability and correlation analyses, exploratory factor analyses and confirmatory factor analyses of data collected using the Chinese version of the Job Crafting Scale were also conducted. FINDINGS: The Chinese version of the Job Crafting Scale has good validity and reliability. The goodness-of-fit indices for confirmatory factor analysis were acceptable (CFI = 0.933, NFI = 0.927, TLI = 0.920, IFI = 0.933). The Cronbach α coefficient for the total scale was .920, and the coefficients for each dimension of this scale were between .804 and .894. CONCLUSION: The Chinese version of the Job Crafting Scale has good reliability and validity, which supports its use as an effective tool to measure the working level of job crafting among nurses in public hospitals in China. IMPLICATIONS FOR NURSING MANAGEMENT: Nurse managers may use reliable and effective tools, including the Chinese version of the Job Crafting Scale, to determine the level of job crafting at their institutions and to develop effective interventions to improve it.
PURPOSE: To verify the reliability and validity of the Job Crafting Scale among nurses in Chinese public hospitals. BACKGROUND: Job crafting is an important organisational variable for medical institutions. Although the Japanese and Spanish versions of the Job Crafting Scale are available, this scale has not been validated in Chinese nurses. METHODS: A convenience sample of 2,095 registered hospital nurses was recruited from 25 provinces in mainland China from June 2019 to July 2019. Descriptive analyses were performed. Reliability and correlation analyses, exploratory factor analyses and confirmatory factor analyses of data collected using the Chinese version of the Job Crafting Scale were also conducted. FINDINGS: The Chinese version of the Job Crafting Scale has good validity and reliability. The goodness-of-fit indices for confirmatory factor analysis were acceptable (CFI = 0.933, NFI = 0.927, TLI = 0.920, IFI = 0.933). The Cronbach α coefficient for the total scale was .920, and the coefficients for each dimension of this scale were between .804 and .894. CONCLUSION: The Chinese version of the Job Crafting Scale has good reliability and validity, which supports its use as an effective tool to measure the working level of job crafting among nurses in public hospitals in China. IMPLICATIONS FOR NURSING MANAGEMENT: Nurse managers may use reliable and effective tools, including the Chinese version of the Job Crafting Scale, to determine the level of job crafting at their institutions and to develop effective interventions to improve it.