Development and validation of the Japanese version of the team job crafting scale for nurses. Issue 2 (29th January 2021)

• Record Type: Journal Article
• Authors: Iida, Mako; Watanabe, Kazuhiro; Imamura, Kotaro; Sakuraya, Asuka; Asaoka, Hiroki; Sato, Nana; Nozawa, Kyosuke; Kawakami, Norito
• Is Part Of: Research in nursing & health. Volume 44:Issue 2(2021)
• Page Start: 329
• Page End: 343
• Publication Date: 2021-01-29
• Subjects: hospital nursing staff -- psychometrics -- team job crafting -- team nursing -- validation studies; Nursing -- Research -- Periodicals; Nursing -- Periodicals; 610.7305
• DOI: 10.1002/nur.22110
• Languages: English
• ISSNs: 0160-6891

Abstract

Abstract: Team job crafting, which refers to designing the task, relational, and cognitive aspects of a job, is thought to be beneficial for nurses working in the ward. There are no scales to assess team job crafting among nurses. This study aimed to develop and examine the reliability and validity of a scale to measure team job crafting. Based on literature reviews and interviews, potential items were created. A total of 293 nurses working on 19 wards in two hospitals in Japan were asked to complete a questionnaire twice. A series of exploratory factor analyses (EFAs) were conducted to select the final items. For convergent validity, multilevel correlations were calculated. Cronbach's α and intra‐class correlation coefficients (ICCs) were calculated for reliability. A total of 190 participants responded to the baseline survey and 152 responded to the retest. The EFAs yielded a three‐factor structure comprising 13 items. The three factors are task crafting considering the team's growth, cognitive crafting for members' respect and reflection of meaningfulness of work, and relational crafting for smooth information sharing. Cronbach's α ranged from .810 to .831, and test–retest ICCs ranged from 0.571 to 0.710. At the individual level, team job crafting had small‐to‐moderate correlations with individual levels of job crafting, job control, supervisor support, co‐worker support, job satisfaction, workplace social capital, and work engagement. The ICC of the team job crafting scores of 0.125 indicated meaningful variation across wards. At the ward‐level, nonsignificant but strong correlations were found with workplace social capital, job satisfaction, and psychological distress. This scale showed acceptable levels of reliability and validity. It would be useful in monitoring and improving team job crafting to increase team members' well‐being and performance.