Table of Contents
| Category | Details |
|---|---|
| Description | The Approach-Avoidance Job Crafting Scale (AAJCS; Lopper, Horstmann, & Hoppe, 2024) is a measure developed to assess job crafting dimensions. Building on the hierarchical structure of job crafting by Zhang & Parker (2019), the scale was developed using a deductive approach. A pool of 80 items was generated, and after cognitive interviews with employees and factor analysis, 40 items across 8 dimensions were finalized. The scale evaluates both approach and avoidance aspects of job crafting. |
| Author | Lopper, Elisa; Horstmann, Kai T.; Hoppe, Annekatrin |
| Author Identifier | Lopper, Elisa: ORCID |
| Purpose | To assess job crafting dimensions among employees. |
| Construct | Approach-Avoidance Job Crafting |
| Instrument Type | Inventory/Questionnaire |
| Test Year | 2024 |
| Format | Items are rated using a 5-point scale (1 = totally disagree; 5 = totally agree). |
| Administration Method | Electronic |
| Number of items | 40 |
| Factors and Subscales | Approach behavioral resources crafting; Approach behavioral demands crafting; Approach cognitive resources crafting; Approach cognitive demands crafting; Avoidance behavioral resources crafting; Avoidance behavioral demands crafting; Avoidance cognitive resources crafting; Avoidance cognitive demands crafting. |
| Reliability | Internal consistency: α=.93 (95% CI=[.92, .94]) (ω=.95) for avoidance crafting to α=.94 (95% CI=[.93, .95]) (ω=.95) for approach crafting. Test–retest reliability: rtt = .76 for approach crafting and rtt = .57 for avoidance crafting. |
| Validity | Construct validity: Strong correlation with approach-oriented strategies for approach crafting and avoidance-oriented strategies for avoidance crafting. Criterion validity: Approach crafting positively related to work engagement and performance, while avoidance crafting negatively related. Incremental validity: Approach crafting and avoidance crafting exhibited incremental validity in predicting work engagement and performance. |
| Factor Analysis | Confirmatory Factor Analysis (CFA) resulted in the removal of 8 problematic items, leaving 40 items. The final model showed good fit indices confirming factorial validity. |
| Test Methodology | Test Validity; Construct Validity; Convergent Validity; Criterion Validity; Discriminant Validity; Test Reliability; Internal Consistency; Test-Retest Reliability; Factor Analysis; Confirmatory Factor Analysis; Structural Equation Modeling |
| Keywords | Approach Behavioral Demands Crafting; Approach Behavioral Resources Crafting; Approach Cognitive Demands Crafting; Approach Cognitive Resources Crafting; Avoidance Behavioral Demands Crafting; Avoidance Behavioral Resources Crafting; Avoidance Cognitive Demands Crafting; Avoidance Cognitive Resources Crafting; Factorial Validity; Incremental Validity; Job Crafting |
| Population Group | Human; Male; Female |
| Population Details | Location: Germany; Respondents: Employees |
| Files | No file is available for download. |
| Commercial | No |
| Fee | No |
| Language Present | English |
| Source Used | Lopper, E., Horstmann, K. T., & Hoppe, A. (2024). The Approach‐Avoidance Job Crafting Scale: Development and validation of a measurement of the hierarchical structure of job crafting. Applied Psychology: An International Review, 73(1), 93–134. https://doi.org/10.1111/apps.12466 |
| Correspondence Address | Lopper, Elisa: Humboldt-Universität zu Berlin, Department of Psychology, Unter den Linden 6, Berlin, Germany, 10099, [email protected] |
Approach-Avoidance Job Crafting Scale
Note
Items are rated using a 5-point scale, which ranged from 1 = totally disagree to 5 = totally agree. This English version (translated from German) was not validated in Lopper, Horstmann, and Hoppe (2024).
Dimensions, Items, and Scoring
| Dimension | Item | Scale |
| 1. Approach Behavioral Resources Crafting | I actively develop relationships with other people (e.g., colleagues, superiors, customers) at work. | 1 (Totally Disagree) – 5 (Totally Agree) |
| I ask for feedback on the outcomes of my work. | 1 (Totally Disagree) – 5 (Totally Agree) | |
| I try to work with people (e.g., colleagues, customers) with whom I get on well. | 1 (Totally Disagree) – 5 (Totally Agree) | |
| I look for tasks that enable me to use my skills. | 1 (Totally Disagree) – 5 (Totally Agree) | |
| I look for tasks that help me to advance professionally. | 1 (Totally Disagree) – 5 (Totally Agree) | |
| 2. Approach Behavioral Demands Crafting | I look for new tasks when I don’t have much to do. | 1 (Totally Disagree) – 5 (Totally Agree) |
| I voluntarily take on additional tasks at work. | 1 (Totally Disagree) – 5 (Totally Agree) | |
| I invest additional time and effort to do tasks better. | 1 (Totally Disagree) – 5 (Totally Agree) | |
| I actively seek challenges at work. | 1 (Totally Disagree) – 5 (Totally Agree) | |
| I voluntarily take on more responsibility at work. | 1 (Totally Disagree) – 5 (Totally Agree) | |
| 3. Approach Cognitive Resources Crafting | I can see how my tasks help me to advance professionally. | 1 (Totally Disagree) – 5 (Totally Agree) |
| I am aware that my tasks are important for society. | 1 (Totally Disagree) – 5 (Totally Agree) | |
| I consciously perceive that I develop myself by working together with people (e.g., colleagues, superiors, customers). | 1 (Totally Disagree) – 5 (Totally Agree) | |
| I can see how important my work is in my life. | 1 (Totally Disagree) – 5 (Totally Agree) | |
| 4. Approach Cognitive Demands Crafting | I concentrate on the positive aspects of my work. | 1 (Totally Disagree) – 5 (Totally Agree) |
| I perceive difficult tasks as a positive challenge. | 1 (Totally Disagree) – 5 (Totally Agree) | |
| I am aware that difficult tasks help me to advance professionally. | 1 (Totally Disagree) – 5 (Totally Agree) | |
| I consider a high degree of responsibility at work to be motivating. | 1 (Totally Disagree) – 5 (Totally Agree) | |
| I am aware that tough decisions help me to advance professionally. | 1 (Totally Disagree) – 5 (Totally Agree) | |
| I consciously perceive that I also do tasks better under time pressure. | 1 (Totally Disagree) – 5 (Totally Agree) | |
| 5. Avoidance Behavioral Resources Crafting | I spend less time working on tasks that don’t really interest me. | 1 (Totally Disagree) – 5 (Totally Agree) |
| I carry out tasks that do not help me to advance professionally with less enthusiasm. | 1 (Totally Disagree) – 5 (Totally Agree) | |
| I pass on tasks that involve less responsibility. | 1 (Totally Disagree) – 5 (Totally Agree) | |
| I give a low priority to tasks if I think I won’t get feedback on them. | 1 (Totally Disagree) – 5 (Totally Agree) | |
| I invest less time in tasks that don’t require me to use my skills. | 1 (Totally Disagree) – 5 (Totally Agree) | |
| 6. Avoidance Behavioral Demands Crafting | I put tasks that I find too demanding to the bottom of the pile. | 1 (Totally Disagree) – 5 (Totally Agree) |
| I give away tasks that I don’t like. | 1 (Totally Disagree) – 5 (Totally Agree) | |
| I postpone tasks that I consider unnecessary. | 1 (Totally Disagree) – 5 (Totally Agree) | |
| I pass on tasks that potentially involve clashes with persons (e.g., colleagues, superiors, customers). | 1 (Totally Disagree) – 5 (Totally Agree) | |
| I get tasks that require me to make tough decisions done faster. | 1 (Totally Disagree) – 5 (Totally Agree) | |
| 7. Avoidance Cognitive Resources Crafting | I try to avoid thinking about tasks that don’t require me to make decisions. | 1 (Totally Disagree) – 5 (Totally Agree) |
| I take mental distance from tasks that do not help me to advance professionally. | 1 (Totally Disagree) – 5 (Totally Agree) | |
| I try to waste little thought on tasks for which I don’t get any support. | 1 (Totally Disagree) – 5 (Totally Agree) | |
| I don’t take tasks seriously where I can’t use my skills. | 1 (Totally Disagree) – 5 (Totally Agree) | |
| I try to avoid thinking about tasks that don’t enable me to advance professionally. | 1 (Totally Disagree) – 5 (Totally Agree) | |
| 8. Avoidance Cognitive Demands Crafting | I take mental distance from tasks that put an emotional strain on me. | 1 (Totally Disagree) – 5 (Totally Agree) |
| I rarely think of tasks I don’t like. | 1 (Totally Disagree) – 5 (Totally Agree) | |
| I try to avoid thinking about tasks that require me to make tough decisions. | 1 (Totally Disagree) – 5 (Totally Agree) | |
| I rarely think about the fact that I also work with difficult people (e.g., difficult colleagues, superiors, customers). | 1 (Totally Disagree) – 5 (Totally Agree) | |
| I take mental distance from stressful tasks. | 1 (Totally Disagree) – 5 (Totally Agree) |
Cite this article
Mohammed looti (2026). Approach-Avoidance Job Crafting Scale. PSYCHOLOGICAL SCALES. Retrieved from https://scales.arabpsychology.com/s/approach-avoidance-job-crafting-scale/
Mohammed looti. "Approach-Avoidance Job Crafting Scale." PSYCHOLOGICAL SCALES, 4 Apr. 2026, https://scales.arabpsychology.com/s/approach-avoidance-job-crafting-scale/.
Mohammed looti. "Approach-Avoidance Job Crafting Scale." PSYCHOLOGICAL SCALES, 2026. https://scales.arabpsychology.com/s/approach-avoidance-job-crafting-scale/.
Mohammed looti (2026) 'Approach-Avoidance Job Crafting Scale', PSYCHOLOGICAL SCALES. Available at: https://scales.arabpsychology.com/s/approach-avoidance-job-crafting-scale/.
[1] Mohammed looti, "Approach-Avoidance Job Crafting Scale," PSYCHOLOGICAL SCALES, vol. X, no. Y, ص Z-Z, April, 2026.
Mohammed looti. Approach-Avoidance Job Crafting Scale. PSYCHOLOGICAL SCALES. 2026;vol(issue):pages.