Job Crafting Scale (JCS) Test

Understand how employees reshape tasks and relationships to fit their motivations in just 4 minutes. Get fast insights to boost engagement, productivity, and retention with 21 targeted items.

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Questions: 214 minutes

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08:30

October 2, 2025

October 2, 2025
Material has been updated

October 2, 2025
Material has been published

15637 views

1279 completions

1132 likes

Scale Explorer

How the Scales are Structured

example score

3/5

Reducing Hindering Job Demands (RHJD)

Measures how much an employee tries to reduce or remove excessive, stressful work demands to protect well-being and sustain performance.

Low

Moderate

High

1 – 2.08: Low | 2.09 – 3.77: Moderate | 3.78 – 5: High

A score of 3 falls in the Moderate range, suggesting occasional, situation-based efforts to lighten burdensome requirements rather than consistently reshaping workload demands.

example score

3/5

Increasing Work Task Complexity (IWTC)

Measures how strongly an employee independently increases or diversifies task complexity to stay engaged and motivated.

Low

Moderate

High

1 – 2.59: Low | 2.6 – 4.22: Moderate | 4.23 – 5: High

A score of 3 indicates a moderate tendency to seek added challenge by making tasks more complex or varied when it supports interest and growth.

example score

3/5

Increasing Social Job Resources (ISJR)

Measures how actively an employee seeks social support, feedback, and helpful connections at work to improve their working conditions.

Low

Moderate

High

1 – 2.8: Low | 2.81 – 3.47: Moderate | 3.48 – 5: High

A score of 3 indicates a moderate tendency to build social resources at work, with some initiative to seek support and feedback when needed.

example score

4/5

Increasing Structural Job Resources (ISJR)

Measures how much an employee proactively increases structural job resources such as autonomy, development opportunities, and task variety.

Low

Moderate

High

1 – 3.38: Low | 3.39 – 3.77: Moderate | 3.78 – 5: High

A score of 4 indicates a high tendency to actively seek more autonomy, learning opportunities, and varied tasks to enrich the job.

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DATA-BASED USER COHORTS

Who Usually Takes This Test?

HR and People Partners

41%OF USERS

They use it to understand how employees reshape tasks and relationships at work and to guide retention and development conversations.

Team Leads and Managers

34%OF USERS

They take it to spot where team members proactively adjust their roles and how to support autonomy and performance.

Employees in New Roles

25%OF USERS

They take it to see how they are tailoring a new job to their strengths and what changes could boost engagement.

BASED ON AGGREGATED, ANONYMIZED DATA FROM TENS OF THOUSANDS OF FREUDLY USERS.

RESULTS YOU CAN ACTUALLY USE

What You’ll See After You Finish the Test

Scale Results
— Explained Clearly

Your scores across each test scale, translated into plain, usable insights. Not just numbers, but what they actually mean for your daily life, emotional state, and overall well-being.

AI-Powered
Interpretation

A structured, clinically grounded explanation. Our AI analyzes patterns and relationships between scales to provide a coherent interpretation — without alarmist language.

Statistical
Comparison

See how you compare to others. Your scores are placed in a statistical context, showing percentiles and trends based on anonymized platform data to help you understand what`s typical.

Practical
Recommendations

Actionable guidance tailored to your profile. Receive clear, realistic suggestions you can apply immediately — focused on coping, self-regulation, and realistic next steps.

AI-Detected
Insights

Key patterns you might not notice on your own. Surfacing subtle connections in your responses that help you better understand what may be driving your current results.

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Used in 52+ countries

Benchmarking

See How You Compare

Once you finish the test, your results will be compared with real-world data from people in your country.
Below is a preview of the benchmarks we use to place your score in context.

Reduction of Burdensome Requirements (RoBR)

Average

2.5

Normal range

1.9 — 3

min.

max.

majority

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear here so you can see where you land.

Increasing the complexity of work tasks (Itcowt)

Average

2.6

Normal range

1.9 — 3.2

min.

max.

majority

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear here so you can see where you land.

Increasing Social Resources in Work (ISRiW)

Average

2.4

Normal range

1.7 — 3.2

min.

max.

majority

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear here so you can see where you land.

Increasing structural resources at work (Israw)

Average

2.7

Normal range

2.2 — 3.3

min.

max.

majority

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear here so you can see where you land.

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CLEAR ANSWERS TO COMMON QUESTIONS

Frequently Asked Questions

Any questions left?

What does this questionnaire measure?

It measures patterns of adjusting one’s work, such as changing tasks, interactions, or the meaning assigned to responsibilities. It describes how actively and in what ways work is shaped to better match personal motives and interests.

How long does it take and how many items are included?

Completion typically takes about 4 minutes. The questionnaire contains 21 items.

What instructions should be followed when responding?

Answer each item based on typical behavior at work rather than an unusual week. Select the response that best matches what is usually done.

Is there a right or wrong way to respond?

No. Results are most useful when responses are accurate and consistent with day-to-day work behavior.

How should results be interpreted and used?

Scores summarize the areas in which work adjustments are most likely to occur and the relative strength of those tendencies. Results are intended to support discussion and planning related to role design and development.

WHAT THE TEST MEASURES

About This Assessment

Job Crafting Scale (JCS) Test

arrange work behavior

This self-report measure assesses how individuals proactively modify aspects of their work role to improve fit with their preferences and motivations. The Job Crafting Scale (JCS) samples common strategies for adjusting tasks, relationships at work, and the way one cognitively frames job responsibilities.

The instrument includes 21 items and typically takes about 4 minutes to complete. It may be used in organizational research or applied settings to characterize patterns of role adaptation and to support structured discussion about employee-initiated changes. Authors: René V. Dawis and Lloyd H. Lofquist. Interpretation of the Job Crafting Scale (JCS) is generally based on the respondent’s endorsed frequency or degree of job-crafting behaviors across the represented domains.

Author: Lloyd H. Lofquist, René V. Dawis

Literature: Wrzesniewski, A., & Dutton, J. E. Crafting a job: Revisioning employees as active crafters of their work. Academy of Management Review. 2001.; Tims, M., Bakker, A. B., & Derks, D. Development and validation of the job crafting scale. Journal of Vocational Behavior. 2012.

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