Literature review Findings

From the literature review we see that Even though, when we analyze
through a process known as "job statistical data using the KMO and
crafting," employees reframe and Bartlett's tests, we obtain the
restructure their job designs in self - significant value is less than definite
relevant ways. as well as change value. In findings Bartletts Test of
employee performance. It is an Sphericity can be rejected because the
individual ’s job design approach that value is smaller than definite value. It
comprises of certain active job-change actually says there no hypothesis in
tactics. We found no relationship Bartletts test of Sphericity is that the
between job crafting and employee two variables here job crafting and
performance in our findings. employee performance are not
correlated with each other. There is no
correlation at all.
Similarly, "Employee performance is Once the null hypothesis is rejected by
defined as how an employee does and the Bartletts sphericity test, it indicates
does not do. Employee performance
that the independence axis job crafting
incorporates output quality and
quantity, presence at work, and the dependent axis employee
accommodating and helpful
performance are correlated. This
disposition, and output timeliness, as
well as Employees modify their job indicates that job crafting has an
characteristics on their own initiative, impact on employee performance.
which effectively constitutes
independent action, which is one of the
primary elements of job crafting. On
the other hand, we found the impact of
job crafting on an employee's
performance through our findings.