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 0.000 which is less
relevant ways. as well as change than .001. Bartletts Test of Sphericity
employee performance. It is an can be rejected because its smaller than
individual ’s job design approach that .001 It actually says there no
comprises of certain active job-change hypothesis in Bartletts test of
tactics. Sphericity is that the two variables here
job crafting and 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.