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Aryanti, Ratih Devi, Erita Yuliasesti Diah Sari, and Herlina Siwi Widiana. "APLIKASI MODEL RASCH PADA SKALA WORK ENGAGEMENT (UTRECHT WORK ENGAGEMENT SCALE)." Jurnal Psikologi Integratif 8, no. 2 (2021): 61. http://dx.doi.org/10.14421/jpsi.v8i2.2108.
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Karyawan yang memiliki work engagement akan memberikan kinerja terbaiknya bagi organisasi dan hal tersebut merupakan dampak yang sangat positif bagi organisasi. Schaufeli dan Bakker (2003) mengembangkan instrumen untuk mengukur work engagement dengan nama Utrecht Work Engagement Scale (UWES). Di Indonesia, penelitian sebelumnya menganalisis skala work engagement (Utrecht Work Engagement Scale) dengan menggunakan analisis faktor, namun belum ada yang menggunakan pemodelan Rasch untuk menguji instrumen Utrecht Work Engagement Scale (UWES). Penelitian ini bertujuan untuk menguji instrumen Utrecht Work Engagement Scale (UWES) menggunakan model Rasch. Subjek penelitian adalah 126 pekerja yang tersebar di daerah Jawa dan Nusa Tenggara. Berdasarkan hasil analisis menggunakan program Winsteps, didapatkan 16 aitem (dari 18 aitem) yang memenuhi tingkat kesesuaian butir-model, dengan koefisien reliabilitas alpha 0,93. Secara keseluruhan, dapat disimpulkan bahwa instrumen instrumen Utrecht Work Engagement Scale (UWES) ini memiliki properti psikometris yang baik sehingga dapat digunakan untuk penelitian.
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Aryanti, Ratih Devi, Erita Yuliasesti Diah Sari, and Herlina Siwi Widiana. "Aplikasi Model Rasch pada Skala Work Engagement (Utrecht Work Engagement Scale)." Jurnal Psikologi Integratif 8, no. 2 (2020): 1. http://dx.doi.org/10.14421/jpsi.v8i2.2037.
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Karyawan yang memiliki work engagement akan memberikan kinerja terbaiknya bagi organisasi dan hal tersebut merupakan dampak yang sangat positif bagi organisasi. Schaufeli dan Bakker (2003) mengeluarkan instrumen untuk mengukur work engagement dengan nama skala tersebut adalah Utrecht Work Engagement Scale (UWES). Di Indonesia, penelitian sebelumnya menganalisis skala work engagement (Utrecht Work Engagement Scale) dengan menggunakan analisis faktor, namun belum ada yang menggunakan pemodelan Rasch untuk menguji instrumen Utrecht Work Engagement Scale (UWES). Penelitian ini bertujuan untuk menguji instrumen Utrecht Work Engagement Scale (UWES) menggunakan model Rasch. Subjek penelitian adalah 126 pekerja yang tersebar di daerah Jawa dan Nusa Tenggara. Berdasarkan hasil analisis menggunakan program Winsteps, didapatkan 16 aitem (dari 18 aitem) yang memenuhi tingkat kesesuaian butir-model, dengan koefisien reliabilitas alpha 0,93. Secara keseluruhan, dapat disimpulkan bahwa instrumen instrumen Utrecht Work Engagement Scale (UWES) ini memiliki properti psikometris yang baik sehingga dapat digunakan untuk penelitian.
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Shahrazad Wan Sulaiman, Wan, and Nur Aisyah Zahoni. "Validation of the Utrecht Work Engagement Scale (UWES) in the Malaysian Context." International Journal of Social Science and Humanity 6, no. 9 (2016): 672–76. http://dx.doi.org/10.7763/ijssh.2016.v6.672-676.
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Vîrgă, Delia, Cătălina Zaborilă, Coralia Sulea, and Laurențiu Maricuțoiu. "Roumanian adaptation of Utrecht Work Engagement Scale: The examination of validity and reliability." Psihologia Resurselor Umane 7, no. 1 (2020): 58–74. http://dx.doi.org/10.24837/pru.v7i1.402.
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The purpose of this study was to validate the Romanian version of Utrecht Work Engagement Scale (UWES-R). The study was developed in three phases: (1) adaptation for Romanian language of Utrecht Work Engagement Scale (17 item version and 9 item version) (Shaufeli & Bakker, 2003); (2) a comparative analysis of the two scales; (3) a validity analysis for UWES-9 on Romanian population. The factor structure for the two scales was tested using confirmatory factor analysis. The results indicate that the fit indices for UWES-17 are lower than for UWES-9. The comparative analysis of the results indicate that UWES-9 is, generally, more adequate to be used in Romanian organizations. The internal consistency of the UWES-9 scales have values between .70 and .80 and the consistency for the unique factor is almost .90 that suggests a better adequacy for the single factor model. The construct validity analysis shows that work engagement is related to personality dimensions, organizational citizenship and counterproductive work behaviors, organizational justice and job content aspects. The results support the reliability and validity aspects for the tested instrument.
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Gusy, Burkhard, Tino Lesener, and Christine Wolter. "Measuring Well-Being With the Utrecht Work Engagement Scale – Student Form." European Journal of Health Psychology 26, no. 2 (2019): 31–38. http://dx.doi.org/10.1027/2512-8442/a000027.
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Abstract. Our study introduces a 9-item and an ultra-short 3-item version of the Utrecht Work Engagement Scale – Student Form (UWES-SF). Using data from German university students ( N = 2,620), our aim was to validate the factorial structure of the UWES-9-SF and to investigate the reliability and validity of an ultra-short measure – the UWES-3-SF. Confirmatory factor analyses (CFA) confirmed the three-factor structure of the 9-item version (CFI = .95; SRMR = .033, RMSEA = .088), the internal consistencies of the sub-scales were satisfactory. The ultra-short version with three items (one of each dimension) also proved to be a reliable indicator of student engagement with a Cronbach’s α of .86. Construct validity with similar and opposite constructs (burnout, satisfaction with life, subjective health, depressive symptoms, challenging study demands) was successfully proven for both measures as well as for the sub-scales of the UWES-9-SF. The German short and ultra-short versions of the UWES-SF with nine and three items, respectively, are valid and reliable measures to assess student engagement.
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de Bruin, Gideon P., and Carolina M. Henn. "Dimensionality of the 9-Item Utrecht Work Engagement Scale (UWES-9)." Psychological Reports 112, no. 3 (2013): 788–99. http://dx.doi.org/10.2466/01.03.pr0.112.3.788-799.
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Despite wide-spread use, questions remain about the dimensionality of the 9-item Utrecht Work Engagement Scale (UWES-9). Theoretical underpinnings of the UWES-9 point toward a hierarchical structure with a general factor and three group or primary factors: Dedication, Vigor, and Absorption. To date, researchers have failed to model the general factor, which contributes to the lack of consensus about the dimensionality of the scale. Bi-factor analysis was used to demonstrate the presence of a very strong general factor and, in comparison, two weak group factors. The results shed additional light on the meaning of the work engagement construct. The implications for research with the UWES-9 are discussed.
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Balducci, Cristian, Franco Fraccaroli, and Wilmar B. Schaufeli. "Psychometric Properties of the Italian Version of the Utrecht Work Engagement Scale (UWES-9)." European Journal of Psychological Assessment 26, no. 2 (2010): 143–49. http://dx.doi.org/10.1027/1015-5759/a000020.
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Work engagement may be defined as a positive, fulfilling, work-related psychological state characterized by the dimensions of vigor, dedication, and absorption. In this study, the psychometric properties of the Italian version of the Utrecht Work Engagement Scale (UWES-9) were investigated by using two samples of Italian (n = 668) and Dutch (n = 2213) white-collar employees. In addition to reliability analyses, we also conducted a series of multiple-group confirmatory factor analyses of the UWES-9. The validity of the UWES-9 was investigated by studying its correlations with the Job-Related Affective Well-Being Scale (JAWS) and with a measure of work performance. Results showed that a three-factor solution of the UWES-9 is invariant across the Italian and Dutch samples, with data supporting factor variance and covariance invariance in addition to metric invariance. Internal consistencies of the vigor, dedication, and absorption scales are good. The UWES-9 and its subscales show significant correlations in the expected direction with the JAWS and with work performance. The Italian version of the UWES-9 behaves consistently with its original Dutch version and may be used for future studies of work engagement.
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Littman-Ovadia, Hadassah, and Cristian Balducci. "Psychometric Properties of the Hebrew Version of the Utrecht Work Engagement Scale (UWES-9)." European Journal of Psychological Assessment 29, no. 1 (2013): 58–63. http://dx.doi.org/10.1027/1015-5759/a000121.
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Work engagement may be defined as a positive and fulfilling psychological state associated with both affective response and mental arousal. This study investigated the psychometric properties of the Hebrew version of the Utrecht Work Engagement Scale (UWES-9) by using a sample of Israeli (N = 252) white-collar employees. We conducted a series of confirmatory factor analyses of the UWES-9 in addition to the customary reliability analyses and found that a three-factor solution of the UWES-9 best fit the data and confirmed the dimensions of vigor, dedication, and absorption associated with work engagement. The reliability coefficients of consistency were high. The validity of the UWES-9 was confirmed by its correlations with Job-Intrinsic and Job-Extrinsic Satisfaction (MSQ-SF; Minnesota Satisfaction Questionnaire Short Form). The Hebrew version of the UWES-9 administered to Israelis shares the same psychometric properties reported for the original Dutch version and suggests a transnational, translinguistic, and transcultural validity.
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Breevaart, Kimberley, Arnold B. Bakker, Evangelia Demerouti, and Jörn Hetland. "The Measurement of State Work Engagement." European Journal of Psychological Assessment 28, no. 4 (2012): 305–12. http://dx.doi.org/10.1027/1015-5759/a000111.
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While diary studies have gained in popularity, the validity of the measures utilized in such studies remains an underresearched issue. This study examines the factor structure of the Utrecht Work Engagement Scale (UWES) on both between-person (trait) and within-person (state) levels. A multilevel confirmatory factor analysis was performed to confirm that the between-level factor structure also operates on the within-level. Data from 271 employees who filled in a state version of the UWES on five consecutive days were used to perform the analysis. Results showed that the UWES can be used to measure both trait and state work engagement. The three-factor multilevel model appeared to best fit the data. Implications for future research on engagement are discussed.
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Lazauskaitė-Zabielskė, Jurgita, Ieva Urbanavičiūtė, and Rita Rekašiūtė Balsienė. "The Structure of Work Engagement." European Journal of Psychological Assessment 36, no. 4 (2020): 601–11. http://dx.doi.org/10.1027/1015-5759/a000545.
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Abstract. The aim of this study was to validate the Lithuanian version of the Utrecht Work Engagement Scale (UWES-17), developed by Schaufeli and Bakker (2003) , and the newly developed UWES-3 ( Schaufeli et al., 2019 ). The data were derived from a sample of Lithuanian employees that was surveyed longitudinally. At Time 1, a total of 475 employees were surveyed. At Time 2, 166 employees completed the survey for a second time. Confirmatory factor analyses provided more support for unidimensional solution of the UWES-17. Moreover, the internal consistency of both versions was sufficiently high (α varied between .76 and .90), and the test-retest reliability with an interval of 8 months was .70 and .69 for the long and the ultra-short version respectively. Furthermore, the one-factor structure of the UWES-17 and UWES-3 was invariant across job status and time. Finally, as expected, the correlation analysis showed work engagement to be positively related to job resources. Based on the Lithuanian employee sample, this study replicates previous findings on the dimensionality of work engagement as measured by the UWES and adds evidence on the validity of its scores. In this way, it contributes to international effort aimed at studying this construct and validating its measures.
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Kristiana, Ika Febrian, Fajrianthi Fajrianthi, and Urip Purwono. "ANALISIS RASCH DALAM UTRECHT WORK ENGAGEMENT SCALE-9 (UWES-9) VERSI BAHASA INDONESIA." Jurnal Psikologi 17, no. 2 (2019): 204. http://dx.doi.org/10.14710/jp.17.2.204-217.
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Using a scale in different cultural contexts requires an adaptation process for the sake of fair comparison between obtained scores. The 9-item version of Utrecht Work Engagement Scale (UWES-9) has been adapted in various countries but Indonesia. This study aimed to make a scale adaptation of the UWES-9 in Indonesia. A hundred teachers of inclusive schools in Solo, Semarang, Surabaya, and Malang were involved as participants. Data were collected both online and paper-based. Confirmatory Factor Analysis (CFA) and Rasch test were used to analyze the data. Result showed that the UWES-9 had high values of: overall person and item interaction (α= .85); person reliability (= .71); and item reliability (= .95). The person measure value (=1.65 logit) and separation value 1.57 indicated two respondent groups based on the degree of work engagement. The item 5 had outfit value MNSQ > 14, meaning that it was unfit. Some items were found biased toward teaching duration in inclusive school. Internal structure analysis using CFA showed that UWES-9 is a unidimensional instrument with established goodness of fit value (RMSEA = .049; CFI, NFI, & GFI > .95). To conclude, UWES-9 has adequate psychometric properties, so it can be used for research or assessment.
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Merino-Soto, César, Milagros Lozano-Huamán, Sadith Lima-Mendoza, Gustavo Calderón de la Cruz, Arturo Juárez-García, and Filiberto Toledano-Toledano. "Ultrashort Version of the Utrecht Work Engagement Scale (UWES-3): A Psychometric Assessment." International Journal of Environmental Research and Public Health 19, no. 2 (2022): 890. http://dx.doi.org/10.3390/ijerph19020890.
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The objective was to determine the validity of the UWES-3, an ultrashort measure of work engagement lacking evidence in Hispanic populations. In total, 200 workers with heterogeneous positions and careers from Metropolitan Lima were enrolled via nonprobabilistic sampling. The UWES-3 and measures of external variables (work accidents, stress overload, and others) were used. Data were collected through a web platform. Items were analysed, nonparametric response theory methods (Mokken scale analysis and Ramsay curves) were applied to the items, and ordinal and linear regression were used to determine the relationships with external variables. The items had statistically similar distributional properties and monotonic associations with external variables but with fewer functional response options. The UWES-3 complied with the monotonic homogeneity model and invariant ordering of items; the scaling of the items, score (greater than 0.80), and reliability (0.94) were high. With the effects of age and sex controlled, the UWES-3 significantly predicted minor accidents at work and job satisfaction and revealed effects of stress overload and perceived efficacy. The theoretical implications of the UWES-3 as a brief unidimensional measure integrating the three original dimensions of the instrument and the practical implications of its use for research and professional practice are discussed.
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Lathabhavan, Remya, Senthil Arasu Balasubramanian, and Thamaraiselvan Natarajan. "A psychometric analysis of the Utrecht Work Engagement Scale in Indian banking sector." Industrial and Commercial Training 49, no. 6 (2017): 296–302. http://dx.doi.org/10.1108/ict-04-2017-0031.
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Purpose The purpose of this paper is to study the psychometric properties of different versions of Utrecht Work Engagement Scale (UWES) in the Indian context in terms of factorial validity, scale reliability, descriptive statistics and construct validity. Design/methodology/approach The data collected through a cross-sectional survey among 467 women employees from banking sector in India and structural equation modeling has been performed for the analysis. Findings Confirmatory factor analysis revealed a better fit for the three-factor model of UWES-9 than the other versions. Work engagement is positively related to in-role performance and negatively related to turnover intention. Research limitations/implications The study recommends further longitudinal studies in this area. Practical implications More studies and practical investigations can be conducted in organizations, academics and societies since the current study explored the appropriate version of UWES in the Indian context. Originality/value This is a key study which analyses psychometric properties of UWES in Indian banking sector by considering all its versions.
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Naudé, JLP, and S. Rothmann. "The validation of the Utrecht work engagement scale for emergency medical technicians in Gauteng." South African Journal of Economic and Management Sciences 7, no. 3 (2004): 459–68. http://dx.doi.org/10.4102/sajems.v7i3.1356.
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The objectives of this study were to validate the Utrecht Work Engagement Scale (UWES) for emergency medical technicians in the Gauteng Province of South Africa and to determine its construct equivalence and bias for different language groups. A cross-sectional survey design was used with a convenient sample (N = 318) of emergency medical technicians in Gauteng. The UWES and a biographical questionnaire were administered. A two-factor model of work engagement, consisting of Vigour/Dedication and Absorption was found. Exploratory factor analysis with target rotations confirmed the construct equivalence of the work engagement construct for white and black employees.
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Hallberg, Ulrika E., and Wilmar B. Schaufeli. "“Same Same” But Different?" European Psychologist 11, no. 2 (2006): 119–27. http://dx.doi.org/10.1027/1016-9040.11.2.119.
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The present study investigates whether work engagement (measured by the Utrecht Work Engagement Scale; UWES) could be empirically separated from job involvement and organizational commitment. In addition, psychometric properties of the Swedish UWES were investigated. Discriminant validity of the UWES was tested through inspection of latent intercorrelations between the constructs, confirmatory factor analyses, and patterns of correlations with other constructs (health complaints, job and personal factors, and turnover intention) in a sample of Information Communication Technology consultants (N = 186). Conclusion: Work engagement, job involvement, and organizational commitment are empirically distinct constructs and, thus, reflect different aspects of work attachment. The internal consistency of the Swedish UWES was satisfactory, but the dimensionality was somewhat unclear.
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Vazquez, Ana Claudia Souza, Emília dos Santos Magnan, Juliana Cerentini Pacico, Claudio Simon Hutz, and Wilmar B. Schaufeli. "Adaptation and Validation of the Brazilian Version of the Utrecht Work Engagement Scale." Psico-USF 20, no. 2 (2015): 207–17. http://dx.doi.org/10.1590/1413-82712015200202.
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<p>Engagement at work is a positive mental and dispositional state characterized by Vigor, Dedication and Concentration. The aim of this study was to adapt and get evidence of validity for the Brazilian version of the utrecht work engagement scale (UWES). Participated in the study 1167 workers between 18 and 70 years (M = 36.8, SD = 10.3) in the Brazilian regions. Studies to establish content and construct validity with the 17- item and the 9- item scales were performed. Exploratory and confirmatory factor analyzes showed that the best solution is unifactorial. Internal consistency was high. Age differences in engagement were found. The results also indicate that the present version of UWES is valid for use in Brazil and reinforce the idea that engagement at work is a universal construct. Although most of the results agree with the findings reported in the literature, some cultural differences appeared and they are discussed in this paper.</p>
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Siliyah, Na'imatus, and Cholichul Hadi. "Pengaruh Resiliensi terhadap Work Engagement pada Guru." Buletin Riset Psikologi dan Kesehatan Mental (BRPKM) 1, no. 2 (2021): 1152–60. http://dx.doi.org/10.20473/brpkm.v1i2.28469.
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Penelitian ini bertujuan untuk mengukur aspek resiliensi dan work engagement pada guru. Sampel penelitian ini merupakan seorang guru dengan jumlah 74 orang. Pengumpulan data dilakukan dengan menggunakan metode survei. Penulis menggunakan alat ukur Utrecht Work Engagement Scale-17 (UWES-17) dan Connor Davidson Resilience Scale (CD-RISC). Analisis data dilakukan dengan teknik regresi sederhana menggunakan perangkat lunak Jamovi 1.6.23 for Windows. Hasil penelitian menunjukkan adanya pengaruh resiliensi terhadap work engagement sebesar (F(1,72)=16,8; p<0,01; R²=0.189). Artinya, tingkat resiliensi yang dimiliki individu dapat memprediksikan dan menggambarkan intensi work engagement sebesar 18,9%.
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Teles, Helena, Nelson Ramalho, Vanda Ramalho, and Sónia Ribeiro. "Adaptação e validação da Utrecht Work Engagement Scale (UWES) aplicada a assistentes sociais em Portugal." Revista Portuguesa de Investigação Comportamental e Social 3, no. 2 (2017): 10–20. http://dx.doi.org/10.7342/ismt.rpics.2017.3.2.52.
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Objetivo: O presente estudo visa avaliar os itens e as respetivas dimensões da Utrecht Work Engagement Scale (UWES-17) de Schaufeli e Bakker (2009), aplicada a assistentes sociais a exercer funções em Portugal. Método: Foi aplicada a versão portuguesa da UWES a uma amostra constituída por 1369 assistentes sociais portugueses, 94% do sexo feminino e 6% do sexo masculino, com uma média de idades de 39 anos (desvio-padrão = 8,99). A habilitação académica mais frequente é a licenciatura (63,8%) e no que respeita à atividade profissional possuíam, em termos médios, 12,99 anos de experiência (desvio-padrão = 8,28). A fidedignidade da escala foi avaliada através do coeficiente de alfa de Chronbach e a validade através da análise fatorial exploratória. Foi utilizada a pesquisa metodológica de natureza quantitativa. Resultados: Os resultados alcançados vão ao encontro dos valores presentes em estudos anteriores quanto à sua consistência interna, tanto dos 17 itens que compõe a escala como das suas três dimensões (“vigor”, “dedicação” e “absorção”). A UWES-17 neste estudo apresenta uma estrutura fatorial de três fatores, tal como o estudo original, mas a constituição dos itens de cada dimensão é diferente. Conclusões: A escala UWES-17 apresenta-se com boas características psicométricas e uma boa consistência interna.
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Schaufeli, Wilmar B., Akihito Shimazu, Jari Hakanen, Marisa Salanova, and Hans De Witte. "An Ultra-Short Measure for Work Engagement." European Journal of Psychological Assessment 35, no. 4 (2019): 577–91. http://dx.doi.org/10.1027/1015-5759/a000430.
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Abstract. The current study introduces an ultra-short, 3-item version of the Utrecht Work Engagement Scale. Using five national samples from Finland ( N = 22,117), Japan ( N = 1,968), the Netherlands ( N = 38,278), Belgium/Flanders ( N = 5,062), and Spain ( N = 10,040) its internal consistency and factorial validity vis-à-vis validated measures of burnout, workaholism, and job boredom are demonstrated. Moreover, the UWES-3 shares 86–92% of its variance with the longer nine-item version and the pattern of correlations of both versions with 9 indicators of well-being, 8 job demands, 10 job resources, and 6 outcomes is highly similar with an average, absolute difference between correlations of only .02. Hence, it is concluded that the UWES-3 is a reliable and valid indicator of work engagement that can be used as an alternative to the longer version, for instance in national and international epidemiological surveys on employee’s working conditions.
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Jorquera Gutiérrez, Ricardo, and Felipe Guerra Díaz. "Análisis psicométrico de la Utrecht Work Engagement Scale en las versiones UWES-17S y UWES-9S en universitarios chilenos." Revista Digital de Investigación en Docencia Universitaria 15, no. 2 (2021): e1542. http://dx.doi.org/10.19083/ridu.2021.1542.
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Introducción: El UWES es uno de los instrumentos más utilizados en el ámbito mundial para medir el compromiso académico. Objetivo: del presente estudio fue describir y comparar las propiedades psicométricas del UWES 17S y el UWES 9S en estudiantes universitarios chilenos. Método: participaron 541 estudiantes de una universidad chilena, quienes contestaron de forma voluntaria los instrumentos señalados. 61,6% de ellos cursaban primer año y un 38,4% niveles superiores. Resultados: al comparar siete modelos estructurales, los mejores indicadores de ajuste fueron encontrados en el UWES 9S de acuerdo con un modelo de tres factores y a un modelo bifactor (X2 /df=2.316; CFI=.977; TLI=.952; RMSEA=.071). El UWES 9S mostró indicadores de confiabilidad ω de McDonald entre .67 y .83 en sus tres factores, demostrándose también la invarianza de su estructura de tres factores según sexo y en distintos niveles de estudio. Discusión: se concluye que el UWES 9S presenta adecuadas propiedades psicométricas que avalarían su uso para medir el compromiso académico en estudiantes universitarios chilenos.
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Satata, Dian Bagus Mitreka. "PENGARUH ORGANIZATIONAL COMMITMENT TERHADAP WORK ENGAGEMENT PADA PEKERJA DI BIDANG PENGEMBANGAN TEKNOLOGI INFORMASI." Jurnal Muara Ilmu Sosial, Humaniora, dan Seni 4, no. 2 (2020): 349. http://dx.doi.org/10.24912/jmishumsen.v4i2.9306.2020.
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This study aims to examine the effect of organizational commitment toward work engagement on information technology development-based workers. Organizational commitment is an attitude of full loyalty, dedication, willingness, and interest shown by workers in an organization. Work engagement is a positive psychological condition that an individual has about the organization and the values in it. There were 32 subjects studied (84% male, 16% female) by purposive sampling technique. The instruments used were the Organizational Commitment Questionnaire (OCQ) and Utrecht Work Engagement Scale (UWES). Analysis using a linear regression test between variables. The results show that organizational commitment does not significantly influence the level of work engagement in workers in the field of information technology development. Penelitian ini bertujuan untuk menguji pengaruh organizational commitment terhadap work engagement pada pekerja berbasis pengembangan teknologi informasi. Organizational commitment merupakan sikap penuh loyalitas, dedikasi, kerelaan, dan ketertarikan yang ditunjukkan oleh pekerja pada sebuah organisasi. Work engagement merupakan kondisi psikologis seseorang secara positif yang dimiliki individu terhadap organisasi dan nilai-nilai di dalamnya. Terdapat 32 subjek (84% laki-laki, 16% perempuan) dengan teknik pengambilan sampel purposive sampling. Instrumen yang digunakan adalah Organizational Commitment Quistionnaire (OCQ) dan Utrecht Work Engagement Scale (UWES). Analisis dengan menggunakan uji regresi linear antar variabel. Hasil menunjukkan bahwa organizational commitment tidak berpengaruh signifikan terhadap tingkat work engagement pada pekerja di bidang pengembangan teknologi informasi.
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Portalanza Chavarría, Cecilia Alexandra, Merlin Patricia Grueso Hinestroza, and Edison Jair Duque Oliva. "Propiedades de la Utrecht Work Engagement Scale (UWES-S 9): análisis exploratorio con estudiantes en Ecuador." Innovar 27, no. 64 (2017): 145–56. http://dx.doi.org/10.15446/innovar.v27n64.62374.
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En el estudio del engagement académico se han desarrollado diversas medidas en función de las teorías o perspectivas que dan soporte a dicho concepto; en consonancia con lo anterior, el presente artículo tiene como objetivo analizar las propiedades psicométricas de una escala de engagement académico, con base en una muestra de 102 estudiantes pertenecientes a una institución de educación superior en Ecuador. El cuestionario empleado fue la versión española de la Utrecht Work Engagement Scale (UWES-S 9). Se analizó la estructura factorial de la escala con el método de estimación robusta. Los resultados obtenidos muestran que el modelo de dos factores presenta mejores índices de ajuste que el de uno y tres factores, por lo que se concluye que la estructura de dos factores es la más apropiada. De igual forma, los resultados llevan a concluir que la escala UWES-S 9 puede ser utilizada para estudiar el engagement en el contexto ecuatoriano.
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Jang, Aeri, and Minjeong An. "Korean Version of the 17-Item Utrecht Work Engagement Scale for University Students: A Validity and Reliability Study." Healthcare 10, no. 4 (2022): 642. http://dx.doi.org/10.3390/healthcare10040642.
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Work engagement is a factor that has key influence on learning outcomes for college students. The psychometric properties of the Korean version of the 17-item Utrecht work engagement scale for students (UWES-S) survey have yet to be determined. The purpose of this study was to test the reliability and validity of the Korean version of the 17-item UWES-S among Korean college students. A total of 248 college students were recruited from three universities in South Korea. Data were analyzed using IBM SPSS and the Mplus program. Among 248 college students, the mean age was 21.19 years, and 87.5% of the students were female. Reliability was deemed satisfactory by Cronbach’s alpha 0.940, McDonald’s omega 0.941, and composite reliability 0.941. Construct validity was supported by confirmatory factor analysis results (CFI = 0.93, TLI = 0.91, SRMR = 0.05, RMSEA = 0.08). Convergent validity was supported by the significant relationship between academic engagement and burnout (r = −0.344, p < 0.001). Our findings showed that the Korean version of the 17-item UWES-S was a reliable and valid instrument. This instrument can be used to assess and improve work engagement in college students.
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De la Cruz Pérez, Marco Antonio, Jaquelinne Resendiz Chávez, Angélica Romero Palencia, and Gloria Ángela Domínguez Aguirre. "Adaptación y validación mexicana de la Utretch Work Engagement Scale, versión para estudiantes." Psicología Iberoamericana 25, no. 2 (2020): 35–43. http://dx.doi.org/10.48102/pi.v25i2.104.
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El engagement es un estado mental positivo en relación al trabajo caracterizado por vigor, dedicación y absorción (Schaufeli, Salanova, González-Romá, & Bakker, 2002b). El objetivo de este estudio fue adaptar y validar la Utrecht Work Engagement Scale en su versión para estudiantes (uwes-S). Participaron 721 alumnos de Psicología de tres universidades (Universidad Autónoma del Estado de Hidalgo, Universidad Nacional Autónoma de México y Universidad Juárez Autónoma de Tabasco) con un rango de edad de 17 a 44 años (M=20.77, DS=2.72). Por medio de la discriminación de reactivos, análisis factorial y análisis de Alpha de Cronbach se obtuvieron dos versiones de la escala: 15 reactivos (a=.889) y 9 reactivos (a=.825). Los resultados indican que la uwes-S es apta para ser usada en México, sin embargo, existen diferencias culturales, las cuales se discuten en este trabajo.
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Chan, C. M. H., J. E. Wong, L. H. Wee, et al. "Psychological and work-related factors predicting work engagement in Malaysian employees." Occupational Medicine 70, no. 6 (2020): 400–406. http://dx.doi.org/10.1093/occmed/kqaa107.
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Abstract Background Past research on work engagement has focused almost exclusively on either psychological or work-related factors in almost wholly separate literature. There is therefore a need to examine how these factors collectively influence work engagement. Aims To determine levels of work engagement and to identify psychological and work-related characteristics predicting work engagement in employees in Malaysia. Methods We recruited 5235 employees from 47 public and private organizations in Malaysia who responded to an online health survey. We assessed work engagement with the 9-item Utrecht Work Engagement Scale (UWES-9) and psychological distress using the 6-item Kessler scale. We performed multiple linear regression to determine predictors of work engagement. Results Employee mean age was 33.8 years (standard deviation [SD] ± 8.8). The mean work engagement score on the UWES-9 was 3.53 (SD ± 0.94). Eleven of 18 variables on multiple regression predicted work engagement, F(18, 4925) = 69.02, P &lt; 0.001, R2 = 0.201. Factors that predicted higher work engagement were age, marital status, education level, job type, job permanency, longer sleep duration, lower psychological distress and no history of workplace bullying. Conclusions Key factors associated with poorer work engagement in Malaysian employees include inadequate sleep, psychological distress and a history of workplace bullying. These are modifiable factors that individuals and employers can target to improve work engagement, ideally tailored according to occupational type.
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Shahrazad Wan Sulaiman, Wan, and Nur Aisyah Zahoni. "Validation of the Utrecht Work Engagement Scale (UWES) in the Malaysian Context." International Journal of Social Science and Humanity 6, no. 9 (2016): 672–76. http://dx.doi.org/10.18178/ijssh.2016.6.9.730.
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Pertiwi, Nisa Indah, Diana Harding, and Nurul Yanuarti. "PENGARUH QUALITY OF WORK LIFE TERHADAP WORK ENGAGEMENT PADA PEGAWAI NEGERI SIPIL (PNS) YANG BELUM MENIKAH." PSIKOVIDYA 25, no. 1 (2021): 52–62. http://dx.doi.org/10.37303/psikovidya.v25i1.174.
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ABSTRAK. Work engagement diketahui sebagai sumber bagi keberhasilan performa kerja individu dalam organisasi. Dalam hal ini, quality of work life menjadi salah satu topik yang menarik sebagai dasar dalam membentuk work engagement. Penelitian ini bertujuan untuk mengetahui pengaruh quality of work life terhadap work engagement pada Pegawai Negeri Sipil (PNS) yang belum menikah. Penelitian ini menggunakan metode kuantitatif non-eksperimental yang dilakukan kepada 63 orang PNS yang belum menikah. Alat ukur quality of work life menggunakan adaptasi kuesioner quality of work life dari Timossi dan work engagement menggunakan adaptasi alat ukur the Utrecht Work Engagement Scale (UWES-17). Teknik analisis data menggunakan uji regresi linier sederhana. Hasil penelitian menunjukkan bahwa quality of work life berpengaruh terhadap work engagement pada PNS yang belum menikah. Aspek development using human capacity memiliki kontribusi terbesar bagi quality of work life dalam mempengaruhi work engagement.
 
 ABSTRACT. Work engagement has been known as a source for the succes of individual work performance in the organization. In this case, quality of work life is an interesting topic as a basis for forming work engagement. This study aimed determine the effect of quality of work life on work engagement among unmarried Civil Servants (PNS). This study used non-experimental quantitative method which was conducted on 63 unmarried Civil Servants. Quality of work life instrument was adapted from quality of life questionnaire from Timossi and work engagement instrument was adapted from the Utrecht Work Engagement Scale (UWES-17). The data was analyzed through simple linear regression analysis. The results of this study showed the quality of work life has an effect on work engagement of unmarried Civil Servants. Development using human capacity has the greatest contribution to the quality of work life in effecting work engagement.
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Wijesekera, A. T., and R. Lalitha S. Fernando. "Measures for Employee Engagement: Public Service in Sri Lanka." International Journal of Social Science Research and Review 3, no. 2 (2020): 30–45. http://dx.doi.org/10.47814/ijssrr.v3i2.37.
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Employee engagement is crucial in the delivery of public service efficiently and effectively. Employee engagement is essential as a foundation for service climate (Salanova et al., 2005). Measuring employee engagement is vital to identify the areas to be improved to increase the service quality. The most accepted Utrecht Work Engagement Scale (UWES) is heavily applied to measure the employee engagement of Business to Customer (B2C) profit oriented organizations. Therefore, a customized measure for employee engagement is essential for public service. This paper describes the development of a customized scale based on UWES scale for assessing employee engagement in public service with reference to Divisional Secretariats in Sri Lanka. In developing and validating measures, qualitative and quantitative methods were utilized as recommended by Hinkin's (1998). Finally, a customized scale with 16-items was developed under vigor, dedication and absorption dimensions to measure the employee engagement of public service in Sri Lanka.
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Rocio Glaria Lopez, Cristhian Perez Villalobos, Paulina Ortega Bastidas, Berta Schulz-Banares, and Angela Pino-Zuniga. "Utrecht work engagement scale: Construct validity and reliability in Chilean health science students." Journal of the Pakistan Medical Association 71, no. 11 (2021): 2519–23. http://dx.doi.org/10.47391/jpma.292.
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Objective: provide new background in relation to the factor structure and reliability of the factors identified from the Utrecht Work Engagement Scale – Student (UWES-S) in students of health careers in Chile.Methods: A quantitative study with relational analytical scope was carried out, through a non-experimental cross-sectional design through a survey. 898 university students selected through non-probabilistic sampling by groups belonging to Medicine, Kinesiology, Pharmacy and Speech and language therapy. The students responded the UWES-S and a sociodemographic questionnaire. The total sample was randomly subdivided into two subsamples. With the first one, an Exploratory Factor Analysis was performed, using the method of extraction of the Main Axis Analysis. With the second one, a Confirmatory Factor Analysis was performed, using the maximum likelihood method and the following indices: Comparative Fit Index (CFI), Tucker-Lewis Index (TLI) and the Root Mean Square Error of Approximation (RMSEA). Also the Cronbach alpha reliability of each item was calculated. For data processing STATA 11 SE statistical package was used.Results: Kaiser-Guttman criterion and the Horn’s Parallel Analysis aimed to the existence of two factors called Involvement with studies and Enthusiasm for the career. CFI, TLI and RMSEA show that this is one of the solutions with best fit.Conclusion: Two factors were identified called Involvement with studies and Enthusiasm for the career. Neither the solution obtained nor the previous solutions showed an adequate adjustment to the data. The confirmatory factor analysis showed that this is one of the solutions with best fit. Continuous...
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Hariyadi, Muhammad Husain. "Pengaruh psychological capital terhadap work engagement pada karyawan." Cognicia 7, no. 3 (2019): 359–68. http://dx.doi.org/10.22219/cognicia.v7i3.9200.
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Work engagement is defined as positive emotions, which is characterized by vigor, dedication, and absorbtion. Psychological capital is positive psychological state of someone who has the following characteristics: self-efficacy, hope, optimism, and resiliency. The purpose of this study is to examine the effect of psychological capital towards work engagement on employee. This study used quantitative method and use ramdom sampling for taking samples. The research subjects were 122 employee. The measurements used were psychological capital question (PCQ) and utrecht work engagement scale (UWES). The data analysis technique uses linear regression methods. The results showed that there was a psychological capital effect on work engagement.
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Shuck, Brad, Drea Zigarmi, and Jesse Owen. "Psychological needs, engagement, and work intentions." European Journal of Training and Development 39, no. 1 (2015): 2–21. http://dx.doi.org/10.1108/ejtd-08-2014-0061.
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Purpose – The purpose of this study was to empirically examine the utility of self-determination theory (SDT) within the engagement–performance linkage. Design/methodology/approach – Bayesian multi-measurement mediation modeling was used to estimate the relation between SDT, engagement and a proxy measure of performance (e.g. work intentions) (N = 1,586). To best capture the phenomenon of engagement, two measures of engagement (i.e. the Utrecht Work Engagement Scale-9 [UWES-9] and the Job Engagement Scale [JES]) and one measure of harmonious and obsessive passion (HOPS) were utilized. The HOPS was split into separate scales (harmonious and obsessive passion). SDT was operationalized through the Basic Psychological Needs at Work Scale (BPNS). Performance was operationalized through a latent proxy of work intentions. Findings – Results demonstrated that the association between SDT and engagement were positive. Indirect effects between SDT and work intentions were significant for only two of the four measures of engagement (i.e. the UWES and Harmonious Passion). Hypotheses were partially supported. Practical implications – SDT operated as an appropriate framework for capturing the underlying psychological structures of engagement for each of the four measures. In some cases, engagement did not mediate the relation between SDT and performance as expected, highlighting the contextual nature of engagement in both application and measurement. Originality/value – This is one of the first studies to explicitly link a broad well-established psychological theory to engagement. This connection allows researchers to explain the latent processes of engagement that underpin the observed relationships of engagement in practice. Moreover, this is one of only a handful of studies that has used a multi-measurement approach in exploring the engagement–performance linkage and one of the only studies to use Bayesian methodology.
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Aprilia, Eka Dian, and Oshan Katiara. "WORKPLACE SPIRITUALITY AND WORK ENGAGEMENT AMONG HIGH SCHOOL TEACHERS IN BANDA ACEH." Jurnal Psikologi 19, no. 1 (2020): 61–71. http://dx.doi.org/10.14710/jp.19.1.61-71.
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Work engagement is vivacious for teachers to improve and maintain the quality of education. One of the factors that can improve work engagement is workplace spirituality. The study aimed to determine the relationship between workplace spirituality and work engagement of High School teachers. This study used a quantitative method with a cluster random sampling technique and the sample size was based on Isaac and Michael table with a 5% error level with 120 participants who work as civil servant High School teachers in Banda Aceh. The scales used in this study are an adaptation of Workplace Spirituality Scale developed by Milliman, Czaplewski, and Ferguson and adaptation of Utrecht Work Engagement Scale (UWES) by Schaufeli, Salanova, GonzalezRoma, and Bakker. The result of data analysis using the Pearson Product-Moment Correlation test showed a correlation coefficient of .397 with p-value = .000 (p < .05). The hypothesis was confirmed so it can be concluded that there was a significant positive correlation between workplace spirituality and work engagement of High School teachers. It means the higher the workplace spirituality of teachers, the higher the work engagement of teacher will be and vice versa. The results showed that the majority of workplace spirituality and work engagement of High School teachers in Banda Aceh classified into “high” category.
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Lovakov, Andrey V., Elena R. Agadullina, and Wilmar B. Schaufeli. "Psychometric properties of the Russian version of the utrecht Work engagement scale (UWES-9)." Psychology in Russia: State of the Art 10, no. 1 (2017): 145–62. http://dx.doi.org/10.11621/pir.2017.0111.
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Valldeneu, Marc, Xavier Ferràs, and Elisenda Tarrats-Pons. "Transformational behaviors: Increasing work engagement in multinational environments." Problems and Perspectives in Management 19, no. 2 (2021): 519–27. http://dx.doi.org/10.21511/ppm.19(2).2021.41.
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The role of a leader is fundamental to increase organizational culture and facilitate employee engagement. However, organizations are not providing clear guidance on how to do it. This study aims to determine the relationship between leadership styles and employee engagement as well as to understand whether there is a correlation between an engaged employee and extra effort. The study uses a Multi-Leadership Questionnaire (MLQ-5x Rater Form) to measure employee perception of the leader styles and Utrecht Work Engagement Scale (UWES-17) to determine employee engagement. The scope of the study is limited to a sample of 167 employees from 7 different multinational companies and 31 different nationalities.Results show that all the transformational behaviors and, concretely the idealized behavior, are significantly positively related to work engagement in multinational environments. Results also reveal a strong correlation between employee engagement and extra effort. The study concludes that leaders or managers should use transformational behaviors if they want to increase engagement and extra effort with their teams. They should increase transformational behaviors like being transparent, consistent, and having a strong sense of purpose to catalyze a collective engagement. These results expand previous studies of transformational leadership and work engagement in multinational environments.
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Tladinyane, Rebecca, and Marna Van der Merwe. "Age and race differences on career adaptability and employee engagement amongst employees in an insurance company." Journal of Governance and Regulation 4, no. 4 (2015): 720–26. http://dx.doi.org/10.22495/jgr_v4_i4_c6_p7.
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The objective of the study was to determine whether age and race groups differ significantly regarding career adaptability (measured by Career Adapt-Abilities Scale (CAAS) and employee engagement measured by Utrecht Work Engagement Scale (UWES). A quantitative survey was conducted with a convenience sample (N = 131) of employees in an insurance company within South Africa. Descriptive and inferential statistical analyses were performed to achieve the objective of the study. The results showed significant differences between age and race groups in relation to the constructs. Organisations need to recognise biographical differences with regards to career adaptability and employee engagement with reference to engagement interventions and the career counselling setting.
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Miranda, Agustín Ramiro, Luisina Rivadero, Jorge Ángel Bruera, et al. "Examining the relationship between engagement and perceived stress-related cognitive complaints in the argentinian working population." Europe’s Journal of Psychology 16, no. 1 (2020): 12–31. http://dx.doi.org/10.5964/ejop.v16i1.1832.
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Stress has a negative impact on cognitive functioning and occupational well-being. The aim of this study was to assess the relationship among perceived stress, cognitive complaints and work engagement in public employees from Córdoba, Argentina. In this cross-sectional study, self-report questionnaires were administered to 240 participants. Spanish versions of the following instruments were used: Perceived Stress Scale (PSS), Utrecht Work Engagement Scale (UWES), Memory Failures in Everyday (MFE), Executive Complaint Questionnaire (ECQ). Statistical analysis included ANOVA, path analysis, and multiple logistic regression. Stressed workers showed lower work engagement and more cognitive complaints, even after adjusting for demographic variables. Negative associations were also observed between work engagement and cognitive complaints, suggesting that cognitive difficulties are related to engagement. Given the relation among stress, cognition, and work engagement, it is important to consider these factors to foster workers’ health and work productivity.
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Anggraini, Debby, and Yudi Tri Harsono. "HUBUNGAN ANTARA RESILIENSI DENGAN KETERIKATAN KERJA PADA KARYAWAN MEDIA MASSA." Flourishing Journal 1, no. 6 (2021): 447–56. http://dx.doi.org/10.17977/um070v1i62021p447-456.
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Abstract: This study aims to determine the relationship between resilience and work engagement of employees at PT KIP. This research hypothesizes that there is a relationship between resilience and work engagement in PT KIP employees. The subjects of this research are 42 employees of PT KIP. The data collection method in this study used a questionnaire consisting of two scales, namely the resilience scale and the work engagement scale. The resilience scale consisting of 56 items was developed by Reivich & Statte (2002) and adapted by the authors, namely the Resilience Quotient (RQ) and the Utrecht Work Engagement Scale (UWES) consisting of 17 items were developed by Schaufeli & Bakker (2004) and adapted by the authors. Analysis of research data to test the hypothesis using Pearson's product-moment correlation resulted in a significant correlation coefficient between resilience and work engagement for PT KIP employees, which was 0.668 (p≤0.05), a high and unidirectional category. The results of this study indicate that there is a relationship between resilience and work engagement for PT KIP employees.
 Keywords: Employee; Work Engagement; Resilience
 Abstrak: Penelitian ini bertujuan untuk mengetahui hubungan antara resiliensi dengan keterikatan kerja pada karyawan PT KIP. Hipotesis penelitian ini adalah adanya hubungan antara resiliensi dengan keterikatan kerja pada karyawan PT KIP. Subjek penelitian ini yaitu 42 orang karyawan PT KIP. Metode pengambilan data dalam penelitian ini menggunakan kuesioner yang terdiri dari dua skala, yaitu skala resiliensi dan skala keterikatan kerja. Skala resiliensi yang terdiri dari 56 butir aitem dikembangkan oleh Reivich & Statte, (2002) dan di adaptasi oleh penulis yaitu Resillience Quotient (RQ) dan skala keterikatan kerja Utrecht Work Engagement Scale (UWES) yang terdiri dari 17 aitem dikembangkan oleh Schaufeli & Bakker, (2004) dan diadaptasi oleh penulis. Analisis data penelitian untuk menguji hipotesis menggunakan Pearson’s product moment corellation, menghasilkan koefisien korelasi signifikan antara resiliensi dengan keterikatan kerja pada karyawan PT KIP adalah 0,668 (p≤0,05) yang masuk dalam kategori tinggi dan searah. Hasil penelitian ini menunjukkan adanya hubungan antara resiliensi dengan keterikatan kerja pada karyawan PT KIP.
 Kata kunci: Karyawan; Keterikatan Kerja; Resiliensi
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Forastero, Anandre, Bertina Sjabadhyni, and Martina Dwi Mustika. "What Millennials Want: How to Optimize Their Work." Psikohumaniora: Jurnal Penelitian Psikologi 3, no. 1 (2018): 1. http://dx.doi.org/10.21580/pjpp.v3i1.2489.
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<p><strong>Abstract:</strong> It is known that it is quite difficult for companies to create a working environment that suits the characters of the Millennials, who are now undoubtedly make up the largest proportion of the workforce. This study aims to understand how job autonomy and boredom at work affect Millennials’ work engagement. Using non-probability sampling methods, 320 Millennial employees (19–37 years old) from various organizations (private and public organization) in Indonesia agreed to participate in this study. They filled in a questionnaire that measured the Utrecht Work Engagement Scale (UWES-9), Work Design Questionnaire (WDQ); and Workplace Boredom Scale. Data were analyzed using mediation analysis; and the results showed that boredom at work plays a significant role in mediating the relationship between job autonomy and employee engagement in Millennial employees. To conclude, job autonomy positively affects boredom levels of Millennial employees and low levels of boredom results in a higher employee engagement level.</p><p><strong>Abstrak: </strong>Dapat dipahami bahwa perusahaan kesulitan menciptakan lingkungan kerja yang sesuai bagi karyawan-karyawannya, khususnya karyawan Generasi Milenial yang merupakan pemain utama dalam dunia kerja. Tujuan penelitian ini adalah untuk melihat peran dari variabel-variabel yang diduga dapat mempengaruhi keterikatan kerja karyawan Generasi Milenial, yaitu kemandirian kerja dan kebosanan bekerja<em>.</em> Menggunakan metode <em>non-probability sampling</em>, 320 karyawan Generasi Milenial (19-37 tahun) dari berbagai organisasi di Indonesia (organisasi swasta dan negeri) bersedia berpartisipasi dalam penelitian ini. Mereka mengisi beberapa kuesioner, antara lain <em>The Utrecht Work Engagement Scale</em> (UWES-9) <em>Work Design Questionnaire</em> dan <em>Workplace Boredom Scale</em>. Analisis data yang digunakan adalah analisis mediasi; dan hasilnya menunjukkan bahwa kebosanan bekerja berperan signifikan dalam memediasi hubungan kemandiran kerja dan keterikatan kerja pada karyawan Generasi Milenial. Dapat disimpulkan bahwa kemandirian kerja dapat mempengaruhi kebosanan Generasi Milenial dalam bekerja dan rendahnya tingkat kebosanan dalam bekerja tersebut dapat mempengaruhi keterikatan kerja yang dimiliki.</p>
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Wardani, Laila Meiliyandrie Indah, and Rahmat Firmansyah. "The work-life balance of blue-collar workers: The role of employee engagement and burnout." Jurnal Psikologi Ulayat 6, no. 2 (2020): 227–41. http://dx.doi.org/10.24854/jpu96.
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The purpose of this study was to determine the effect of employee engagement and burnout on the perception of work-life balance, particularly on blue-collar workers. The study sample comprised of 91 employees of the production section (blue-collar workers) in a multinational company in Jababeka-Cikarang. Sampling was carried out using a stratified technique of proportional approach. The instruments used in this study are The Utrecht Work Engagement Scale (UWES), Maslach Burnout Inventory (MBI-GS), and Work-Life Balance Scale. The study used primary data collection through survey method and secondary data from the company for analysis. Multiple regression analysis showed that employee engagement and burnout influence participants’ perceptions on work-life balance. The result indicates that employee engagement and burnout explained 17.6 percent on the variability of participants’ perceived work-life balance.
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Douglas, Stephanie, and Robin Roberts. "Employee age and the impact on work engagement." Strategic HR Review 19, no. 5 (2020): 209–13. http://dx.doi.org/10.1108/shr-05-2020-0049.
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Purpose Employee engagement studies are popular in contemporary research because of the complexity organizations face in nurturing the performance and productivity of multi-generations of workers. The purpose of this paper is to assess association of age and dimensions of work engagement. Design/methodology/approach In total, 181 participants completed the Utrecht Work Engagement Scale (UWES) to measure work engagement including the dimensions of absorption, vigor and dedication as well as demographics. One-way ANOVA and post hoc tests were conducted to examine the relationship between age and work engagement. Findings Employees 50 years of age and older were found to have statistically significant higher work engagement scores than the employees under the age of 50. Statistically significant scores were also found to be higher in absorption and dedication. Originality/value The workforce is aging with older employees becoming larger populations in organizations. Understanding how age influences employee work engagement supports human capital management strategy within organizations. HR professionals can also use the findings to develop targeted employee engagement to leverage the dedication and talents of older employees.
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Persson, Roger, Kai Österberg, Njördur Viborg, Peter Jönsson, and Artur Tenenbaum. "Two Swedish screening instruments for exhaustion disorder: cross-sectional associations with burnout, work stress, private life stress, and personality traits." Scandinavian Journal of Public Health 45, no. 4 (2017): 381–88. http://dx.doi.org/10.1177/1403494817696182.
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Aims: To examine the relationships of two screening instruments recently developed for assessment of exhaustion disorder (ED) with some other well-known inventories intended to assess ED-related concepts and self-reports of job demands, job control, job support, private life stressors, and personality factors. Methods: A cross-sectional population sample ( n = 1355) completed: the Karolinska Exhaustion Disorder Scale (KEDS), Self-reported Exhaustion Disorder Scale (s-ED), Shirom–Melamed Burnout Questionnaire (SMBQ), Utrecht Work Engagement Scale (UWES-9), Job Content Questionnaire (JCQ), Big Five Inventory (BFI), and items concerning family-to-work interference and stress in private life. Results: Compared to participants without any indication of ED, participants classified as having ED on KEDS or s-ED had higher scores on all four SMBQ subscales, lower scores on the UWES-9 subscales vigor and dedication, higher JCQ job demands scores, lower JCQ job support scores, higher degrees of family-to-work interference and stress in private life, and higher BFI neuroticism and openness scores. In addition, participants classified as having ED on KEDS had lower scores on the UWES-9 absorption subscale, the JCQ job control scale, and lower BFI extraversion, agreeableness and conscientiousness scores, compared to the subgroup not classified as having ED. Conclusions: As expected, we observed an overall pattern of associations between the ED screening inventories KEDS and s-ED and measures of burnout, work engagement, job demands-control-support, stress in private life, family-to-work interference, and personality factors. The results suggest that instruments designed to assess burnout, work engagement, and ED share common ground, despite their conceptual differences.
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Allande-Cussó, Regina, Juan Jesús García-Iglesias, Carlos Ruiz-Frutos, Sara Domínguez-Salas, Carmen Rodríguez-Domínguez, and Juan Gómez-Salgado. "Work Engagement in Nurses during the Covid-19 Pandemic: A Cross-Sectional Study." Healthcare 9, no. 3 (2021): 253. http://dx.doi.org/10.3390/healthcare9030253.
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In some areas of Spain, health services and professionals working in the front line against the Sars-Cov-2 virus have been widely overwhelmed at all levels. Therefore, the objective of this study was to assess the level of work engagement of Spanish nurses during the COVID-19 pandemic. A cross-sectional study was carried out. The sample consisted of 510 active nurses from all over Spain, without age exclusion, who voluntarily accepted to participate in the study. Work engagement was assessed with the 9-item Utrecht Work Engagement Scale (UWES) questionnaire, through an online questionnaire and non-probabilistic snowball sampling. The results showed a mean age of 45.9 years (SD = 10.7 years), most of them women (78.1%), and 58.5% were in primary care. The mean score for the UWES-9 questionnaire was 4.6 points (SD = 1.35). The categorical regression analysis performed revealed an R2 value of 0.75 and a significance of p < 0.01 in the sex, type of unit, and training variables. The Spanish nurses in the sample present high levels of work engagement in all dimensions in general, although the lowest mean scores are found in the vigor dimension, among men, and nurses working in hospital and critical units.
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Saks, Alan M. "Antecedents and consequences of employee engagement revisited." Journal of Organizational Effectiveness: People and Performance 6, no. 1 (2019): 19–38. http://dx.doi.org/10.1108/joepp-06-2018-0034.
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Purpose In 2006, Saks (2006) published one of the first empirical studies of the antecedents and consequences of employee engagement. Since then dozens of studies on engagement have been published and most of them have used the Utrecht Work Engagement Scale (UWES) to measure work engagement. The purpose of this paper is to revisit Saks (2006) to try and address some issues that have arisen during the last ten years and to assess the generalizability of his findings and model using the UWES measure of work engagement and single-item measures of job and organization engagement. Design/methodology/approach Additional analyses was conducted using the data from Saks (2006) including measures of each job characteristic, the use of the UWES measure of work engagement, and single-item general measures of job engagement and organization engagement. In addition, a review of engagement research was conducted as well as research that used Saks’ (2006) measures of job engagement and organization engagement. Findings The results indicate that skill variety is the main job characteristic that predicts job engagement. The results of the analysis using the UWES measure of work engagement found that job characteristics and perceived organizational support are significant predictors of work engagement, and work engagement predicts job satisfaction, organizational commitment, organizational citizenship behavior and intentions to quit and mediates the relationship between the antecedents and the consequences. Similar results were found using the single-item measures of job engagement and organization engagement. A review of the engagement literature indicates general support for the Saks (2006) model of the antecedents and consequences of employee engagement and for his measures of job and organization engagement. A revised and updated model is provided with additional antecedents and consequences. Practical implications The results indicate that organizations can drive employee engagement by focusing on skill variety as well as providing social support, rewards and recognition, procedural and distributive fairness, and opportunities for learning and development. In addition, organizations can assess employee engagement more frequently and easily by using single-item measures of job and organization engagement. Originality/value This paper provides an update and revision of the Saks (2006) model of employee engagement and suggests that the main findings are similar when using the UWES measure of work engagement and single-item general measures of job engagement and organization engagement.
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D’Amico, Antonella, Alessandro Geraci, and Chiara Tarantino. "The Relationship between Perceived Emotional Intelligence, Work Engagement, Job Satisfaction, and Burnout in Italian School Teachers." Psihologijske teme 29, no. 1 (2020): 63–84. http://dx.doi.org/10.31820/pt.29.1.4.
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The study investigates the relationship between perceived emotional intelligence, burnout, work engagement, and job satisfaction in 238 Italian school teachers. The mean age was 50 years, ranged from 26 to 66 (SD = 9.16). The research protocol included a demographics data sheet, the Wong and Law Emotional Intelligence Scale (WLEIS; Wong &amp; Law, 2002), the Copenhagen Burnout Inventory (CBI; Kristensen, Borritz, Villadsen, &amp; Christensen, 2005), the Utrecht Work Engagement Scale (UWES; Schaufeli, Bakker, &amp; Salanova, 2006), and the Organizational Satisfaction Scale (QSO; Cortese, 2001). Several international studies already demonstrated an association among these variables. Our results showed that perceived emotional intelligence positively correlates with work engagement and job satisfaction, and negatively correlates with burnout. Hierarchical regression analyses also point out that, among all the perceived emotional intelligence subdimensions, the use of emotion is the best predictor of the study variables, even when controlling for gender differences. These results suggest that emotional intelligence may have a protective role in preventing negative working experiences of teachers.
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Sawada, Utako, Akihito Shimazu, Norito Kawakami, Yuki Miyamoto, Lisa Speigel, and Michael P. Leiter. "The Effects of the Civility, Respect, and Engagement in the Workplace (CREW) Program on Social Climate and Work Engagement in a Psychiatric Ward in Japan: A Pilot Study." Nursing Reports 11, no. 2 (2021): 320–30. http://dx.doi.org/10.3390/nursrep11020031.
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Background: Good social climate and high work engagement are important factors affecting outcomes in healthcare settings. This study observed the effects of a program called Civility, Respect, and Engagement in the Workplace (CREW) on social climate and staff work engagement in a psychiatric ward of a Japanese hospital. Methods: The program comprised 18 sessions installed over six months, with each session lasting 30-min. Participation in the program was recommended to all staff members at the ward, including nurses, medical doctors, and others, but it was not mandatory. A serial cross-sectional study collected data at four time-points. Nurses (n = 17 to 22), medical doctors (n = 9 to 13), and others (n = 6 to 10) participated in each survey. The analysis of variance was used to evaluate the changes in the following dependent variables, the Essen climate evaluation schema (EssenCES), the CREW civility scale, and the Utrecht work engagement scale (UWES) over time. Result: We found no significant effects. The effect size (Cohen’s d) for EssenCES was 0.35 from baseline to post-installation for all staff members. Effect sizes for EssenCES for medical doctors and UWES for nurses were 0.79 and 0.56, respectively, from baseline to post-program. Conclusions: Differences in social climate and work engagement among Japanese healthcare workers between the baseline and post-installation of the CREW program were non-significant.
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Isoard-Gautheur, Sandrine, Clément Ginoux, Jean-Philippe Heuzé, et al. "Construct Validity of the French Shirom-Melamed Vigor Measure (F-SMVM)." European Journal of Psychological Assessment 36, no. 2 (2020): 372–86. http://dx.doi.org/10.1027/1015-5759/a000518.
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Abstract. Work vigor is defined by cognitive, affective, and behavioral components. The purpose of this multi-study paper was to develop a French version of the Shirom-Melamed Vigor Measure (F-SMVM), and test its (a) construct validity (i.e., factorial structure and internal consistency), (b) convergent and discriminant validity with the Utrecht Work Engagement Scale (UWES-9), and (c) concurrent validity with work motivation and job satisfaction. Six hundred and forty (61.72% female) employees participated in the three present studies. Convergent and discriminant construct validity of the F-SMVM were examined with a confirmatory factor analysis (CFA) and a multitrait-multimethod (MTMM) analysis. Concurrent validity was examined through correlations and regressions with work motivation and job satisfaction. Overall, the results supported the reliability and the construct validity of the F-SMVM. They also showed evidence of convergent validity between the F-SMVM and the UWES-9, as well as evidence of concurrent validity with work motivation and job satisfaction. The F-SMVM represents a valid measure assessing three interrelated dimensions representing physical, cognitive, and emotional components of work engagement.
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Calderón-De La Cruz, Gustavo Alexis, César Merino Soto, Ioanna Reyes Ayala, and Katherin Victoria Luna Yon. "Validación en trabajadores peruanos de la versión ultra reducida del Utrech Work Engagement." Archivos de Prevención de Riesgos Laborales 25, no. 1 (2022): 25–33. http://dx.doi.org/10.12961/aprl.2022.25.01.03.
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Evaluar los efectos positivos de los factores psicosociales del trabajo es una permanente iniciativa de investigadores y profesionales. El objetivo del estudio es examinar psicométricamente la versión ultra reducida del Utrech Work Engagement Scale (UWES-3). Participaron 200 trabajadores de 21 a 53 años procedentes de la ciudad de Lima (Perú). Las evidencias de validez corroboradas fueron su estructura interna y su relación con otros constructos; los coeficientes alfa de Cronbach (α), Omega (ω) y H fueron los estimadores para la confiabilidad. Como resultados, se demostró la unidimensionalidad del UWES-3 y su asociación negativa con el síndrome de burnout; los niveles de confiabilidad en los tres estimadores fueron altos. Los resultados iniciales de validez y confiabilidad del UWES-3 pueden considerarse satisfactorios e incentivan a la continuidad de su estudio en el trabajo peruano.
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Mulyana, Felycia Klaviera, P. Tommy Y. S. Suyasa, and Raja Oloan Tumanggor. "HUBUNGAN ANTARA JOB DEMANDS DENGAN WORK ENGAGEMENT: PERANAN FLEXIBLE LEADERSHIP SEBAGAI MODERATOR." Jurnal Muara Ilmu Sosial, Humaniora, dan Seni 4, no. 1 (2020): 175. http://dx.doi.org/10.24912/jmishumsen.v4i1.3554.2020.
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This study aims to examine the role of flexible leadership as a moderator of job demand variables in predicting work engagement for employees at PT X Kab. Bogor. Job demands are referring to physical, psychological, social, or organizational aspects of a job that require continuous physical or psychological effort or ability and therefore are associated with certain physical and / or psychological costs. Work engagement is a positive, satisfying, motivational state of work-related welfare. Flexible leadership is the ability of a leader to adapt leadership styles and methods in responding to different or changing contextual demands by facilitating group performance. This research was carried out in medical representative participants by filling out an online questionnaire from google form (N = 46) with a measurement of job demands from Rothmann with the name JD-R Scale, a measure of work engagement from Bakker using the Utrecht Work Engagement Scale (UWES), and measuring instrument from Kaiser with the name flexible leadership Leadership Versatility Index (LVI). The results of modeling the relationship using SPSS Version 25 show that job demands (work overload) have a strong relationship with work engagement when moderated by high flexible leadership. This finding shows that the function of flexible leadership behavior functions as a moderator at the medical representative at PT. X Regional Bogor. Penelitian ini bertujuan untuk menguji peranan flexible leadership sebagai moderator dari variabel job demand dalam memprediksi work engagement pada karyawan di PT X Kab, Bogor. Job demands merujuk pada aspek-aspek fisik, psikologis, sosial, atau organisasi dari suatu pekerjaan yang membutuhkan usaha atau kemampuan secara fisik dan atau psikologis yang terus menerus dan oleh karena itu diasosiasikan dengan biaya fisik dan atau psikologis tertentu. Work engagement adalah keadaan yang positif, memuaskan, motivasi-motivasi dari kesejahteraan terkait pekerjaan. Flexible leadership ialah kemampuan seorang pemimpin dalam menyesuaikan gaya kepemimpinan dan metode dalam menanggapi tuntutan kontekstual yang berbeda atau berubah-ubah dengan cara memfasilitasi kinerja kelompok. Penelitian ini dilakukan pada partisipan medical representative dengan cara mengisi kuesioner online dari google form (N=46) dengan alat ukur job demands dari Rothmann dengan nama JD-R Scale, alat ukur work engagement dari Bakker menggunakan Utrecht Work Engagement Scale (UWES), dan alat ukur flexible leadership dari Kaiser dengan nama Leadership Versatility Index (LVI). Hasil pemodelan hubungan tersebut menggunakan SPSS Versi 25 menunjukkan bahwa job demands (work overload) memiliki hubungan kuat dengan work engagement ketika flexible leadership yang tinggi. Temuan ini menunjukkan bahwa fungsi perilaku flexible leadership berfungsi sebagai moderator pada medical representative di PT. X Kab. Bogor.
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Yudhistira, Santi Yudhistira, Sri Tiatri, and Heni Mularsih. "PENGUJIAN CONFIRMATORY FACTOR ANAYSIS ALAT UKUR UWESSS VERSI INDONESIA." Jurnal Muara Ilmu Sosial, Humaniora, dan Seni 1, no. 2 (2018): 68. http://dx.doi.org/10.24912/jmishumsen.v1i2.970.
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Penelitian ini merupakan pengujian confirmatory factor analysis alat ukur academic engagement yaitu Utrecht Work Engagement Scale Student Survey (UWES-SS) 17 ke dalam versi Indonesia. Academic engagement merupakan sikap positif dan fulfilling dalam pekerjaan yang kaitan dengan pikiran mahasiswa yang dikarakteristikan oleh vigor, dedication, dan absorption. Data diambil pada 164 orang mahasiswa Fakultas Psikologi disalah satu universitas negeri di Tangerang Selatan dengan sampel acak. Academic engagement merupakan materi pengembangan dari work engagement yang telah diadaptasi ke dalam berbagai bahasa dari berbagai negara dan diukur dengan grup sample yang berbeda pula. Proses adaptasi dan pengembangan alat ukur UWES-SS 17 terdiri dari tahapan: 1) translation, 2) back translation, 3) adaptasi bahasa sesuai dengan kesesuaian bahasa Indonesia yang baik dan benar, 4) face validity, 5) content validity, 6) pengumpulan data, 7) pengolahan data berupa Uji Model CFA dengan menggunakan software M-Plus 7, dan 8) melakukan analisis data. Berdasarkan uji CFA model I (first order) didapatkan hasil vigor (P.value 0.2728, CFI 0.993, TLI 0.985, RMSEA 0.039), dedication (P.value 0.7781, CFI 1.000, TLI 1.014 RMSEA 0.000), absorption (P.value 0.9216, CFI 1.000, TLI 1.057, RMSEA 0.000) dan hasil uji model 2 (second order) terhadap alat ukur UWES-SS 17. Kedua model dan ketiga dimensi dikatakan fit dan bekerja sesuai dengan teori academic engagement. maka didapatkan hasil P.value 0.0737, CFI 0.982, TLI 0.977, RMSEA 0.035. Berdasarkan hasil uji CFA tersebut dapat disimpulkan bahwa dari 17 butir pernyataan yang diajukan kepada partisipan, maka 16 butir dinyatakan signifikan, dan satu butir yang tidak signifikan. Dengan demikian, UWES-SS merupakan alat ukur yang representatif dan efisien untuk mengukur academic engagement pada kalangan mahasiswa.
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Sugiarto, Winoto, P. Tommy Y. S. Suyasa, and Daniel Lie. "Peran Conscientiousness sebagai Moderator dari Hubungan Job Resources dan Work Engagement Karyawan Information Technology (IT) pada PT. X." Jurnal Muara Ilmu Sosial, Humaniora, dan Seni 1, no. 1 (2017): 296. http://dx.doi.org/10.24912/jmishumsen.v1i1.369.
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Penelitian ini bertujuan untuk melihat peran dari conscientiousness sebagai moderator hubungan antara job resources dan work engagement yang ada pada PT. X khususnya pada unit kerja Information Technology (IT). Karyawan IT yang bekerja menunjukkan work engagement yang rendah, indikatornya adalah semangat, dedikasi dan kekhusyukan yang rendah terhadap pekerjaan. Partisipan diambil dari 72 karyawan IT yang terdiri dari developer dan support di PT. X. Teknik sampling menggunakan probability sampling. Pengambilan data dilakukan dengan cara menyebarkan kuesioner Utrecht Work Engagement Scale (UWES), Job-Demands Resources Questionnaire, dan NEO PI. Hasil penelitian menunjukkan bahwa job resources berelasi positif terhadap work engagement. Relasi positif antara job resources dan work engagement tidak berbeda antara partisipan yang memiliki conscientiousness tinggi dan partisipan yang memiliki conscientiousness rendah pada dimensi coaching dan opportunity for development. Namun peran conscientiousness sebagai moderator hubungan antara job resources dan work engagement terlihat pada dimensi feedback, social support dan autonomy. Keywords: work engagement, job resources, conscientiousness, moderator, karyawan IT