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Journal articles on the topic 'UWES Work Engagement Scale'

Author: Grafiati

Published: 10 September 2021

Last updated: 29 July 2025

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1

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

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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 meng

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de Holanda Coelho, Gabriel Lins, Renan P. Monteiro, Layrtthon Carlos de Oliveira Santos, Luis Augusto de Carvalho Mendes, Valdiney Veloso Gouveia, and Patrícia Nunes da Fonsêca. "Utrecht Work Engagement Scale (UWES): Psychometric parameters in Brazil." Suma Psicológica 30, no. 2 (2023): 11–20. http://dx.doi.org/10.14349/sumapsi.2023.v30.n2.2.

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Introduction: The study of work engagement is key for better understanding the underlying mechanisms that lead people to feel more motivated at work. The construct has gained prominence over recent decades, and the Utrecht Work Engagement Scale (UWES) has emerged as the most popular tool to assess the construct. Though widely known and used, more psychometric evidence is needed for the UWES, especially its item parameters. Method: This study (N = 525) aimed to provide psychometric evidence for the UWES and its shortened versions in Brazil, using a range of robust statistical analyses (e.g., Co

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Sidharta, Iwan. "Validation on Utrecht Work Engagement Scale: Multisample and Multi Sectors Analysis." Jurnal Ilmiah Manajemen Kontigensi 6, no. 2 (2018): 49–58. https://doi.org/10.5281/zenodo.3228415.

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<em>Research on work engagement has proven by previous studies that showed constructive, positive behaviors related to work. Several studies used the Utrecht Work Engagement Scale (UWES) instrument, but evidence of instrument construct validity is only available in some countries. This study investigates the validity of UWES constructs using a multisample in several sectors in the Greater Bandung Region, Indonesia. The approach to testing validity uses confirmatory factor analysis with the Lisrel 8.8 program tool. The results of the study showed that version 17 of the Utrecht Work Engagement S

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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

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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 in

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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 eac

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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 Af

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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 mea

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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 ligh

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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 e

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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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Wahdiniawati, Siti Annisa, Naik Henokh Parmenas, Nuraeni, and Suryo Sulistyo. "Mengukur konsep keterlibatan karyawan: Implementasi Utrecht Work Engagement Scale (UWES) 9S." Jurnal Pendidikan dan Kebudayaan Nusantara 1, no. 2 (2023): 51–58. https://doi.org/10.38035/jpkn.v1i2.297.

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Dalam makalah ini menggunakan metode penelitian kualitatif dengan memberikan suatu pencarian terhadap implementasi berkaitan dengan variabel yang ada dalam makalah ini berasal dari makalah-makalah yang berasal dari jurnal reputasi. Makalah ini juga dalam hasil nanti memberikan suatu perspektif dari temuan makalah yang berasal dari literatur sebagai bentuk kontribusi dalam penelitian. Implementasi UWES 9 S telah ada dan dilaksanakan, juga dikaitkan dengan keterlibatan karyawan yang ada dalam organisasi dengan mengukur menggunakan dimensi-dimensi yang ada dalam UWES 9S secara spesifik. Secara la

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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 deter

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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 v

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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 i

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Fridayanti, Fridayanti, N. Kardinah, and Turi Ati Lestari. "Teachers’ Work Engagement: The Role of Perceived Organizational Support and Meaningful Work." Psympathic : Jurnal Ilmiah Psikologi 9, no. 1 (2022): 67–76. http://dx.doi.org/10.15575/psy.v9i1.15747.

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This research aimed to determine the effect of perceived organizational support and meaningful work on engagement. The design used was cross-sectional research with the respondents of honorary public 107 Elementary School teachers in Pangandaran Regency. Furthermore, simple random sampling was used and data collection were conducted through three measuring scales, namely Perceived Organizational Support Scale (SPOS), The Work and Meaning Inventory (WAMI), and Utrecht Work Engagement Scale (UWES). Data analysis used multiple linear regression to show the effect of the two variables on work enga

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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 (

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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 equ

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Cisneros, Esther, Rosa Martha Meda-Lara, María del Carmen Yeo Ayala, et al. "WORK ENGAGEMENT AMONG HOSPITAL VOLUNTEERS." International Journal of Person Centered Medicine 9, no. 4 (2021): 41–56. http://dx.doi.org/10.5750/ijpcm.v9i4.1016.

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Background: Work engagement is defined as a positive, fulfilling, work-related state of mind characterized by vigor, dedication, and absorption. Even though volunteers at hospitals are deeply engaged in their unpaid work, there are no quick tools for measuring work engagement among these volunteers. The Ultra-short UWES-3 is a valuable research tool to measure engagement, indicating the need for its validation among volunteers. Several recent studies have explored the role of work engagement in volunteer work, mostly focusing on volunteers working in social and nonprofit settings. Little

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Juárez García, Arturo, César Merino-Soto, and Daniela Villamar Sánchez. "Más breve puede ser mejor: Propiedades métricas de la UWES – 3 ítems para evaluar “engagement” en profesores universitarios mexicanos." Revista Digital de Investigación en Docencia Universitaria 17, no. 2 (2023): e1623. http://dx.doi.org/10.19083/ridu.2023.1623.

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Introducción: El engagement laboral es un efecto psicológico positivo relevante en la literatura, y prácticamente son inexistentes estudios de validez de la versión ultra-breve de la Utrecht Work Engagement Scale en Latinoamérica. Objetivo: identificar las propiedades psicométricas de la versión ultra-breve de la Utrecht Work Engagement Scale (UWES-3) y analizar su equivalencia con la versión UWES-9 en una muestra de docentes de una Universidad Pública de México. Método: la muestra final fue de N=247 profesores universitarios, quienes contestaron la UWES en sus versiones de 9 y 3 ítems, así co

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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

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Dewi, Gusti Ayu Made Dwi Aprillia, and Alice Whita Savira. "Keterikatan Kerja dan Intensi Turnover pada Karyawan Generasi Y." Suksma: Jurnal Psikologi Universitas Sanata Dharma 3, no. 2 (2022): 74–95. http://dx.doi.org/10.24071/suksma.v3i2.5120.

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This research aimed to determine the correlation between work engagement with turnover intention among generation Y employees. The research hypothesis proposed that there was a negative correlation between work engagement with turnover intention among generation y employees. The participants in this study were 411 generation Y employees. This research was a quantitative study with non-probability sampling technique. The data was collected by distributing online scales which are Utrecht Work Engagement Scale-9 (UWES-9) and Turnover Intention Scale Six Items (TIS-6). From the try-out of scales,

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Aditama, Rona Frediansa, and Doddy Hendro Wibowo. "Peran Psychological Capital Sebagai Prediktor Work Engagement Pada Karyawan Generasi Milenial." Psikoborneo: Jurnal Ilmiah Psikologi 10, no. 4 (2022): 711. http://dx.doi.org/10.30872/psikoborneo.v10i4.9135.

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The aims of this study is determine whether psychological capital has an effect on work engagement in millennial generation employees at PT X. This study uses quantitative methods and parametric statistical analysis with simple linear regression techniques. A total of 100 millennial generation employees (male = 37; female = 63) at PT X were sampled in this study. Determination of the sample in this study using purposive sampling technique. The measuring instrument used in this research is the Utrecht Work Engagement Scale (UWES) and the Psychological Capital Questionnaire (PCQ). The results of

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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

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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 acuer

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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 resou

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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

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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 h

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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 resilie

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Avalos Latorre, María Luisa, José Carlos Ramírez Cruz, and Roberto Oropeza Tena. "Propiedades psicométricas de la Utrecht Work Engagement Scale Student (UWES-S-17) en estudiantes mexicanos." Horizontes. Revista de Investigación en Ciencias de la Educación 8, no. 33 (2024): 880–92. http://dx.doi.org/10.33996/revistahorizontes.v8i33.770.

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El compromiso escolar es un constructo que permite identificar el nivel de bienestar en la universidad. El objetivo fue determinar las propiedades psicométricas de la Utrecht Work Engagement Scale Student (UWES-S-17) en estudiantes universitarios mexicanos. Participaron 547 estudiantes hombres y mujeres con edades entre 18 y 20 años. Se realizó un análisis factorial exploratorio de consistencia interna por medio de la prueba Alfa de Cronbach y la validez por medio de las cargas factoriales (X2 = 3890.83, gl = 136, p <.000). La escala UWES-S-17 se ajustó a tres factores con una varianza expl

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Carvalho, Taisa Moitinho de, Luciano Garcia Lourenção, Maria Helena Pinto, et al. "Quality of life and work engagement among nursing staff at the start of the COVID-19 pandemic." Ciência & Saúde Coletiva 28, no. 10 (2023): 2903–13. http://dx.doi.org/10.1590/1413-812320232810.09982023en.

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Abstract This article investigates the correlation between work engagement and work-related quality of life among nursing staff at a public hospital in São Paulo State, at the onset of the COVID-19 pandemic. A descriptive, correlational, cross-sectional study of nursing personnel was conducted from December 2020 to January 2021, using the Brazilian versions of the Work & Well-being Survey (Utrecht Work Engagement Scale - UWES) and the Work-related Quality of Life (WRQoL) scale, following Walton’s model. Nursing staffs returned a strong positive correlation (r≥0.70) between the social integ

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Xanthopoulou, D., A. B. Bakker, A. Kantas, and E. Demerouti. "Measuring burnout and work engagement: Factor structure, invariance, and latent mean differences across Greece and the Netherlands." International Journal of Business Science and Applied Management 7, no. 2 (2012): 40–52. http://dx.doi.org/10.69864/ijbsam.7-2.86.

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This study examines the factor structure and invariance of the instruments measuring burnout (Maslach Burnout Inventory - General Survey / MBI-GS) and work engagement (Utrecht Work Engagement Scale / UWES) in a sample of Dutch (N = 162) and Greek (N = 206) employees. Confirmatory factor analyses in both samples supported the superiority of the proposed three-factor structure of both the MBI-GS (exhaustion, cynicism, and reduced professional efficacy) and the UWES (vigor, dedication, and absorption). Alternative two-factor and one-factor models did not show a better fit to the data. In addition

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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% o

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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

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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 fact

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Satrio Budiman Rastanim, Lisa Widawati, and Ayu Tuty Utami. "Pengaruh Work Life Balance terhadap Work Engagement pada Ibu Bekerja." Bandung Conference Series: Psychology Science 4, no. 1 (2024): 257–63. http://dx.doi.org/10.29313/bcsps.v4i1.10024.

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Abstract. Work engagement is motivation, positivity, fulfillment, and an individual's perspective which is characterized by vigor, dedication, and absorption (Schaufeli et al., 2002). Work life balance is the ability to achieve goals and fulfill various demands of work and life and achieve satisfaction in all aspects of life (Fisher and Bulger, 2012). The aim of this research is to determine the effect of work life balance on work engagement in working mothers. The subjects in this study were 105 working mothers. The data analysis technique used is simple linear regression. The work life balan

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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 re

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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 cu

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Dominguez-Lara, Sergio Alexis, Manuel Fernández-Arata, and Rosa Seperak-Viera. "Análisis psicométrico de una medida ultra-breve para el engagement académico: UWES-3S." Revista Argentina de Ciencias del Comportamiento 13, no. 1 (2021): 25–37. http://dx.doi.org/10.32348/1852.4206.v13.n1.27780.

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El objetivo fue analizar la equivalencia entre las versiones de 17 y 9 ítems de la Utrech Work Engagement Scale – Student (UWES-S) y la UWES-3S, desde un análisis interno (asociación entre versiones) y externo (asociaciones con medidas de agotamiento emocional, autoeficacia académica y sexo). La investigación fue cuantitativa e instrumental. Fueron evaluados 497 estudiantes universitarios (63.4% mujeres; Medad = 20.44; DEedad = 3.18) de diversas carreras profesionales de una universidad privada de Arequipa (región del sur del Perú). Los resultados muestran que la UWES-9S y la UWES-17S son inva

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Cao, Yuping, Lydia Yoke Yean Foong, Chengjun Zhang, and Yu Zhang. "Professional Characteristics Influencing Work Engagement of Rural Early Childhood Teachers." Environment-Behaviour Proceedings Journal 10, no. 31 (2025): 135–41. https://doi.org/10.21834/e-bpj.v10i31.6523.

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Rural early childhood teachers' work engagement directly impacts their professional development and significantly influences the quality of the early childhood education system. However, rural early childhood teachers in China face numerous challenges in maintaining high levels of work engagement. This study used the Utrecht Work Engagement Scale (UWES) to examine the relationship between professional characteristics and work engagement among 530 rural early childhood teachers. The results showed that teaching tenure, educational level, professional background, and other factors significantly

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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 w

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Dominguez-Lara, Sergio Alexis, Andy Rick Sánchez-Villena, and Manuel Fernández-Arata. "Psychometric properties of the UWES-9S in Peruvian college students." Acta Colombiana de Psicología 23, no. 2 (2020): 7–39. http://dx.doi.org/10.14718/10.14718/acp.2020.23.2.2.

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The objective of this study was to evaluate the internal structure dimensionality of the Utrech Work Engagement Scale – Student (UWES–9S) and its association with the academic procrastination reported by 321 psychology students from a private university in Cajamarca (Peru) ranging between 17 and 41 years old (79% women; Mage = 22.50 years; 84% between 17 and 25 years old). The UWES-9S and the Academic Procrastination Scale (APS) were used and both a confirmatory and a bifactor analysis were conducted on the UWES–9S, as well as a structural regression analysis that specified the influence of th

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Dominguez-Lara, Sergio Alexis, Andy Rick Sánchez-Villena, and Manuel Fernández-Arata. "Psychometric properties of the UWES-9S in Peruvian college students." Acta Colombiana de Psicología 23, no. 2 (2020): 7–39. http://dx.doi.org/10.14718/acp.2020.23.2.2.

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The objective of this study was to evaluate the internal structure dimensionality of the Utrech Work Engagement Scale – Student (UWES–9S) and its association with the academic procrastination reported by 321 psychology students from a private university in Cajamarca (Peru) ranging between 17 and 41 years old (79% women; Mage = 22.50 years; 84% between 17 and 25 years old). The UWES-9S and the Academic Procrastination Scale (APS) were used and both a confirmatory and a bifactor analysis were conducted on the UWES–9S, as well as a structural regression analysis that specified the influence of th

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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/methodolog

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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

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Aura Puji Astuti and Suhana. "Pengaruh Job Crafting terhadap Work Engagement pada Karyawan Desain Grafis di Kota Bandung." Bandung Conference Series: Psychology Science 4, no. 1 (2024): 674–80. http://dx.doi.org/10.29313/bcsps.v4i1.10589.

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Abstract. Job crafting is an effort made actively by individuals to balance job demands and job resources. Through job crafting efforts, work engagement can increase resulting in good work productivity. This study aims to determine how much influence job crafting has on work engagement in graphic design employees. The research method used is quantitative with 128 graphic design employees in Bandung City. This study used the job crafting scale (JCS) measuring instrument from Tims et al., (2012) which was adapted by researchers and the utrecht work engagement scale (UWES) measuring instrument fr

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Carvalho, Taisa Moitinho de, Luciano Garcia Lourenção, Maria Helena Pinto, et al. "Qualidade de vida e engajamento no trabalho em profissionais de enfermagem no início da pandemia de COVID-19." Ciência & Saúde Coletiva 28, no. 10 (2023): 2903–13. http://dx.doi.org/10.1590/1413-812320232810.09982023.

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Resumo O artigo investiga a correlação entre engajamento e qualidade de vida no trabalho dos profissionais de enfermagem de um hospital público do interior do estado de São Paulo, no início da pandemia de COVID-19. Estudo transversal, descritivo e correlacional, com profissionais de enfermagem, realizado entre dezembro de 2020 e janeiro de 2021. Foram utilizadas as versões brasileiras da Utrecht Work Engagement Scale (UWES) e da Escala de Avaliação da Qualidade de Vida no Trabalho (QVT), segundo modelo de Walton. Os profissionais de enfermagem apresentaram correlação forte e positiva (r≥0.70)

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Bayu Apriliansyah, Linda Mora, and M. Choirul Ibad. "PENGARUH STRES KERJA TERHADAP TURNOVER INTENTION YANG DIMEDIASI WORK ENGAGEMENT PADA TENAGA KERJA GENERASI Z DI KARAWANG." Empowerment Jurnal Mahasiswa Psikologi Universitas Buana Perjuangan Karawang 4, no. 3 (2024): 84–98. https://doi.org/10.36805/empowerment.v4i3.1242.

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Penelitian ini bertujuan untuk mengetahui peran mediasi variabel work engagement terhadap variabel stres kerja dan turnover intention pada tenaga kerja generasi Z di Karawang. Penelitian ini menggunakan metode kuantitatif dengan menggunakan convenience sampling. Jumlah sampel pada penelitian ini adalah 349 orang. Populasi pada penelitian ini adalah tenaga kerja Generasi Z di Karawang. Teknik pengumpulan data menggunakan kuesioner dan disebarkan secara langsung menggunakan google formulir. Alat ukur yang digunakan yaitu Job Stress Scale (JSS), skala Utrecht Work Engagement Scale-9 (UWES-9), dan

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Kurniawati, Rizka, Latipun Latipun, and Nida Hasanati. "Hope Sebagai Mediator Pengaruh Authentic Leadership Terhadap Work Engagement Pada Anggota Polisi." Jurnal Ilmiah Psyche 17, no. 2 (2023): 123–40. http://dx.doi.org/10.33557/jpsyche.v17i2.2793.

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Abstract : The work engagement of Indonesian National Police can provide a good performance to organization. One of the factors that can improve hope towards work engagement of Indonesian National Police is the style of leadership. Therefore, aiming to identify the influence of authentic leadership over work engagement, this study applies hope as the mediator variable. Using non-experimental quantitative as the research design, the subject involves 163 members of Sabhara Division of Indonesian National Police performing purposive sampling. The instrument of work engagement data collection is m

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