Work Engagement in South Korea

2017 ◽  
Vol 120 (3) ◽  
pp. 561-578 ◽  
Author(s):  
Won Ho Kim ◽  
Jong Gyu Park ◽  
Bora Kwon
Keyword(s):  
Factor Analysis ◽  
Exploratory Factor Analysis ◽  
Work Engagement ◽  
Convergent Validity ◽  
Discriminant Validity ◽  
Factor Model ◽  
Utrecht Work Engagement Scale ◽  
Confirmatory Factor ◽  
Three Factor ◽  
Engagement Scale

This study aims to validate Korean versions of the 9-item Utrecht Work Engagement Scale, testing for its factor pattern validity through Exploratory Factor Analysis and Confirmatory Factor Analysis, reliability, and convergent and discriminant validity. The 9-item Utrecht Work Engagement Scale was translated according to the guidelines of the International Test Commission and tested with two Korean samples. First, the Exploratory Factor Analysis found that both two-factor and three-factor solutions were viable options with the first sample. Second, comparison validations of these two solutions were tested by confirming the dimensionality of their structures through the Confirmatory Factor Analyses with the second sample, with the conclusion that the three-factor model solution was the most parsimonious model. Finally, the three-factor model of the 9-item Utrecht Work Engagement Scale was demonstrated to have good discriminant validity and convergent validity, as well as internal consistency of its subscales.

scholarly journals Work Engagement in India: Psychometric Evaluation of Utrecht Work Engagement Scale

2018 ◽  
Vol 4 (02) ◽  
Author(s):  
Urvashi Sharma ◽  
Bhawna Rajput
Keyword(s):  
Psychometric Properties ◽  
Internal Consistency ◽  
Work Engagement ◽  
Factor Model ◽  
Psychometric Evaluation ◽  
Utrecht Work Engagement Scale ◽  
Confirmatory Factor ◽  
Single Construct ◽  
Three Factor ◽  
Engagement Scale

This paper aims to analyse the psychometric properties of Utrecht Work Engagement Scale (UWES) as developed by Schaufeli et al. (2002) in an India sample. It analyses two models of work engagement i.e. one-factor model, where work engagement is considered as a single construct and three-factor model, which considers three aspects of engagement (vigour, dedication and absorption) of both 17-item UWES and shortened version 9-item UWES. Psychometric properties including factor validity and internal consistency were assessed by an empirical study of 100 employees working in information technology companies in India. The results of confirmatory factor analysis reveal that for India, 9-item UWES and single construct work engagement scale is better than the three factor model. The study further revealed that internal consistency of complete scale was found to be consistent than the three sub-scales for both 9-item UWES and original 17-item UWES. The present study provides an insight as to which measure of UWES works better in context to India.

Utrecht work engagement scale: Construct validity and reliability in Chilean health science students

2021 ◽  
Vol 71 (11) ◽  
pp. 2519-2523
Author(s):  
Rocio Glaria Lopez ◽  
Cristhian Perez Villalobos ◽  
Paulina Ortega Bastidas ◽  
Berta Schulz-Banares ◽  
Angela Pino-Zuniga
Keyword(s):  
Factor Analysis ◽  
Confirmatory Factor Analysis ◽  
Work Engagement ◽  
Health Science ◽  
Likelihood Method ◽  
Validity And Reliability ◽  
Utrecht Work Engagement Scale ◽  
Confirmatory Factor ◽  
Two Factors ◽  
Engagement Scale

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...

A confirmatory factor analysis of the structure of schizotypy

1995 ◽  
Vol 9 (4) ◽  
pp. 271-281 ◽  
Author(s):  
Oliver Mason
Keyword(s):  
Factor Analysis ◽  
Confirmatory Factor Analysis ◽  
Exploratory Factor Analysis ◽  
Goodness Of Fit ◽  
Psychotic Disorders ◽  
Factor Model ◽  
Factor Solution ◽  
Factor Analytic ◽  
Confirmatory Factor ◽  
Three Factor

Recent research into schizotypal traits has been concerned with the number and nature of these personality dimensions. Earlier exploratory factor analytic work using a wide variety of scales (the CSTQ) has generated a four‐factor solution but other solutions have been provided by other investigators. This study uses confirmatory factor analysis on a large sample to compare several plausible models of the relationships between scales. These models include a two‐factor model separating ‘positive’ from ‘negative’ schizotypal features, a three‐factor model including features of cognitive disorganization, and the four‐factor model generated previously by exploratory factor analysis. Results offer support for the four‐factor solution as the only structure meeting multiple criteria for goodness of fit. The relevance of Eysenck's dimensions, and the P scale in particular, to the results is discussed. Attention is drawn to the possibility that the factors describe predispositions of risk of psychotic disorders beyond that of schizophrenia.

Development and Validation of the Career Crafting Assessment (CCA)

2021 ◽  
pp. 106907272110025
Author(s):  
Joo Young Lee ◽  
Christopher L. Chen ◽  
Eli Kolokowsky ◽  
Sharon Hong ◽  
Jason T. Siegel ◽  
...  
Keyword(s):  
Factor Analysis ◽  
Work Engagement ◽  
Career Success ◽  
Convergent Validity ◽  
Factor Model ◽  
Meaningful Work ◽  
Hierarchical Regression ◽  
Confirmatory Factor ◽  
Subjective Career Success ◽  
Development And Validation

This research introduces career crafting to describe a set of lifelong career behaviors that individuals engage in when developing their meaningful career paths. The Career Crafting Assessment (CCA), based on the defined criteria of career crafting, was developed to measure the construct and its validity was tested across two studies. Exploratory factor analysis in Study 1 revealed that the CCA is multidimensional, composed of four factors. Confirmatory factor analysis in Study 2 further specified that the CCA is hierarchical, demonstrating a good model fit of a four-factor model with a higher-order factor. Correlational tests indicated that career crafting is positively related to existing career constructs, demonstrating convergent validity. Furthermore, the CCA predicted meaningful work, work engagement, and subjective career success, providing concurrent validity. Finally, a series of hierarchical regression tests revealed that career crafting accounts for more of the variance in meaningful work and work engagement than job crafting but not in subjective career success, partially providing incremental evidence. Overall, study findings suggest that (a) career crafting is a distinct construct, and (b) the CCA is a valid measure for assessing career crafting that can be used to better understand lifelong career behaviors to make one’s career more meaningful and engaging.

scholarly journals The Bidirectional Spirituality Scale: Construction and Initial Evidence for Validity

2019 ◽  
Vol 4 (1) ◽  
pp. 7-23
Author(s):  
W. Paul Williamson ◽  
Aneeq Ahmad
Keyword(s):  
Factor Analysis ◽  
Discriminant Validity ◽  
Factor Model ◽  
Preliminary Evidence ◽  
Scale Construction ◽  
Relationship With God ◽  
Convergent And Discriminant Validity ◽  
Confirmatory Factor ◽  
Using Data ◽  
Three Factor

This study presents the development and construction of the 16-item Bidirectional Spirituality Scale (BSS), which is based on the theory of vertical and horizontal spirituality. Vertical spirituality focuses on that involving one’s relationship with God, whereas horizontal spirituality is concerned with one’s relations with people and attunement to meaning and purpose. Using data from 239 USA participants, exploratory factor analysis has produced three factors: vertical spirituality (VS; 8 items); horizontal spirituality-others (HS-O; 4 items); and horizontal spirituality-existential (HS-E; 4 items). A partial confirmatory factor analysis has confirmed the three-factor model. For research purposes, HS-O and HS-E can be combined to produce an 8-item horizontal spirituality scale to complement the 8-item VS scale. Further analyses have found preliminary evidence for both convergent and discriminant validity. Because of its sound psychometric properties, the BSS appears to be a useful, brief instrument for discriminating both religious and non-religious spirituality.

scholarly journals VALIDASI INSTRUMEN FOLLOWERSHIP MODEL KELLEY VERSI INDONESIA

2019 ◽  
Vol 3 (2) ◽  
pp. 70-79
Author(s):  
Siti Asriyani Rosani ◽  
Medianta Tarigan
Keyword(s):  
Internal Consistency ◽  
Work Engagement ◽  
Convergent Validity ◽  
Discriminant Validity ◽  
Factor Model ◽  
Internal Consistency Reliability ◽  
Confirmatory Factor ◽  
High Internal Consistency ◽  
Fit Indexes ◽  
High Internal Consistency Reliability

This study aimed to describe the psychometric properties of the Followership measurement. The participants of the research were 377 of employees with range of 16 - 59 years old. The research used internal consistency of Alpha and construct validity with Confirmatory Factor Analysis (CFA), convergent validity, and discriminant validity. The results were high internal consistency reliability of Indonesian Kelly’s followership styles (α = 0.882), and good fit indexes of modified two factor model (activity and independent), and finally showed the positive correlation to ledadership, work engagement, and religiosity measures.

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