scholarly journals The Fourth Dimensions of the Job Demands-Resources (JD-R) Model of Work Engagement in Indonesian Context

2020 ◽  
Vol 47 (3) ◽  
pp. 206
Author(s):  
Avin Fadilla Helmi ◽  
Wahyu Widhiarso ◽  
Ramadhan Dwi Marvianto ◽  
Acintya Ratna Priwati ◽  
Muhammad Ahmad Mustari ◽  
...  
Keyword(s):  
Psychometric Properties ◽  
Measurement Invariance ◽  
Work Engagement ◽  
Job Demands ◽  
Industrial Workers ◽  
Theoretical Understanding ◽  
Mimic Model ◽  
Four Dimensions ◽  
Multiple Indicator ◽  
Engagement Scale

The purpose of this study was to evaluate the psychometric properties of the modified version of the Work Engagement Scale in the Indonesian context, by adding one aspect and test the effect of types of occupation using the multiple indicator multiple cause (MIMIC) model for testing measurement invariance. The sample of this study included 459 workers in Indonesia using 16 items of the Work Engagement Scale. The results revealed that Indonesian respondents have Asian characteristics, but they come from various ethnicities and cultures. By including university lecturers and industrial workers as respondents and performing confirmatory factor analysis followed by MIMIC model, it is discovered that Indonesian employees have satisfactory psychometric properties in all four dimensions, which comprise the constructs of the work engagement scale. The findings provide an insight into in the Job Demands-Resources (JD-R) Model of work engagement in Indonesian context consisted of vigor, dedication, absorption, and contribution dimensions from theoretical understanding. MIMIC model gives an evidence that the occupation types can affect the factor structure of work engagement, indicating that measurement invariance are not hold.

Psychometrische eigenschappen van meetinstrumenten in dagboekonderzoek

2012 ◽  
Vol 25 (4) ◽  
Author(s):  
Kimberley Breevaart ◽  
Arnold B. Bakker ◽  
Evangelia Demerouti
Keyword(s):  
Factor Analysis ◽  
Psychometric Properties ◽  
Factor Structure ◽  
Work Engagement ◽  
Time Frame ◽  
Measurement Instruments ◽  
Daily Work ◽  
Diary Studies ◽  
Engagement Scale

The psychometric qualities of measurement instruments in diary studies: an illustration on the basis of the work engagement scale The psychometric qualities of measurement instruments in diary studies: an illustration on the basis of the work engagement scale Despite the emerging popularity of diary studies, until now little attention has been paid to the psychometric properties of measures used in diary studies. When the time frame of questionnaires in diary studies is adapted, it is important to examine whether the factor structure remains the same. The aim of this article is to introduce a method to examine the factor structure of daily variables. This method will be illustrated by performing a multilevel confirmative factor analysis on the questionnaire used to measure daily work engagement. The results showed that daily work engagement can be measured by adapting the time frame of the questionnaire to measure enduring work engagement, although it is eligible to replace one of the nine items.

scholarly journals Measuring engagement in nurses: the psychometric properties of the Persian version of Utrecht Work Engagement Scale

2017 ◽  
Vol 31 (1) ◽  
pp. 83-89 ◽  
Author(s):  
Mansour Torabinia ◽  
Sara Mahmoudi ◽  
Mojtaba Dolatshahi ◽  
Mohamad Reza Abyaz ◽  
◽  
...  
Keyword(s):  
Psychometric Properties ◽  
Work Engagement ◽  
Utrecht Work Engagement Scale ◽  
Persian Version ◽  
Engagement Scale

scholarly journals Peran Conscientiousness sebagai Moderator dari Hubungan Job Resources dan Work Engagement Karyawan Information Technology (IT) pada PT. X

2017 ◽  
Vol 1 (1) ◽  
pp. 296
Author(s):  
Winoto Sugiarto ◽  
P. Tommy Y. S. Suyasa ◽  
Daniel Lie
Keyword(s):  
Social Support ◽  
Information Technology ◽  
Work Engagement ◽  
Job Demands ◽  
Job Resources ◽  
Probability Sampling ◽  
Utrecht Work Engagement Scale ◽  
Engagement Scale

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

Psychometric Properties of the Hebrew Version of the Utrecht Work Engagement Scale (UWES-9)

2013 ◽  
Vol 29 (1) ◽  
pp. 58-63 ◽  
Author(s):  
Hadassah Littman-Ovadia ◽  
Cristian Balducci
Keyword(s):  
Psychometric Properties ◽  
Work Engagement ◽  
Short Form ◽  
Affective Response ◽  
Psychological State ◽  
Dutch Version ◽  
Confirmatory Factor Analyses ◽  
Utrecht Work Engagement Scale ◽  
Hebrew Version ◽  
Engagement Scale

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.

scholarly journals Psychometric Properties of the Italian Version of the Utrecht Work Engagement Scale (UWES-9)

2010 ◽  
Vol 26 (2) ◽  
pp. 143-149 ◽  
Author(s):  
Cristian Balducci ◽  
Franco Fraccaroli ◽  
Wilmar B. Schaufeli
Keyword(s):  
Psychometric Properties ◽  
Work Engagement ◽  
Work Performance ◽  
Well Being ◽  
Psychological State ◽  
Italian Version ◽  
Dutch Version ◽  
Utrecht Work Engagement Scale ◽  
Two Samples ◽  
Engagement Scale

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.

scholarly journals HUBUNGAN ANTARA JOB DEMANDS DENGAN WORK ENGAGEMENT: PERANAN FLEXIBLE LEADERSHIP SEBAGAI MODERATOR

2020 ◽  
Vol 4 (1) ◽  
pp. 175
Author(s):  
Felycia Klaviera Mulyana ◽  
P. Tommy Y.S. Suyasa ◽  
Raja Oloan Tumanggor
Keyword(s):  
Work Engagement ◽  
Group Performance ◽  
Leadership Behavior ◽  
Job Demands ◽  
Strong Relationship ◽  
Online Questionnaire ◽  
Work Overload ◽  
Utrecht Work Engagement Scale ◽  
Job Demand ◽  
Engagement Scale

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.

A psychometric analysis of the Utrecht Work Engagement Scale in Indian banking sector

2017 ◽  
Vol 49 (6) ◽  
pp. 296-302 ◽  
Author(s):  
Remya Lathabhavan ◽  
Senthil Arasu Balasubramanian ◽  
Thamaraiselvan Natarajan
Keyword(s):  
Psychometric Properties ◽  
Work Engagement ◽  
Structural Equation ◽  
Banking Sector ◽  
Equation Modeling ◽  
Cross Sectional Survey ◽  
Content Type ◽  
Utrecht Work Engagement Scale ◽  
Indian Context ◽  
Engagement Scale

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.

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.

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