Dimensionality of the 9-Item Utrecht Work Engagement Scale (UWES-9)

2013 ◽  
Vol 112 (3) ◽  
pp. 788-799 ◽  
Author(s):  
Gideon P. de Bruin ◽  
Carolina M. Henn
Keyword(s):  
Factor Analysis ◽  
Hierarchical Structure ◽  
Work Engagement ◽  
General Factor ◽  
Wide Spread ◽  
Utrecht Work Engagement Scale ◽  
Weak Group ◽  
Engagement Scale

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.

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...

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.

Arbeitsengagement zur Messung von positiver beruflicher Beanspruchung im Lehrberuf – eine berufsübergreifende Validierung

2020 ◽  
pp. 1-16
Author(s):  
Anita Sandmeier ◽  
Debbie Mandel
Keyword(s):  
Work Engagement ◽  
Utrecht Work Engagement Scale ◽  
Deutschsprachige Version ◽  
Engagement Scale

Zusammenfassung. Die Forschung zu Beanspruchung im Lehrberuf ist nach wie vor stark auf negative Auswirkungen wie Stress, Erschöpfung und Burnout fokussiert. Um ein vollständiges Bild zu erhalten, müssen auch die positiven Aspekte von Beanspruchung analysiert werden. Dafür bietet sich ein Konstrukt an, das sich in der internationalen arbeits- und organisationspsychologischen Forschung in den vergangenen Jahren durchgesetzt und in verschiedenen Berufsfeldern und nationalen Kontexten bewährt hat: Arbeitsengagement, gemessen mit der Utrecht Work Engagement Scale (UWES). Der vorliegende Beitrag analysiert die deutschsprachige Version der 9-Item Version der UWES an einer Stichprobe von Lehrerinnen und Lehrern ( N = 162) im Vergleich mit Personen aus intellektuell-forschenden Berufen ( N = 195). Konfirmatorische Mehrgruppen-Faktoranalysen zeigten, dass die UWES-9 über beide Berufsgruppen hinweg messinvariant ist. Die latente Mittelwertsanalyse ergab, dass die Lehrerinnen und Lehrer in Bezug auf das Arbeitsengagement besser abschneiden als die Fachkräfte der anderen Gruppe. Dabei hängt das Arbeitsengagement in beiden Gruppen wie erwartet positiv mit affektivem organisationalem Commitment und negativ mit der Kündigungsabsicht zusammen, was die Validität der deutschen Version des Tests belegt. Vor dem Hintergrund dieser Erkenntnisse wird am Schluss des Beitrags das Potenzial des Konstrukts für die Erforschung der positiven Beanspruchung im Lehrberuf diskutiert.

The Utrecht Work Engagement Scale: An evaluation of two versions

2009 ◽  
Author(s):  
Maura J. Mills ◽  
Satoris S. Culbertson ◽  
Clive Fullagar
Keyword(s):  
Work Engagement ◽  
Utrecht Work Engagement Scale ◽  
Engagement Scale

Utrecht Work Engagement Scale-17

2002 ◽  
Author(s):  
Wilmar B. Schaufeli ◽  
Marisa Salanova ◽  
Vicente González-Romá ◽  
Arnold B. Bakker
Keyword(s):  
Work Engagement ◽  
Utrecht Work Engagement Scale ◽  
Engagement Scale
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