An Ultra-Short Measure for Work Engagement Schaufeli, Wilmar B; Shimazu, Akihito; Hakanen, Jari ...
European journal of psychological assessment : official organ of the European Association of Psychological Assessment,
2019, Volume:
35, Issue:
4
Journal Article
Peer reviewed
Open access
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.
Despite growing interest in the concept of team work engagement (TWE), relatively little is known about the conditions that allow it to emerge. Based on the literature on work engagement and team ...climate, this study introduces the concept of TWE climate and examines its conceptual attributes. Based on a one-and-a-half-year qualitative investigation of eight Dutch self-steering project teams, we discovered that TWE climate comprises eight attributes, both (a) personal and (b) shared. Personal attributes include team members' commitment and drive toward the team and a personal feeling of being respected within the team. Shared attributes include a shared ability to overcome challenges and a shared sense of accomplishment, community, drive, and focus. Our findings indicate that personal and shared attributes are both critical elements of a team climate conducive to team work engagement. We conclude this paper by discussing what these findings mean for the concept of TWE climate in light of future research and practice.
As the forerunners of education, teachers and their psycho-affective variables have been the focus of numerous studies in the past decades. To add to this line of inquiry, the present study aimed to ...scrutinize the correlation among English as a foreign language (EFL) teachers' self-efficacy, work engagement, and reflection in the context of China. To do so, three previously validated questionnaires related to each of the variables were distributed among Chinese EFL teachers with various experiences and academic degrees, and a sample of 614 completed the questionnaires. The results of Pearson's Product-moment correlation revealed that the participants' self-efficacy, work engagement, and reflection were positively correlated. Moreover, the results of regression analysis and ANOVA demonstrated that Chinese EFL teachers' self-efficacy and work engagement significantly predicted their reflection. The findings have viable takeaways for EFL teachers and teacher education programs in that they can invest more time and energy in promoting psychological factors in teaching the English language along with pedagogical issues.
To provide a more integrated framework for the study of work engagement, the literature on this concept was reviewed in order to develop a clearer definition of this construct that (instead of being ...based on the separate construct of burnout) is based on the original theory of work engagement, which allowed a new, more precise measure of work engagement to be created. The new work engagement items were tested to assess their psychometrics. Their integrity was tested via exploratory and confirmatory factor analyses, which retained 18 items for a three-component model having satisfactory fit indexes with three 6-item subscales named Cognitive, Emotional, and Physical Work Engagement. The reliabilities and validities of the new scales were also empirically tested, with reliabilities ranging from .78 to .91; and correlation tests yielded statistical support for the convergent, divergent, and concurrent validities of the new measure. The scales were also tested for application to organizations, with Self-Efficacy as a positive predictor that explained 10% to 16% of the variance for all three work engagement measures. Also, the three work engagement scales were all negative predictors of, and, together, explained 12% of the variance for Turnover Intention. Moreover, work engagement and burnout were empirically shown to be independent constructs.
This study aimed to develop and test the psychometric properties of a Thai-language version of the Utrecht Work Engagement Scale (UWES). The 17-item version of UWES was translated into Thai and a ...survey was conducted with 507 registered nurses at a public regional hospital in Thailand. Results showed that the alpha and omega total coefficients for the vigor, dedication, and absorption subscales were acceptable. Exploratory Structural Equation Modeling (ESEM) indicated that the three-factor model performed the best for both versions of UWES-17-TH and UWES-9-TH. Both versions correlated positively with job resources and negatively with cognitive, emotional, and physical job demands, and with emotional exhaustion and physical symptoms. They were found to have acceptable reliability and validity and can be used to study work engagement in Thai contexts. For practical reasons, UWES-9-TH might be preferred since it is shorter than the full version. Further studies should include different occupational groups and more male participants.
Work engagement is essential for non-formal education teachers, including Taman Pendidikan Al-Quran (TPA) teachers. Work engagement will improve the work performance of TPA teachers. The religiosity ...of TPA teachers is expected to play a key role in increasing work engagement. This study aims to examine the contribution of religiosity toward work engagement. The hypothesis proposed in this study is that religiosity can predict the level of work engagement. The subjects of this study are the TPA teachers, consisting of 84 females and 70 males who have a year of teaching experience minimally. The instrument used to collect the data is the Utrecht Work Engagement Scale (UWES) which has been modified, and the religiosity scale as well. Data are analyzed by simple regression analysis. Religiosity plays a role in 30.4 % of teachers’ work engagement. In addition, the dimension of religiosity has the most significant role in the work engagement of the TPA teachers. The result shows that religiosity can predict work engagement for the TPA teachers.
Studies frequently refer to the psychological contract as an antecedent of work engagement. However, these studies mainly analyze the effects of a psychological contract breach on engagement, and ...neglect the subject of how different types of psychological contracts affect work engagement. We analyze the relation between Rousseau's four types of psychological contract—relational, transactional, balanced, and transitional—and work engagement. Specifically, we posit that both the relational and the balanced contracts lead to higher levels of work engagement, while the transitional and the transactional contracts lead to lower levels of work engagement. This study analyzes data on different types of psychological contracts in a Portuguese military organization undergoing significant change. Data analysis using partial least squares confirms the initial hypotheses.
•Relational and Balanced contracts have a positive impact on work engagement.•Transactional and Transitional contracts have a negative impact on work engagement.•Contracts included in the long-term dimension lead to higher work engagement.•Contracts that provide socioemotional support lead to higher work engagement.
•Identification mediates the effect of transformational leadership on organization-directed citizenship behaviors.•Engagement mediates the link between transformational leadership and job ...performance.•Engagement mediates the link between transformational leadership and organization-directed citizenship behaviors.•Identification and engagement sequentially mediate the relationship between transformational leadership and its outcomes.•Proactive personality amplifies the effect of leadership on identification and engagement.
This study investigates the underlying mechanisms and boundary conditions that explain the relationship between transformational leadership and frontline employee performance. Specifically, it explores the mediating role of organizational identification and work engagement in the relationship between transformational leadership and job performance and organization-directed citizenship behaviors. Additionally, it examines whether proactive personality moderates the effect of transformational leadership on identification and engagement. Data from 323 frontline hotel employees were analyzed using partial least square regression. Results show that identification and engagement fully mediate the relationship between transformational leadership and organizational citizenship behaviors, whereas engagement partially mediates the link between transformational leadership and job performance. Results indicate a sequential mediation effect of identification and engagement on employee performance. Finally, findings show that proactive personality strengthens the effect of leadership on identification and engagement. The study provides information for hotel managers about why and under what circumstances employees perform the way they do.
Sumber daya manusia (SDM) adalah pusat dari semua jenis organisasi, dan visi serta tujuan mereka semua dirancang untuk membantu mereka mencapai tujuan tertentu. Di antara sumber daya lainnya, sumber ...daya manusia (SDM) memainkan peran yang sangat penting dan strategis. Tujuan penelitian ini untuk mengetahui, memberikan informasi serta menjelaskan secara empiric dan konseptual hubungan antaraPpsychological Capital dengan Work Engagement pada karyawan PT. Jakabaring Sport City. Penelitian ini menggunakan metode penelitian kuantitatif dimana penelitian tersebut menggunakan pengambilan data di dalamnya. Teknik yang digunakan peneliti untuk mengambil data yaitu menggunakan angket berupa skala Work Engagement dan skala Psychologycal Capital. Berdasarkan penelitian yang dilakukan peneliti mengenai hubungan antara Work Engagement dan Psychologycal Capital yang melibatkan 78 karyawan PT. Jakabaring Sport City. Hasil hitung statistik menunjukan bahwa terdapat hubungan yang sangat signifikan antara Work Engagement dan Psychologycal Capital pada karyawan PT. Jakabaring Sport City. Analisis ini dilakukan menggunakan regresi sederhana. Hasil tersebut dapat dilihat dari nilai koefisien korelasi R = 0,805 dengan nilai R Square = 0,648 dan P = 0,000 Nilai Korelasi (r2) antara Work Engagement dan Psychologycal Capital yaitu sebesar 0,648 atau 64,8%. Sementara itu 35,2% dipengaruhi olehvariabel lain yang tidak diteliti dalam peneliti.
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