Measuring Engagement at Work: Validation of the Chinese Version of the Utrecht Work Engagement Scale

Fong, Ted C. T.; Ng, Siu-Man

doi:10.1007/s12529-011-9173-6

Cited by 141 publications

(149 citation statements)

References 23 publications

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“…This result is also consistent with a previous study 12) . In that study, educators, managers and police officers showed high levels of engagement, which was in contrast with a study conducted in China 10) in which support staff were more engaged compared with professional staff. At this moment, we do not have interventional evidence suggesting that educational methods or lifestyle habits would increase work engagement level.…”

Section: Discussioncontrasting

confidence: 93%

Validation of Nepalese Version of Utrecht Work Engagement Scale

Panthee

Shimazu

Kawakami

2014

Journal of Occupational Health

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tive:The objective of the current study was to examine the psychometric properties of the Nepalese version of the Utrecht Work Engagement Scale (UWES-N) in a sample of hospital nurses. Method: Registered nurses from three hospitals in Nepal (total N=438) voluntarily completed a self-administered paper-and-pencil questionnaire. Results: Confirmatory factor analysis revealed that the hypothesized three-factor model of the 9-item version of the UWES-N (UWES-N-9) fitted the data best. The internal consistency of the scale was acceptable. Work engagement was positively related to job satisfaction, job performance, happiness and health, and it was negatively related to psychological distress, confirming its construct validity. Conclusions: In conclusion, the findings of our study indicated that the UWES-N-9 has satisfactory psychometric properties and provided supportive evidence for use of the UWES-N-9 in the Nepalese context. (J Occup Health 2014; 56: 421-429)

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Section: Discussioncontrasting

confidence: 93%

Validation of Nepalese Version of Utrecht Work Engagement Scale

Panthee

Shimazu

Kawakami

2014

Journal of Occupational Health

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“…Nesse sentido, pode-se afirmar que os escores de engajamento no trabalho obtidos por meio da escala são invariantes para gênero e setor de trabalho e que esses grupos podem ser comparados entre si (Sass, 2011). Tais evidências dão, assim, sustentação aos estudos que vêm evidenciando a não existência de diferenças significativas entre os gêneros (Fong & Ng, 2012;Vasquez et al, 2015, Schaufeli, 2012 e entre trabalhadores do setor público e privado (Vigoda-Gadot, Eldor, & Schohat, 2012) no que diz respeito ao engajamento no trabalho. No presente estudo, essas diferenças foram testadas de forma mais rigorosa.…”

Section: Discussionunclassified

“…Estudos posteriores, conduzidos em amostras de diferentes países, com trabalhadores pertencentes a diversos grupos ocupacionais, confirmaram que a escala apresentava propriedades psicométricas adequadas (Fong & Ng, 2012;Nerstad, Richardsen, & Martinussen, 2010;Vazquez, Magnan, Pacico, Hutz, & Schaufeli, 2015).…”

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Evidências adicionais de validade da UWES-9 em amostras brasileiras

Ferreira¹,

Valentini²,

Damásio³

et al. 2016

Estudos De Psicologia

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Estudos de Psicologia, 21(4), outubro a dezembro de 2016, 435-445 Resumo O engajamento no trabalho consiste em um estado motivacional positivo manifesto em sentimentos de vigor, absorção e dedicação ao trabalho. Para avaliá-lo, foi desenvolvida a Escala de Engajamento no Trabalho de Utrecht. O presente trabalho reuniu evidências de validade da versão reduzida da escala (UWES-9) por meio de análises de estrutura interna, de invariância por gênero e setor de trabalho (público ou privado), e de relações com variáveis externas. A amostra foi composta por 2.897 trabalhadores de ambos os sexos (57,3% do sexo feminino), com média de idade de 32,8. Os modelos indicaram que a estrutura unidimensional obteve melhor ajuste e que os parâmetros dos itens não foram significativamente enviesados pelo sexo, setor e tempo de trabalho. A escala apresentou correlações positivas fortes com sentimentos positivos associados ao trabalho. As propriedades psicométricas do instrumento recomendam seu uso futuro em investigações destinadas a avaliar o engajamento no trabalho em amostras brasileiras.Palavras-chave: comportamento organizacional; psicologia positiva; validade estatística. AbstractAdditional validity evidences of UWES-9 in Brazilian samples. Work engagement is a positive motivational state which is expressed in vigor, absorption and dedication feelings toward work. The Utrecht Work Engagement Scale was developed to measure this phenomenon. The present work collected validity evidence for the reduced scale (UWES-9) concerning its internal structure, gender and work sector (public and private) invariance and relationships with external variables. The sample consisted of 2,897 employees from both genders (57.3% were female), mean age equal to 32.8. The models indicated a unidimensional structure fit to the data, and the items parameters were not significantly biased due to gender, work sector, and job tenure. The scale showed positive strong correlations with positive feelings toward work. The psychometric properties of the scale recommend its future adoption in researchers about work engagement in Brazilian samples.

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“…199 Cogin and Fish 283 found that the experience of sexual harassment was negatively linked with engagement in a cross-sectional study.…”

Section: Individual Perceptions Of Organisational and Team Factorsmentioning

confidence: 99%

Evaluating the evidence on employee engagement and its potential benefits to NHS staff: a narrative synthesis of the literature

Bailey

Madden

Alfes

et al. 2015

Health Services and Delivery Research

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BackgroundRecent studies have suggested engagement is linked with beneficial outcomes for individuals and organisations. Despite growing demand for resources and advice on engagement within the NHS, there has been no systematic evaluation of how engagement strategies can be developed and operationalised within the NHS.Objectives and research questionsTo evaluate evidence and theories of employee engagement within the NHS and the general workforce to inform policy and practice. Four research questions focused on definitions and models of engagement; the evidence of links between engagement and staff morale and performance; approaches and interventions that have the greatest potential to create and embed high levels of engagement within the NHS; and the most useful tools and resources for NHS managers in order to improve engagement.Review methodsEvidence was evaluated using a narrative synthesis approach involving a structured search of relevant academic databases and grey literature. The search yielded a final data set of 217 items, comprising 172 empirical papers, 38 theoretical articles, four meta-analyses and three books. From the grey literature, only 14 items were used in the analysis.Main findingsThere is no one agreed definition or measure of engagement. Existing approaches were grouped under three headings: a psychological state; a composite attitudinal and behavioural construct; and employment relations practice. Most fell under the first category, with the Utrecht Work Engagement Scale being the most prevalent. Most theorising around engagement used the job demands–resources framework. Thirty-five studies considered engagement and morale, and the most consistent finding was a positive link between engagement and life satisfaction, and a negative link between engagement and burnout. Some studies suggested that engagement was positively associated with organisational commitment and job satisfaction and negatively linked to turnover intentions. Of 42 studies that looked at performance and engagement, the strongest support was found for a link between engagement and individual in-role performance and a negative link between engagement and counterproductive performance outcomes. A link between engagement and higher-level performance outcomes was also found. Of 155 studies that explored approaches and interventions that promote engagement, the strongest support was found for the following: positive psychological states including resilience; job-related resources and job design features; positive leadership; perceived organisational support; team-level engagement; training and development. Only a small proportion of studies were based in health-care settings, making the application of evidence to wider contexts limited. Studies identified in the grey literature suggested that the focus of practitioner material was more on wider managerial issues than on psychological factors.ConclusionsThe synthesis highlights the complex nature of the engagement evidence base. The quality of evidence was mixed. Most studies were cross-sectional, self-report surveys, although the minority of studies that used more complex methods such as longitudinal study designs or multiple respondents were able to lend more weight to inferences of causality. The evidence from the health-care sector was relatively sparse. Only a few studies used complex methods and just two had taken place in the UK. The evidence synthesis suggests that employers might consider several factors in efforts to raise levels of engagement including development and coaching to raise levels of employee resilience, the provision of adequate job resources, and fostering positive and supportive leadership styles.FundingThis project was funded by the National Institute for Health Research (NIHR) Health Services and Delivery Research (HSDR) programme.

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Measuring Engagement at Work: Validation of the Chinese Version of the Utrecht Work Engagement Scale

Cited by 141 publications

References 23 publications

Validation of Nepalese Version of Utrecht Work Engagement Scale

Validation of Nepalese Version of Utrecht Work Engagement Scale

Evidências adicionais de validade da UWES-9 em amostras brasileiras

Evaluating the evidence on employee engagement and its potential benefits to NHS staff: a narrative synthesis of the literature

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