Normatization of the Brazilian Utrecht Work Engagement Scale

Magnan, Emília dos Santos; Vazquez, Ana Cláudia Souza; Pacico, Juliana Cerentini; Hutz, Cláudio Simon

doi:10.15689/ap.2016.1502.01

Cited by 8 publications

(10 citation statements)

References 14 publications

(21 reference statements)

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“…Engagement is an always positive and intense state, more strongly related to the way professionals perform their work than to organizational goals, work tasks or the types of organization in which they are inserted (13) . However, it comprises a dynamic process that, although stable over time, can be altered by working conditions and, when this is detected in a negative way, it is observed that several aspects that harm the workers' health are in evidence (13) .…”

Section: Introductionmentioning

confidence: 99%

Occupational stress and engagement in primary health care workers

Cordioli

Gazetta

et al. 2019

Rev. Bras. Enferm.

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Objective: To evaluate levels of occupational stress and work engagement among primary health care workers. Method: A descriptive, correlational and transversal study was carried out in a small municipality in the countryside of São Paulo, with a non-probabilistic sample of convenience, with 85 workers. Three self-applied instruments were used: one developed by researchers, containing sociodemographic variables; Work Stress Scale (WSS) and Utrech Work Engagement Scale (UWES). Results: Prevalence of women (72.6%), 40 years old or more (45.9%), 4 years and 4 months of mean working time in primary care. Thirty-one workers (36.5%) presented significant stress (scores ≥2.5). Work engagement showed a mean of 4.1 (±1.2) to 4.4 (±1.4), classified as high in all dimensions. Occupational stress and work engagement correlated negatively. Conclusion: Workers presented high levels of work engagement; more than one-third had significant occupational stress. Workers with high levels of occupational stress tend to have lower work engagement.

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Section: Introductionmentioning

confidence: 99%

Occupational stress and engagement in primary health care workers

Cordioli

Gazetta

et al. 2019

Rev. Bras. Enferm.

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“…Analyzes involving descriptive statistics were made for the questions of profile identification and the results of the scales. The level of engagement through the raw and percentage scores according to the normative studies (Magnan et al, 2016) and the more frequent job resources and demands in the routine of the participants were identified.…”

Section: Discussionmentioning

confidence: 99%

“…Significant correlations between work engagement and work age were found in the process of adaptation and validation of the scale (Vazquez et al, 2015). Thus, age groups were associated with the career stages, being 18 to 28 years of age for the beginning of working life, 29 to 39 years of age for professional development and qualification, and over 40 years of age for career consolidation (Magnan et al, 2016).…”

Section: Utrecht Work Engagement Scalementioning

confidence: 93%

“…The theoretical model called Job Demands-Resources (JDR) suggests the evaluation and interpretation of positive characteristics in the work environment and not only elements linked to people's illness. These two aspects together illustrate the causes and consequences of work engagement (Magnan et al, 2016). This theory works with the two categories that organize the characteristics of jobs: demands and resources.…”

Section: Work Engagementmentioning

confidence: 99%

“…This version has been proved to be viable for interpretation through the general score and also through the differentiation of the three dimensions (Vazquez et al, 2015). The Brazilian version demonstrated internal consistency of 0.95 for the overall work engagement factor, 0.86 for vigor, 0.87 for dedication; and 0.85 for concentration (Magnan et al, 2016).…”

Section: Utrecht Work Engagement Scalementioning

confidence: 99%

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Antecedents of Work Engagement of Higher Education Professors in Brazil

Mercali

Costa

2019

RAM, Rev. Adm. Mackenzie

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Purpose: This research aimed to identify and analyze the antecedents of work engagement through job demands and resources of the higher education professors in Brazil. Originality/value: First findings of engagement, job resources and demands regarding Brazilian professors sample. This dissertation contributes to the reflection of their situation and the conditions of their jobs. Design/methodology/approach: This study used a quantitative approach by means of applying an online questionnaire composed of identification questions and two scales. The sample comprised 506 professors belonging to all federative units of the country. Data collected from the questionnaire was analyzed through descriptive statistics, analysis of variance and t-test. Findings: The main findings show that professors, in general, have medium levels of engagement, but it is very close to the limit that can affect their health. The qualitative demands are the most expressive in the working life of these professionals and the work resources (task execution) were those that obtained the highest average among all resources, followed by the social ones. In general, professors from private institutions perceive job demands and resources more favorably than those who work in public institutions.

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Organizational learning culture in industry 4.0: relationships with work engagement and turnover intention

Pereira

Machado

Oliveira

2021

Human Resource Development International

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The period of digital transformation that we are experiencing, called Industry 4.0, has marked a series of changes in the way we relate as a society, requiring constant adaptation and new knowledge on the part of companies and professionals. This study sought to contribute to the understanding of the relationship between the organizational learning culture in Information Technology companies based in Brazil, the work engagement, and the turnover intention of its employees. Among the results of the correlation and network analyses, it is shown that organizational actions aimed at connecting the organization to its environment dimension have a direct effect on work engagement. The high level of work engagement, on the other hand, has not been shown to reduce the turnover intention. The results of the study allow the identification of cultural aspects related to learning, which dimensions of culture are directly related to work engagement, and what are their impact on the turnover intention. They also evidence elements of the organizational culture to be prioritized in interventions, in addition to offering indications on how to develop professionals within the organizational routine.

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Normatization of the Brazilian Utrecht Work Engagement Scale

Cited by 8 publications

References 14 publications

Occupational stress and engagement in primary health care workers

Occupational stress and engagement in primary health care workers

Antecedents of Work Engagement of Higher Education Professors in Brazil

Organizational learning culture in industry 4.0: relationships with work engagement and turnover intention

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