Utrecht Work Engagement Scale-9

Schaufeli, Wilmar B.; Salanova, Marisa; González-Romá, Vicente; Bakker, Arnold B.

doi:10.1037/t05561-000

Cited by 917 publications

(1,482 citation statements)

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“…In this study, women received slightly higher scores in all dimensions of work engagement and workaholism. In studies by Schaufeli and Bakker (2003) on the validation of the UWES questionnaire, men showed higher levels of absorption, dedication and vigour. Perhaps the explanation for this difference lies in the adverse social-economic factors in Poland -still high unemployment (and higher among women) and greater pressure (insufficiently high salary of a spouse/partner) for a woman to take paid work and, at the same time, more difficult access to work at higher and more respected social positions (see Jaworek & Dyląg, 2015).…”

Section: Discussionmentioning

confidence: 99%

“…Regarding workaholism, researchers and practitioners demonstrate its processual character, variety of reasons, or occupational risk, which may be reflected in different levels of dependence on work among men and women, different age classes or types of positions. The extensive research by Schaufeli and Bakker (2003) on samples from several countries has shown significant, although not very large, differences relating to gender in the level of absorption, dedication and vigour, as well as in different age groups. Therefore, it is assumed that there are differences in the dimensions of workaholism and work engagement between: men and women, different age groups, and type of position (managerial and non-managerial).…”

Section: Introductionmentioning

confidence: 99%

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Workaholism and work engagement: Differences and mutual relationship

Jaworek¹,

Dyląg²

2016

JJM

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The main purpose of the study was to analyse the relationship between workaholism and work engagement which, in the light of current research, constitute two separate constructs, although they are in some way related to each other. In addition, their relationship with demographic data, such as, age, gender, type of position was examined.The cross-sectional study, with the use of questionnaire methods (the Polish version of UWES and DUWAS), included in its scope 967 economically active people from Polish organizations, representing various professions.The analysis of relationships (with the use of the method of structural equation modelling) of workaholism and work engagement showed -in spite of weak association through absorption -the separate nature of the constructs studied. Regarding the relationship with demographic factors, women obtained higher scores in all dimensions of workaholism and work engagement; older workers showed greater engagement and greater compulsion to work than younger workers; managers, when compared with non-managers, are characterized by a higher level of excessive work.The results showed that workaholism and work engagement are two distinct phenomena, although they are related to each other to a little extent. The obtained differences in the examined constructs in terms of demographic factors provide a starting point for further research and analysis of their specific characteristics and causes.

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Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Workaholism and work engagement: Differences and mutual relationship

Jaworek¹,

Dyląg²

2016

JJM

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“…UWES scores were divided into five categories: very high (≥5.51), high (4.67 -5.50), average (2.89 -4.66), low (1.78 -2.88), and very low (≤1.77) [25]. We then categorized very high and high as a high work engagement group (total score ≥ 4.67) and the others as a low work engagement group (total score ≤ 4.66).…”

Section: Discussionmentioning

confidence: 99%

Relationship of High Work Engagement among Staff Midwives with Their Immediate Superiors’ Burnout on Maternity and Labor Wards in Japan

Emiko¹,

Inoue²,

Ohashi³

2017

OJN

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Introduction: Mental conditions for work among workers are related to clinical performance and influenced by colleagues within the same workplace. The aim of study was to examine the work engagement and burnout of staff midwives working on maternity and labor wards and to determine the factors related to high work engagement of staff midwives, including their immediate superiors' work engagement and burnout. Methods: A cross-sectional questionnaire survey was employed in Japan. Questionnaires were distributed to 452 midwives/nurses working on maternity and labor wards of 20 hospitals and responses from 96 staff midwives and 17 of their immediate superiors were analyzed. Work engagement and burnout (exhaustion, cynicism, and professional efficacy) were assessed by the Utrecht Work Engagement Scale and the Maslach Burnout Inventory-General Survey, respectively. To examine the association of work engagement among staff midwives with their ages, marital status and work engagement and burnout of their superiors, logistic regression analysis was conducted. Results: Immediate superiors showed significantly higher level of work engagement than staff midwives, while there was no difference in the burnout. High work engagement of staff midwives was significantly correlated with the professional efficacy (AOR 1.93, 95% CI 1.12 -3.33) and cynicism (AOR 2.01, 95% CI, 1.04 -3.90) of their immediate superiors. There was no correlation of work engagement between them. Conclusions: High work engagement of staff midwives was correlated to high professional efficacy and cynicism of their immediate superiors, suggesting that there might be crossover effects on mental conditions for work between staff midwives and their immediate superiors.

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“…Engaged employees have a physical, cognitive, and emotional connection to their role in work (Albrecht, 2010). According to Schaufeli and Bakker (2003), engagement is a positive state, fulfillment, views on working conditions characterized by strength, dedication, and absorption. They said that engagement is a more persistent and thorough state of mind and feeling, not just focusing on the object of individual events or specific behaviors.…”

Section: Discussion the Direct Effect Of Employee Engangement On Emplmentioning

confidence: 99%

“…Employee engagement is the extent to which a person is committed, dedicated himself and loyal to his or her organization, employer, job and coworkers (Marciano, 2010). According to Schaufeli and Bakker (2003), the aspects that build on the dimensions of engagement are strength, dedication, and absorption. Dedication refers to feelings of meaning, enthusiasm, inspiration, pride and challenge.…”

Section: The Direct Effect Of Ocb On Employeesmentioning

confidence: 99%

The Role of OCB in Mediating The Effect of Employee Engagement and Organizational Commitment on Employee Performance: Contract vs Permanent Employees

Fatoni

Prihatini

Suryaningsih

2018

int.jour.sci.res.mana

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Abstract:Banking industry is one of sector that relies its employees on its quality of human capital. In facing the organizational change in the form of digitaliation, the performances of employees are really challenged. This study seeks to test the role of Organizational Citizenship Behavior (OCB) as mediator of the effect of employee engagement and organizational commitment on the employees performance at PT. BCA, Tbk Jember branch, Indonesia. This study used quantitative approach. As many as 162 employees are involved as respondents. We differ them based on their employee types, those are contract and permanent employees. The analytical tool used is path analysis. We report that there is a significant indirect effect of employee engagement and organizational commitment on employees performance through OCB. The role of OCB as mediator is significant in both of effects. We also found that employee engagement and organizational commitment have a significant direct effect on employee performance, employee engagement and organizational commitment have a significant direct effect on OCB, and OCB has a significant direct impact on employee performance.

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Utrecht Work Engagement Scale-9

Cited by 917 publications

References 0 publications

Workaholism and work engagement: Differences and mutual relationship

Workaholism and work engagement: Differences and mutual relationship

Relationship of High Work Engagement among Staff Midwives with Their Immediate Superiors’ Burnout on Maternity and Labor Wards in Japan

The Role of OCB in Mediating The Effect of Employee Engagement and Organizational Commitment on Employee Performance: Contract vs Permanent Employees

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