Full-text resources of CEJSH and other databases are now available in the new Library of Science.
Visit https://bibliotekanauki.pl

Results found: 3

first rewind previous Page / 1 next fast forward last

Search results

Search:
in the keywords:  UWES
help Sort By:

help Limit search:
first rewind previous Page / 1 next fast forward last
1
Publication available in full text mode
Content available

Zaangażowanie w pracę – problemy z pomiarem

100%
Kulikowski K., Madej M.
Problemy Zarządzania
|
2014
|
issue 1/2014 (45)
99-112
EN
The aim of this study was to examine utility of The Utrecht Work Engagement Scale (UWES) as a tool to measure work engagement. The original version of UWES contains 17 items grouped in three subscales: vigor, absorption and dedication. In the sample of educated Polish people (N = 146) three subscales were highly correlated, indicating that the structure of UWES is rather one than three dimensional. We also tested two shortened 9-items UWES versions. Best psychometric properties (goodness of fit) had 9-items scale developed on the basis of confirmatory factor analysis conducted on collected data. The validity of the UWES was investigated by studying its relationship with work arrangements (variable vs. fixed). As expected, employees with variable work arrangements were more engaged than those with fixed arrangements.
PL
Celem prezentowanych badań było sprawdzenie przydatności do pomiaru zaangażowania w pracę 17-itemowego kwestionariusza Praca Samopoczucie (The Utrecht Work Engagement Scale – UWES), który w wersji oryginalnej zawiera trzy podskale: wigor (vigor), zaabsorbowanie (absorbtion) oraz oddanie się pracy (dedication). W badanej próbie wykształconych Polaków (N=142) trzy podskale były wysoko skorelowane, co wskazuje na jednoczynnikową strukturę narzędzia. Przetestowano także dwie skrócone wersje 9-itemowe. Najlepsze własności psychometryczne miała 9-itemowa skala stworzona na podstawie analizy kowariancji danych z badanej próby. Jako miarę trafności wskaźnika zaangażowania w pracę potraktowano związek z charakterem czasu pracy. Zgodnie z przewidywaniami, pracownicy mający czas pracy o charakterze zmiennym byli bardziej zaangażowani niż pracownicy o czasie pracy stałym.
2
Publication available in full text mode
Content available

All employees need job resources – Testing the Job Demands–Resources Theory among employees with either high or low working memory and fluid intelligence

71%
Kulikowski K., Orzechowski J.
Medycyna Pracy
|
2018
|
vol. 69
|
issue 5
483-496
EN
Background The Job Demands–Resources Theory (JD-R) is one of the most influential theoretical frameworks for explaining work engagement. The JD-R postulates the existence of a health impairment process in which job demands lead to strain, and of a motivational process in which job resources lead to work engagement. Although cognitive functions are among the most important characteristics of employees related to job, still little is known about its moderating role in JD-R processes; hence in this study we make a novel attempt to test the invariance of JD-R propositions among employees at different levels of cognitive functioning. Material and Methods A group of 383 multioccupational employees completed a set of questionnaires measuring job resource: co-worker support, supervisor support, performance feedback; job demands: emotional demands, occupational constraints, work-home interferences; Utrecht Work Engagement Scale; Oldenburg Burnout Inventory along with 2 working memory and 3 fluid intelligence tests. Results The multigroup invariance analysis with latent variables revealed that both the health impairment process and the motivational process as postulated by JD-R are invariant across groups of employees with either high or low levels of fluid intelligence and working memory capacity. Conclusions This result provides the first piece of evidence for JD-R robustness among employees at different levels of cognitive functioning. Our findings counterintuitively suggest that employees with high cognitive functioning are not more resistant to job demands than employees with low cognitive functioning and that in order to be work-engaged they need job resources, no less than their colleagues with low cognitive functioning. Med Pr 2018;69(5):483–496
3
Publication available in full text mode
Content available

Do we all agree on how to measure work engagement? Factorial validity of Utrecht Work Engagement Scale as a standard measurement tool – A literature review

71%
Kulikowski K.
International Journal of Occupational Medicine and Environmental Health
|
2017
|
vol. 30
|
issue 2
161-175
EN
Work engagement as a predictor of health is an emerging concept in occupational science and the Utrecht Work Engagement Scale (UWES) is the most popular work engagement measurement tool. However, despite its popularity, the UWES is not free from controversy concerning its factorial validity. In this paper, 21 research studies on both UWES-9 and UWES-17 factorial validity within the confirmatory factor analysis (CFA) approach have been reviewed in order to answer the question as to which of the UWES factorial structures displays greater validity. The originally proposed threefactor structure of the UWES has been recognized as superior in 6 studies. In further 6 studies, the UWES structure with 1 general factor has been found to be superior. In 8 studies, the authors have concluded that the one- and three-factor structures could be considered equivalent. One study has failed to confirm either the one- or three-factor structure of the UWES. These ambiguous results from studies focusing on the UWES factorial validity are puzzling because they not only indicate a lack of validity for the UWES as a measurement tool but might also challenge the whole concept of work engagement as a three-factor structure of dedication, vigor and absorption. Int J Occup Med Environ Health 2017;30(2):161–175
first rewind previous Page / 1 next fast forward last
JavaScript is turned off in your web browser. Turn it on to take full advantage of this site, then refresh the page.