Work Engagement in Serbia: Psychometric Properties of the Serbian Version of the Utrecht Work Engagement Scale (UWES).
Work Engagement in Serbia: Psychometric Properties of the Serbian Version of the Utrecht Work Engagement Scale (UWES).
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DOI：
10.3389/fpsyg.2017.01799
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发表时间：
2017
影响因子：
3.8
通讯作者：
Čizmić S
中科院分区：
文献类型：
--
作者：
Petrović IB;Vukelić M;Čizmić S
工作投入被定义为一种与工作相关的积极的、情感激励的状态，其特点是活力、奉献和专注。乌得勒支工作投入量表 (UWES) 是最常用的工作投入衡量标准。本研究的目的是分析塞尔维亚版本 UWES-17 和 UWES-9 的心理测量特性。样本包括来自塞尔维亚各地多个组织和工作岗位的 860 名员工。根据 UWES-17 的研究结果，数据证实了三因素解决方案和一因素解决方案，三因素解决方案略有优势。对于UWES-9，基于PCFA和CFA，得到一因素解作为优选解。考虑到 UWES-9 的可靠性及其子量表与其他幸福变量的相关模式，建议未来研究使用 UWES-9 的一因素和三因素解决方案。塞尔维亚版本的UWES-17和UWES-9均具有令人满意的心理测量特性，可靠性高，因子结构符合理论模型，预测有效性良好。该研究通过提供对塞尔维亚文化和经济背景的洞察，有助于增强对工作投入的理解，而塞尔维亚文化和经济背景与 UWES 的原始环境截然不同。仍然需要探索塞尔维亚员工如何概念化工作投入，以及对 UWES 因子结构的文化不变性进行进一步、更严格的调查。
Work engagement is defined as a positive, affective-motivational state of work-related well-being characterized by vigor, dedication and absorption. The Utrecht Work Engagement Scale (UWES) is the most frequently used measure of work engagement. The aim of this study was to analyze the psychometric properties of the Serbian versions of the UWES-17 and UWES-9. The sample consisted of 860 employees from a number of organizations and jobs across Serbia. Based on the UWES-17 findings, the data confirm both the three-factor and one-factor solutions by giving a slight advantage to the three-factor solution. As for the UWES-9, based on the PCFA and CFA, the one-factor solution was obtained as the preferred one. Taking into account the UWES-9 reliability and correlation patterns of its subscales with other well-being variables, both one- and three-factor solutions of the UWES-9 are suggested for future research. Serbian versions of both the UWES-17 and UWES-9 have satisfactory psychometric properties with high reliability, factorial structure in line with the theoretical model, and good predictive validity. The study contributes to enhanced understanding of work engagement by offering an insight from the Serbian cultural and economic context, significantly different from the UWES originating setting. There is still a need for exploring how employees from Serbia conceptualize work engagement, as well as for further, more stringent investigating of the cultural invariance of the UWES factorial structure.
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DOI：
10.1080/10705519909540118
发表时间：
1999-01-01
影响因子：
6
作者：
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通讯作者：
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影响因子：
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作者：
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影响因子：
6.8
作者：
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通讯作者：
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影响因子：
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作者：
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