Exploratory and Confirmatory Factor Analysis of the 9-Item Utrecht Work Engagement Scale in a Multi-Occupational Female Sample: A Cross-Sectional Study.

Josefin Westerberg Jacobson,Magnus Lindberg,Mikaela Willmer

doi:10.3389/fpsyg.2019.02771

Josefin Westerberg Jacobson, Magnus Lindberg + Show 1 more

Open Access

https://doi.org/10.3389/fpsyg.2019.02771

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Journal: Frontiers in psychology	Publication Date: Dec 6, 2019
Citations: 23	License type: CC BY 4.0

Affiliation: University of Gävle, Uppsala University

Abstract

ObjectiveThe aim of the present study was to use exploratory and confirmatory factor analysis (CFA) to investigate the factorial structure of the 9-item Utrecht work engagement scale (UWES-9) in a multi-occupational female sample.MethodsA total of 702 women, originally recruited as a general population of 7–15-year-old girls in 1995 for a longitudinal study, completed the UWES-9. Exploratory factor analysis (EFA) was performed on half the sample, and CFA on the other half.ResultsExploratory factor analysis showed that a one-factor structure best fit the data. CFA with three different models (one-factor, two-factor, and three-factor) was then conducted. Goodness-of-fit statistics showed poor fit for all three models, with RMSEA never going lower than 0.166.ConclusionDespite indication from exploratory factor analysis (EFA) that a one-factor structure seemed to fit the data, we were unable to find good model fit for a one-, two-, or three-factor model using CFA. As previous studies have also failed to reach conclusive results on the optimal factor structure for the UWES-9, further research is needed in order to disentangle the possible effects of gender, nationality and occupation on work engagement.

Highlights

Work engagement has been described as the conceptual opposite of burnout (González-Romá et al, 2006), and as such belongs in the area of positive psychology, or “the study of the conditions and processes that contribute to the flourishing or optimal functioning of people, groups, and institutions”(Gable and Haidt, 2005)
A 17-item questionnaire (UWES-17), the original authors have shortened it to a 9item version (UWES-9) in order to reduce the burden on the respondents and minimize attrition (Schaufeli et al, 2006)
We conducted exploratory factor analysis (EFA) using promax rotation and enforcing a three-factor structure, in order to compare the fit of the theoretical dimensionality of the UWES-9 with the one-factor solution we found in our sample

Summary

Introduction

Work engagement has been described as the conceptual opposite of burnout (González-Romá et al, 2006), and as such belongs in the area of positive psychology, or “the study of the conditions and processes that contribute to the flourishing or optimal functioning of people, groups, and institutions”(Gable and Haidt, 2005). “characterized by a sense of significance, enthusiasm, inspiration, pride and challenge” (Dedication) and “characterized by being fully engrossed in one’s work, so that time passes quickly and one has difficulties in detaching oneself from work” (Absorption) (Schaufeli et al, 2002). The idea that these three concepts – Vigor, Dedication and Absorption – together form the foundation of work engagement forms the basis of the Utrecht work engagement scale (UWES) (Schaufeli et al, 2002). The 9item version, which has been psychometrically tested in various countries and samples (Ho Kim et al, 2017; Petrovicet al., 2017), will be the focus of the present study

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Discussion

Conclusion