This article reports on the development of a short questionnaire to measure work engagement—a positive work-related state fulfillment that is characterized by vigor, dedication, and absorption. Data were collected in 10 different countries ( N = 14,521), results indicated original 17-item Utrecht Work Engagement Scale (UWES) can be shortened 9 items (UWES-9). The factorial validity UWES-9 was demonstrated using confirmatory factor analyses, three scale scores have good internal consistency...

This study examines burnout and engagement—the hypothesized opposite of burnout—in university students from Spain ( n = 623), Portugal 727), the Netherlands 311). Confirmatory factor analyses showed that expected three-factor structures adapted versions Maslach Burnout Inventory (MBI) for (including Exhaustion, Cynicism, Reduced Efficacy) Utrecht Work Engagement Scale (UWES) Vigor, Dedication, Absorption) fitted to data each sample. However, a rigorous test revealed most loadings MBI were...

This study examined the mediating role of service climate in prediction employee performance and customer loyalty. Contact employees (N=342) from 114 units (58 hotel front desks 56 restaurants) provided information about organizational resources, engagement, climate. Furthermore, customers (N=1,140) these on Structural equation modeling analyses were consistent with a full mediation model which resources work engagement predict climate, turn predicts then Further revealed potential...

This study investigates the mediating role of work engagement (i.e. vigour and dedication) among job resources control, feedback variety) proactive behaviour at work. was investigated, using Structural Equation Modelling in two independent samples from Spain (n = 386 technology employees) Netherlands 338 telecom managers). Results both confirmed that fully mediates impact on behaviour. Subsequent multigroup analyses revealed strengths structural paths mediation model were invariant across...

Abstract. The current study introduces an ultra-short, 3-item version of the Utrecht Work Engagement Scale. Using five national samples from Finland ( N = 22,117), Japan 1,968), Netherlands 38,278), Belgium/Flanders 5,062), and Spain 10,040) its internal consistency factorial validity vis-à-vis validated measures burnout, workaholism, job boredom are demonstrated. Moreover, UWES-3 shares 86–92% variance with longer nine-item pattern correlations both versions 9 indicators well-being, 8...

We challenge traditional view that lack of efficacy - measured with the corresponding reversed scale (Maslach Burnout Inventory, MBI) is a burnout dimension. Instead, we claim in addition to exhaustion and cynicism, inefficacy newly developed characterizes burnout. MBI-efficacy apparently related work engagement, considered as positive antithesis performed Structural Equation Modeling two samples Spanish (n=239) Dutch (n=235) university students, employee samples, working various jobs...

Abstract Most people would agree with the maxim that “success breeds success.” However, this is not whole story. The current study investigated additional impact of psychosocial factors (i.e., performance obstacles and facilitators) as well psychological well-being burnout engagement) on success academic performance). More specifically, our purpose was to show that, instead directly affecting future performance, facilitators exert an indirect effect via well-being. A total 527 university...

This paper is a report of social cognitive theory-guided study about the link between supervisors' transformational leadership and staff nurses' extra-role performance as mediated by nurse self-efficacy work engagement.Past research has acknowledged positive influence that leaders have on employee (extra-role) performance. However, less known psychological mechanisms may explain links performance, which encompasses behaviours are not considered formal job requirements, but facilitate smooth...

This paper tests the structure and predictors of two psychological experiences technostress associated with use information communication technologies (ICT), i.e., technostrain (users report feelings anxiety, fatigue, scepticism inefficacy beliefs related to technologies) technoaddiction feel bad due an excessive compulsive these technologies). The study included a sample 1072 ICT users ( N = 675 nonintensive 397 intensive users). Results from multigroup confirmatory factor analyses among...

According to the job demands–resources (JD–R) model, demands and resources evoke two relatively independent processes: health impairment employee motivation. The robustness of JD–R model was tested in different occupational samples, first 654 Spanish employees second 477 Dutch employees. Structural equation modeling analyses provided partial evidence for processes. Multigroup showed that structural paths were invariant across countries, although strength relationships differed. We conclude...

Taking Bandura's Social Cognitive Theory as our starting point, we tested how efficacy beliefs (self-efficacy and perceived collective efficacy) reciprocally influence activity engagement (vigor, dedication, absorption) indirectly through their impact on positive affect (enthusiasm, satisfaction, comfort) over time. We conducted two longitudinal studies using independent samples. Study 1 is a two-wave field study that examines gain cycles regarding the dynamic relationships among...

This study investigates the effects of e-groups on well-being and performance, using a collective approach an objective performance indicator. Furthermore, it includes efficacy as moderator negative (anxiety) well positive (engagement) well-being. A lab experiment with interval 3 weeks was performed among 140 students who were randomly distributed across 18 groups chat-internet program 10 working face to face. Half under time pressure. Results confirm moderating role perceived task...

Using the Social Cognitive Theory as a theoretical framework, this study evaluated 4-month, individual cognitive-behavioral intervention program to decrease burnout and increase self-efficacy, engagement, performance among university students. The main objective of was anxiety students coped with before exams in order their beliefs self-efficacy. Besides group intervened, two control groups were involved (i.e., “stressed” “healthy” group). All 3 filled out questionnaire then again 6 months...

Abstract In our response to the lead article (Bakker, Leiter, & Albrecht, 2011 this issue), we focus on five conceptual issues in order better catch slippery concept of work engagement: (1) “What's name” engagement? (2)What is its relationship with burnout? (3) How differentiate engagement from task (4) distinguish between collective and individual (5) What are dark sides doing so, hope contribute a conceptualization more fruitful future research agenda.

Two studies were conducted to validate the so-called HEalthy and Resilient Organization (HERO) Model. Results from Study 1 provided validity psychometric support for a new measure designed assess HEROs composed by semistructured interviews with CEOs of 14 companies as well questionnaires their stakeholders (710 employees, 84 work-units, immediate supervisors, 860 customers). In 2, SEM (using data aggregated at work-unit level, which consisted 303 teams supervisors 43 companies) showed that...

. The objective of the current study is to analyze role professional self-efficacy as a predictor psychosocial well-being (i.e., burnout and engagement) following Social Cognitive Theory Albert Bandura (1997). Structural Equation Modeling was performed in sample secondary school teachers (n = 460) users Information Communication Technology 596). Results show empirical support for predicting that plays perception challenge mental overload) hindrance demands conflict, lack control, social...

This brief report examines the within–network construct validity of UWES–9S in a convenience sample 1502 Chilean students (52% were female) ranging between 18 and 25 years old. The results confirmatory factor analysis supported solution with three related factors that fit significantly better than one-factor solution. subscales (i.e., vigor, dedication, absorption) overall showed satisfactory internal consistency. multiple–group gender invariance. Overall, was found to be reliable valid...

(2002). Self-efficacy specificity and burnout among information technology workers: An extension of the job demand-control model. European Journal Work Organizational Psychology: Vol. 11, No. 1, pp. 1-25.