UWES
U TRECHT
W ORK E NGAGEMENT S CALE
Preliminary Manual
[Version 1, November 2003]
Wilmar Schaufeli
&
Arnold Bakker
血盆打一字
© Occupational Health Psychology Unit
Utrecht University
Page
1. The concept of work engagement (4)
2. Development of the UWES (6)
3. Validity of the UWES (8)
4. Psychometric quality of the Dutch version (11)
4.1. Description of the Dutch language databa (11)
of the items (13)
4.2. Distribution
characteristics
14
consistency……………………………………………………………………………
4.3. Internal
structure and inter-correlations (15)
4.4. Factor
4.5. Relationships with burnout (17)
4.6. Relationships with age and gender (18)
occupational groups (19)
4.7. Differences
中游记between
version (21)
4.8. Shortened
version (21)
4.9. Student
转基因蔬菜5. Other language versions (23)
international language databa (24)
the
5.1. Description
of
5.2. Distribution characteristics of .. (26)
5.3. .. (26)
structure .. (28)
5.4. Factor
5.5. Relationships with age and gender (30)
………..
countries……………………………………………………….
31
5.6. Differences
between
version (32)
5.7. Shortened
6. Practical u (33)
6.1. Completion and scoring (34)
33
6.2. Dutch
2015年属
norms…………………………………………………………………………………...
6.3. Other language norms (37)
7. Conclusion (41)
References
Appendix: UWES versions家庭蛋糕怎么做
Contrary to what its name suggests, Occupational Health Psychology has almost exclusive been concerned with ill-health and un well-being. For instance, a simple count reveals that about 95% of all articles that have been published so far in the Journal of Occupational Health Psychology deals with negative aspects of workers' health and well-being , such as cardiovascular dia, Repetitive Strain Injury, and burnout. In contrast, only about 5% of the articles deals with positive aspects such as job satisfaction and motivation. This rather one-sided negative focus is by no means specific for t
he field of occupational health psychology. According to a recent estimate, the amount of psychological articles on negative states outnumbers the amount of positive articles by 17 to 11.
However, it ems that times have changed. Since the beginning of this century, more attention is paid to what has been coined positive psychology: the scientific study of human strength and optimal functioning. This approach is considered to supplement the traditional focus of psychology on psychopathology, dia, illness, disturbance, and malfunctioning. The recent trend to concentrate on optimal functional also aroud attention in organizational psychology, as is demonstrated by a recent plea for positive organizational behavior; that is ‘…the study of positively oriented human resource strengths and psychological capacities that can be measured, developed, and effectively managed for performance improvement in today’s workplace’ 2.
Becau of the emergence of positive (organizational) psychology, it is not surprising that positive aspects of health and well-being are increasingly popular in Occupational Health Psychology. One of the positive aspects is work engagement, which is considered to be the antipode of burnout. Whilst burned-out workers feel exhausted and cynical, their engaged counterparts feel vigorous and enthusiastic about their work. In contrast to previous positive approaches – such as the humanistic psychology – who were largely unempirical, the current positive psychology is empirical in nature. Th
is implies the careful operationalization of constructs, including work engagement. Hence, we wrote this test-manual of the Utrecht Work Engagement Scale (UWES).
This test manual is preliminary, which means that our work on the UWES is still in progress. Nevertheless, we did not want to wait any longer with publishing some important psychometric details since many colleagues, both in The Netherlands as well as abroad, are working with the UWES. Many of them have contributed to this preliminary test-manual by proving us with their data. Without their help this manual could not have been written. Therefore, we would like to thank our colleagues for their gesture of true scientific collaboration3.
Utrecht/Valéncia, November 2003
1 Diener, E., Suh, E.M., Lucas, R.E. & Smith, H.I (1999). Subjective well-being: Three decades of progress. Psychological Bulletin, 125,
267-302.
2 Luthans, F. (2002). The need for and meaning of positive organizational behavior. Journal of Organizational Behavior, 23, 695-706.
3 Sarah Jane Cotton (AUS), Edgar Bresco (SPA), Maureen Dollard (AUS), Esther Greenglass (CAN), Asbjørn Grimsmo (NOR), Gabriele Haeslich (GER), Jari Hakanen (FIN), Sandrine Hollet (FRA), Aristotelis Kantas (GRE), Alexandra Marques Pinto (POR), Stig Berge Matthien (NOR), Susana Llorens (SPA), Astrid Richardn (NOR), Peter Richter (GER), Ian Rothmann (SAF), Katariina Salmela-Aro (FIN), Marisa Salanova (SPA), Sabine Sonnentag (GER), Peter Vlerick (BEL), Tony Winefield (AUS), Hans de Witte (BEL), Dieter Zapf (GER).
1. The concept of work engagement
Work engagement is the assumed opposite of burnout. Contrary to tho who suffer from burnout, engaged employees have a n of energetic and effective connection with their work activities and they e themlves as able to deal well with the demands of their job. Two schools of thought exist on the relationship between work engagement and burnout. The first approach of Maslach and Leiter (1997) assumes that engagement and burnout constitute the opposite poles of a continuum of work related well-being, with burnout reprenting the negative pole and engagement the positive pole. Becau Maslach and Leiter (1997) define burnout in terms of exhaustion, cynicism and reduced professional efficacy, it follows that engagement is characterized by energy, involvement and efficacy. By definition, the three aspects of engagement constitute the opposites of the three corre
sponding aspects of burnout. In other words, according to Maslach and Leiter (1997) the opposite scoring pattern on the three aspects of burnout – as measured with the Maslach Burnout Inventory (MBI; Maslach, Jackson & Leiter, 1996) – implies work engagement. This means that low scores on the exhaustion- and cynicism-scales and a high score on the professional efficacy scale of the MBI is indicative of engagement.
However, the fact that burnout and engagement are assd by the same questionnaire has at least two important negative conquences. First, it is not plausible to expect that both concepts are perfectly negatively correlated. That is, when an employee is not burned-out, this doesn’t necessarily mean that he or she is engaged in his or her work. Reversibly, when an employee is low on engagement, this does not mean that he or she is burned-out. Secondly, the relationship between both constructs cannot be empirically studied when they are measured with the same questionnaire. Thus, for instance, both concepts cannot be included simultaneously in one model in order to study their concurrent validity.
For this reason we define burnout and work engagement are two distinct concepts that should be assd independently (Schaufeli & Bakker, 2001). Although employees will experience work engagement and burnout as being opposite psychological states, whereby the former has a positive
quality and the latter a negative quality, both need to be considered as principally independent of each other. This means that, at least theoretically, an employee who is not burned-out may score high or low on engagement, whereas an engaged employee may score high or low on burnout. In practice, however, it is likely that burnout and engagement are substantively negatively correlated. In contrast to Maslach and Leiter’s (1997) approach, our approach enables the asssment of the strength of the association between work engagement and burnout since different instruments asss both independently. It is possible to include both constructs simultaneously in one analysis, for instance, to investigate whether burnout or engagement explains additional unique variance in a particular variable after the opposite variable has been controlled for.
Work engagement is defined as follows (e also Schaufeli, Salanova, González-Romá & Bakker, 2001): ‘Engagement is a positive, fulfilling, work-related state of mind that is characterized by vigor,
dedication, and absorption. Rather than a momentary and specific state, engagement refers to
a more persistent and pervasive affective-cognitive state that is not focud on any particular
object, event, individual, or behavior. Vigor is characterized by high levels of energy and
mental resilience while working, the willingness to invest effort in one’s work, and persistence优秀记叙文
even in the face of difficulties. Dedication refers to being strongly involved in one's work and
experiencing a n of significance, enthusiasm, inspiration, pride, and challenge. Absorption,
is characterized by being fully concentrated and happily engrosd in one’s work, whereby
time pass quickly and one has difficulties with detaching onelf from work’
Accordingly, vigor and dedication are considered direct opposites of exhaustion and cynicism, respectively. The continuum that is spanned by vigor and exhaustion has been labeled energy or activation, whereas the continuum that is spanned by dedication and cynicism has been labeled identification (Schaufeli & Bakker, 2001). Hence, work engagement is characterized by a high level of energy and strong identification with one's work. Burnout, on the other hand, is characterized by the opposite: a low level of energy combined with poor identification with one's work.
As can be en from the definition above, the direct opposite of the third aspect of burnout – professional inefficacy – is not included in the engagement concept. There are two reasons for this. First, there is accumulating empirical evidence that exhaustion and cynicism constitute the core of burnout, whereas lack of professional efficacy ems to play a less prominent role (Maslach, Schauf
eli & Leiter, 2001; Shirom, 2002). Second, it appeared from interviews and discussions with employees and supervisors that rather than by efficacy, engagement is particularly characterized by being immerd and happily engrosd in one's work – a state that we have called absorption. Accordingly, absorption is a distinct aspect of work engagement that is not considered to be the opposite of professional inefficacy. Bad on the pervious definition, a lf-report questionnaire – called the Utrecht Work Engagement Scale (UWES) – has been developed that includes the three constituting aspects of work engagement: vigor, dedication, and absorption.
Vigor is assd by the following six items that refer to high levels of energy and resilience, the willingness to invest effort, not being easily fatigued, and persistence in the face of difficulties.
1. At my work, I feel bursting with energy
2. At my job, I feel strong and vigorous
3. When I get up in the morning, I feel like going to work
4. I can continue working for very long periods at a time
5. At my job, I am very resilient, mentally
6. At my work I always pervere, even when things do not go well*
Tho who score high on vigor usually have much energy, zest and stamina when working, whereas tho who score low on vigor have less energy, zest and stamina as far as their work is concerned.
Dedication is assd by five items that refer to deriving a n of significance from one’s work, feeling enthusiastic and proud about one’s job, and feeling inspired and challenged by it.
1. I find the work that I do full of meaning and purpo
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怎么显示文件后缀名2. I am enthusiastic about my job
3. My job inspires me
* This item is has been eliminated in the 15-item version of the UWES.
