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Structural validity of Utrecht Work Engagement Scale in the Indian Context


Affiliations
1 Doon University, Dehradun Uttarakhand, Dehradun, India
2 School of Management, Doon University, Dehradun, Uttarakhand-248001, India
 

The present study assesses the structural validity of four different measurement models of the Utrecht Work Engagement Scale in the Indian context. Data were collected from 300 banking professionals from private-sector banks. Confirmatory factor analyses were used to evaluate the structural validity of the instruments, and internal consistency was also examined. Confirmatory factor analyses results showed a superior fit of the two-factor structure (vigor and dedication) over and above the one-factor and three-factor structure of UWES-9 items. While theoretical defined three-factor structure of UWES-9 also demonstrated adequate goodnessof- fit estimates on the Indian sample. Based on the findings, it was suggested that a two-factor structural model (vigor and dedication) could be a cost-effective and viable alternative to measure work engagement in the Indian context.

Keywords

Structural validity, factorial validity, work engagement, engaged workers, UWES
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  • Structural validity of Utrecht Work Engagement Scale in the Indian Context

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Authors

Ajanta Giri
Doon University, Dehradun Uttarakhand, Dehradun, India
Reena Singh
School of Management, Doon University, Dehradun, Uttarakhand-248001, India

Abstract


The present study assesses the structural validity of four different measurement models of the Utrecht Work Engagement Scale in the Indian context. Data were collected from 300 banking professionals from private-sector banks. Confirmatory factor analyses were used to evaluate the structural validity of the instruments, and internal consistency was also examined. Confirmatory factor analyses results showed a superior fit of the two-factor structure (vigor and dedication) over and above the one-factor and three-factor structure of UWES-9 items. While theoretical defined three-factor structure of UWES-9 also demonstrated adequate goodnessof- fit estimates on the Indian sample. Based on the findings, it was suggested that a two-factor structural model (vigor and dedication) could be a cost-effective and viable alternative to measure work engagement in the Indian context.

Keywords


Structural validity, factorial validity, work engagement, engaged workers, UWES

References





DOI: https://doi.org/10.23862/kiit-parikalpana%2F2022%2Fv18%2Fi2%2F216391