An investigation into the validity of two measures of work engagement

By Adriana Viljevac, H. Cooper–Thomas, A. Saks. 2012

94 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/364989645d021766f0b1988f680f7841d0b03e99

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Organizational Behavior and Human Resource Management

1. Jamie A. Gruman
2. B. Motyka
3. A. Saks
4. Eliza Oliveira
5. Pedro Ferreira
6. B. Shuck
7. Osman M. Karatepe
8. Manish Gupta

In Social Psychology

1. B. Motyka
2. Jamie A. Gruman
3. Eliza Oliveira
4. Pedro Ferreira
5. A. Saks
6. B. Shuck
7. Osman M. Karatepe
8. Manish Gupta

In Sociology and Political Science

1. Jamie A. Gruman
2. A. Saks
3. B. Motyka
4. Eliza Oliveira
5. Pedro Ferreira

Citations in the corpus

• Does corporate social responsibility impact on employee engagement (2014, background): “Viljevac et al. (2012) investigated the validity of two measures of work engagement (the Utrecht Work Engagement Scale (UWES) and the May, Gilson and Harter scale) that have emerged in the academic literature.”
• Employee engagement and performance: a systematic literature review (2018, background): “Furthermore, concerns are raised about the discriminant validity of UWES with regard to job satisfaction [Viljevac et al., 2012].”
• What Do We Really Know About Employee Engagement (2014, background): “Third, if one is left with the energy and dedication scales to measure engagement, one has to question the scales construct validity given that dedication has the most conceptual and empirical overlap with other constructs such as organizational identifi cation and job involvement (Viljevac et al., ”