A PSYCHOMETRIC ANALYSIS OF THE UTRECHT WORK ENGAGEMENT SCALE IN THE SOUTH AFRICAN POLICE SERVICE

By K. Storm, S. Rothmann. 2003

276 citations recorded by the source corpus.

The objectives of this research were to validate the Utrecht Work Engagement Scale (UWES) for the South African Police Service (SAPS) and to determine its construct equivalence and bias in different race groups. A cross-sectional survey design was used. Stratified random samples (N = 2396) were taken of police members of nine provinces in South Africa. The UWES and a biographical questionnaire were administered. Structural equation modelling confirmed a 3-factor model of work engagement, consisting of Vigour, Dedication and Absorption. These three factors have acceptable internal consistencies. Exploratory factor analysis with target rotations showed equivalence of the three factors for different race groups in the SAPS. No evidence was found for uniform or non-uniform bias of the items of the UWES for different race groups. OPSOMMING Die doelstellings van hierdie navorsing was om die Utrecht-werksbegeesteringskaal (UWES) te valideer vir die SuidAfrikaanse Polisiediens (SAPD) en die konstrukekwivalensie daarvan vir verskillende rassegroepe te bepaal. ’n Dwarssnee opname-ontwerp is gebruik. Gestratifiseerde ewekansige steekproewe (N = 2396) is van polisielede uit nege provinsies geneem. Die UWES en ’n biografiese vraelys is afgeneem. Strukturele vergelykingsmodellering het ’n 3-faktormodel, bestaande uit Energie, Toewyding en Absorpsie, aangetoon. Hierdie drie faktore het aanvaarbare interne konsekwentheid getoon. Eksploratiewe faktoranalise met teikenrotasies het konstrukekwivalensie vir die drie faktore vir verskillende rassegroepe in die SAPD getoon. Bewyse is nie gevind vir uniforme of nie-uniforme sydigheid van die items van die UWES vir verskillende rassegroepe nie.

Subfields: Clinical Psychology, General Health Professions, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/bf529941a6311d5506b38d3ef5939abe4c628067

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Citations in the corpus

Job Resources Boost Work Engagement, Particularly When Job Demands Are High (2007, background): “Several studies have demonstrated the (cross-national) validity, reliability, and stability of the Utrecht Work Engagement Scale (e.g., Schaufeli & Bakker, 2004; Schaufeli, Martinez, Marques-Pinto, Salanova, & Bakker, 2002; Schaufeli, Salanova, et al., 2002; Storm & Rothman, 2003).”
Towards a Four-Dimensional Model of Burnout: A Multigroup Factor-Analytic Study Including Depersonalization and Cynicism (2005, result): “…to be justified because similar correlated error terms were observed previously in other samples: ex1-ex2 among South African police officers (Storm & Rothmann, 2003); cy3-cy4 among students from Portugal, Spain, and the Netherlands (Schaufeli, Martínez, Marques-Pinto, Salanova, & Bakker,…”
Factors associated with employee engagement in South Africa : original research (2010, methodology): “…South Africa) have shown that engagement can be measured in a valid and reliable way using the Utrecht Work Engagement Scale (Bakker et al., 2008; Barkhuizen & Rothmann, 2006; Schaufeli et al., 2002; Storm & Rothmann, 2003) and the Work Engagement Scale (May et al., 2004; Olivier & Rothmann, 2007).”
Linking organizational trust with employee engagement: the role of psychological empowerment (2014, unknown): “…job behaviors, such as job satisfaction and performance (e.g., Gruman & Saks, 2011; Korn, Pratt, & Lambrou, 1987; Koyuncu, Burke, & Fiksenbaum, 2006; Schaufeli & Salanova, 2007), aactive coping style (e.g., Storm & Rothmann, 2003) and creativity (e.g., Bakker, Gierveld, & Van Rijswiyk, 2006).”
Positive organisation : the role of leader behaviour in work engagement and retention : original research (2011, background): “78 for Absorption were found by Storm and Rothman (2003). Research in various countries including South Africa showed that the fit of the hypothesised 3-factor structure to the data was superior to that of alternative factor models (Seppälä et al, 2008; Storm & Rothmarm, 2003).”
Psychological empowerment, job insecurity and employee engagement (2010, result): “This result supports the finding of Storm and Rothmann (2003) that a one-factor model fitted the data best in a sample of police members in South Africa. research procedure The management of the organisations were approached to obtain permission to conduct the study among employees.”
Towards a model of work engagement (2008, methodology): “), South Africa (Storm and Rothmann, 2003), Spain (Schaufeli et al.”
Does a positive gain spiral of resources, efficacy beliefs and engagement exist? (2007, background): “…recent empirical research suggests that vigor and dedication constitute the core dimensions (Llorens, Garcı́a, Salanova, & Cifre, 2003; Schaufeli & Bakker, 2004; Storm & Rothmann, 2003), which are the direct opposites of the dimensions of burnout (exhaustion and dedication, respectively).”
Antecedents of work engagement in a multinational oil company (2007, background): “…studies regarding work engagement have focused on the reliability and validity of measuring instruments thereof (Barkhuizen & Rothmann, 2006; Storm & Rothmann, 2003), the relationship between burnout and work engagement (Coetzer & Rothmann, 2007), and the effect of job demands and job…”
JOB DEMANDS, JOB RESOURCES AND WORK ENGAGEMENT OF ACADEMIC STAFF IN SOUTH AFRICAN HIGHER EDUCATION INSTITUTIONS (2006, unknown): “Applied to the South African context, one study confirmed a three-factor structure (i.e. Storm & Rothmann, 2003) for the UWES, whereas one study obtained a two-factor structure (Naudé & Rothmann, 2004).”
The Measurement of Work Engagement With a Short Questionnaire (2006, methodology): “In a similar vein, the UWES can be used as an unbiased instrument to measure work engagement because its equivalence is acceptable for different racial groups (Storm & Rothmann, 2003).”
Psychological capital, work engagement and organisational commitment amongst call centre employees in South Africa (2013, background): “Storm and Rothmann (2003) obtained alpha coefficients for internal consistency and reliability for the three subscales of between 0.78 and 0.89 in a South African context.”
How changes in job demands and resources predict burnout, work engagement, and sickness absenteeism (2009, methodology): “The UWES has been successfully psychometrically validated in The Netherlands and elsewhere (e.g., Schaufeli & Bakker, 2004b; Storm & Rothmann, 2003).”