Validation of the French Utrecht Work Engagement Scale and its relationship with personality traits and impulsivity

The Effect of Emotional Coworker Support on Work Engagement Among Pediatric Health Care Providers: The Mediator Role of Emotional Regulation

BACKGROUND

Previous findings demonstrated that healthcare workers with a high level of social support are likely to engage in their work. Healthcare workers are not only engaged in the physical problems of their patients but also in their emotional difficulties. Pediatric professionals must express and regulate their own emotions during their interactions with young patients and their families.

PURPOSE

The purpose of this study was to explore the impact of coworkers' emotional support on healthcare workers' work engagement in pediatric healthcare settings and the emotional regulation mechanisms by which emotional coworker support leads to work engagement.

METHOD

A cross-sectional study was distributed in a Belgian pediatric hospital between October 2021 and December 2021. The sample consisted of 274 healthcare workers who were in direct contact with patients. Participants completed a questionnaire consisting of measures of coworker emotional support, work engagement, emotional suppression, and cognitive reevaluation.

RESULTS

Emotional suppression partially mediated the effects of perceived emotional coworker support on work engagement. Coworkers' emotional support fosters work engagement by reducing the negative effects of emotional suppression. Moreover, cognitive evaluation was positively associated with work engagement.

CONCLUSIONS

These results provide insight into the influence of perceived emotional coworkers, emotional suppression, and cognitive reevaluation on work engagement.

Relation between Shyness and Music Academic Engagement: The Mediation of Achievement Goals-A Cross-Sectional Survey Study

Music discipline that emphasizes expression, performance and collaboration may cause difficulties for shy students who are prone to anxiety about social interaction, which might cause low music academic engagement and achievement. According to Models of Personality and Affect regarding the role of psychological constructs in educational contexts, shyness and academic engagement are the first and third-level variables, respectively. We hypothesized that achievement goals might be the second-level variable between shyness and academic engagement. Two hypotheses were proposed in the study: (1) shyness is negatively related to music academic engagement; (2) the music achievement goals mediate shyness and music academic engagement. The research was conducted in May 2022. A total of 515 college students who major in music were randomly recruited from a public university in Shanxi province, China. A 20 min self-report questionnaire was conducted as the data collection method. The research results revealed the following: (1) shyness was negatively associated with musical academic engagement; (2) the music mastery goals and the music performance avoidance goals (excluding the performance approach goal) partially mediated the association between shyness and music academic engagement in music learning. These findings have implications for the research and practice of music academic engagement of shyness.

On the Combined Role of Work Engagement and Burnout Among Novice Nurses: A Longitudinal Person-Centered Analysis

This study examined the profiles taken by global and specific facets of work engagement and burnout among a sample of novice ( M tenure = 3.77 years) nurses ( n = 570; 88.4% females; M age = 29.3 years). This study also investigated the role of psychological need satisfaction in the prediction of profile membership, and the implications of these profiles for attitudinal (job satisfaction), behavioral (in-role and extra-role performance, absenteeism, and presenteeism) and health (perceived health difficulties) outcomes. Latent profile analyses revealed six profiles: High Global Engagement and Low Global Burnout, Moderately High Global Engagement and Moderately Low Global Burnout, Low Dedication and Efficacy and Highly Cynical, Dedicated but Exhausted Burned-Out, Low Efficacy Burned-Out, and Very Low Global Engagement and Very High Global Burnout. Although these profiles were replicated over a 1-year period, profile membership was only weakly stable. The most beneficial outcomes were observed in the High Global Engagement and Low Global Burnout profile, and the most detrimental in the Very Low Global Engagement and Very High Global Burnout profile. Need satisfaction was also associated with profile membership, although associations were stronger for global levels of need satisfaction than for specific levels of autonomy, competence, and relatedness need satisfaction.

Compassion fatigue among frontline healthcare workers during the covid-19 pandemic in Tunisia

BACKGROUND

Healthcare workers (HCWs) are highly vulnerable to compassion fatigue (CF), which not only leads to decreased mental and physical health, but also to deterioration in the safety of care delivered. Our study aims to measure compassion satisfaction (CS), CF levels and their predictors among Tunisian HCWs.

METHODS

We conducted a cross-sectional study among HCWs caring for confirmed and suspected Covid-19 patients, staff at two university hospitals in Sousse, Tunisia during the 4thwave of coronavirus through a self-administrated Questionnaire, using the French version of the Professional Quality of Life scale ProQol, version 5.

RESULTS

A total of 274 professionals were recruited with a mean age of 32.87±8.35 years. HCWs tend to have an overall moderate levels of compassion satisfaction, secondary traumatic stress and burnout with mean scores 35.09±7.08, 29.72±7.62, 28.54±5.44 respectively. Self-reported resilience (β = 0.14, p = 10-3), work engagement (β = 0.39, p = 10-3) and burnout (β = -0.32, p = 10-3) were the predictors of compassion satisfaction in the linear regression analysis (adjusted r2 = 0.45). Similarly, limited work experience, compassion satisfaction and secondary traumatic sub-scores were the determinants of burnout (β = -0.1, p = 0.04; β = -0.54, p = 10-3; β = 0.35, p = 10-3 respectively); (adjusted r2 = 0.48). Regarding STS, female professionals (β = 0.20, p = 10-3), being married (β = 0.19, p = 10-3), the fear of transmitting the infection (β = 0.11, p = 0.03) and burnout (β = 0.39, p = 10-3) were the predictors for the occurrence of secondary traumatic stress (adjusted r2 = 0.48).

CONCLUSION

More resilience promoting interventions and more coping skills programs must be implemented to fulfill HCWs' psychological well-being needs.

Hire Ambitious People

Abstract. Is work engagement, like job satisfaction, primarily a function of personality? In total, 397 working adults completed a short, reliable, three-facet model of work engagement, a short IQ test, various self-ratings, a Big Five (bright-side) personality scale, and a measure of the personality disorders (dark-side). Work engagement was related to age, intelligence, positive self-ratings, and all the personality variables. A regression analysis revealed six variables significantly related to total work engagement: sex, age, IQ, ratings of personal ambitiousness, trait Neuroticism and Cluster A personality disorders. Regressions onto each of the three facets of work engagement showed slightly different findings, yet in each, older people with lower Cluster A scores and who rated themselves as ambitious scored higher on all facets. Over a third of the variance was explained in each regression. In every analysis, the rating of ambitiousness was most strongly related to work engagement. Implications and limitations are acknowledged.

Social Determinants of Health in the COVID-19 Pandemic Context of the Migrant Population Living in Settlements in Spain

Objectives: The aim of this study was to describe and evaluate the sociodemographic profile and assess the levels of anxiety and fear, work engagement, and psychological distress on a sample of migrants living in settlements in the province of Huelva (Spain) during the COVID-19 pandemic. Methods: A descriptive cross-sectional study was conducted on a sample of 623 migrants during the months of April to June 2021, based on the Anxiety and Fear of COVID-19 (AMICO) assessment scale, the 9-item Utrecht Work Engagement Scale to assess work engagement, and the General Health Questionnaire (GHQ-12) to analyse psychological distress. Results: A low level of education, dwelling of less than 3 m2 and the desire to return to the country of origin may be related to the presence of anxiety and fear of COVID-19 and lower levels of work engagement. Conclusion: There is a need to improve the study of the concept of health of the migrant population residing in the settlements of Huelva (Spain) and the assessment of their physical and mental health, in an official way.

When the UPPS-P Model of Impulsivity Meets a Revised Approach: The Development and Validation of the TRUE Multidimensional Impulsivity Scale

There is inconsistency in the measurement of impulsivity resulting from the diversity in its conceptualization. We aimed to develop a revised measure based on the Urgency, Premeditation (lack of), Perseverance (lack of), Sensation Seeking - Positive Urgency (UPPS-P) model (i.e., TRUE Multidimensional Impulsivity Scale; TRUE-MIS) considering the limitations and strengths of the existing measures. We conceptualized impulsivity as a personality trait referring to the inability to restrain one's urges without thinking about the future consequences in various contexts. A total of 535 adults (262 females, M = 34.1, SD = 12.7) participated in Study 1. Principal component analyses indicated a four-factor structure (internal urgency, social urgency, lack of premeditation, and lack of perseverance) with satisfactory internal consistency and validity evidence by significant relations with self-control. Confirmatory factor analysis in Study 2 confirmed the factor structure obtained in Study 1. Hierarchical linear regression analyses provided further validity evidence through establishing differential links between the subscales and Big Five personality traits, emotion regulation, depression, anxiety, and smartphone addiction in a sample of 556 adults (368 females, M = 24.0, SD = 7.4). Overall, TRUE-MIS is a valid and reliable measure of impulsivity addressing the arguments regarding the conceptual structure of the construct.

Work-From-Home During COVID-19 Lockdown: When Employees' Well-Being and Creativity Depend on Their Psychological Profiles

With the COVID-19 pandemic, governments implemented successive lockdowns that forced employees to work from home (WFH) to contain the spread of the coronavirus. This crisis raises the question of the effects of mandatory work from home on employees' well-being and performance, and whether these effects are the same for all employees. In the present study, we examined whether working at home may be related to intensity, familiarity with WFH, employees' well-being (loneliness at work, stress, job satisfaction, and work engagement) and creativity ('subjective' and 'objective'). We also examined whether the psychological profile of employees, combining preference for solitude and associated personality variables from the Big Five, may influence the effects of WFH. The data were collected via an online survey from November 13th to December 15th 2020 among 946 employees from various organizations during the second lockdown in France. In addition to identifying two distinctive psychological profiles for employees having to WFH, results revealed that those with a "Solitary" profile reported higher loneliness at work, higher levels of stress, and lower levels of job satisfaction and work engagement than those with an "Affiliative" profile. It was also found that employees with a "Solitary" profile perceived themselves as less creative and produced objectively fewer ideas than individuals with an "Affiliative" profile. The present study suggests the necessity to distinguish the profiles of teleworkers and to offer a stronger support for the less affiliative employees when working from home.

Vigorous, dedicated, and absorbed: Factor structure, reliability, and validity of the polish version of the sport engagement scale

The concept of sport engagement, emerging from the application of major ideas of positive psychology in sport science, has become a valuable conceptual and practical addition to understanding athlete burnout. The present article reports the major results of an attempt to develop a Polish version of the Sport Engagement Scale, a brief metric created to measure athletes’ engagement for both research and practical purposes. Study 1, conducted on a sample of Polish athletes (N = 214) supports the original three-factor structure of engagement comprising the dimensions of Vigor, Dedication, and Absorption. A single-factor model also fit the data well, suggesting that calculating a general engagement factor is also justifiable. The internal consistency of the scale, as well as its associations with athletic burnout, competition anxiety, personality traits, declared sport level, and number of hours spent in training, provide evidence for sufficient concurrent criterion validity and the reliability of the scale for both research and applied purposes. Study 2, conducted on a sample of athletes taking part in a half marathon run (N = 135), provides evidence for the scale’s predictive criterion validity with respect to objective performance: greater engagement, particularly scores in the Vigor subscale, predicted significantly better running performance. In the discussion, we summarize the present findings, commenting on their limitations and highlighting future research paths for the phenomenon of sport engagement.

Pathological traits and adaptability as predictors of engagement, job satisfaction, burnout and workaholism

Abstract This study aimed to test the predictive capacity of pathological traits of personality and career adaptability on four constructs that compose the well-being at work: work engagement, job satisfaction, burnout, and workaholism. A total of 204 Brazilian working adults (M age = 34.02, SD = 10.39) participated in the study, which responded to scales measuring pathological traits, career adaptability resources, and well-being components at work. Our findings indicate that pathological traits are, in general, negatively related to job satisfaction and work engagement and positively associated with burnout and workaholism. After the insertion of career adaptability, there was an increase in most of the models' explanation. The contribution of adaptability was significant only for job satisfaction prediction.

Having the Cake and Eating It Too: First-Order, Second-Order and Bifactor Representations of Work Engagement

Even though work engagement is a popular construct in organizational psychology, the question remains whether it is experienced as a global construct, or as its three components (vigor, dedication, absorption). The present study thus contributes to the ongoing scientific debate about the dimensionality of work engagement systematically compared one-factor, first-order, higher-order, and bifactor confirmatory factor analytic (CFA) representations of work engagement measured by the short version of Utrecht Work Engagement Scale (UWES-9). We also documented the validity evidence of the most optimal representation based on its test-criterion relationship with basic psychological need fulfillment at work, turnover intentions, work addiction, and work satisfaction. Based on responses provided by two distinct samples of employees (N ₁ = 242, N ₂ = 505), our results supported the superiority of the bifactor-CFA representation including a global factor of work engagement and three co-existing specific factors of vigor, dedication, and absorption. This representation replicated well across the two samples through tests of measurement invariance. Finally, while global work engagement was substantially related to all correlates, the specific factors also demonstrated meaningful associations over and above the global levels of work engagement.

Inspiriting Innovation: The Effects of Leader-Member Exchange (LMX) on Innovative Behavior as Mediated by Mindfulness and Work Engagement

Continuous innovation has become a key to gaining a sustainable competitive advantage for organizations in the 21st century. By focusing on the underlying mechanisms (i.e., mindfulness and work engagement) by which it works, this study addresses the quality of leader–member relationships and their relevance for innovation in the workplace. Using a sample of 210 employees from 17 Spanish companies, a two-wave longitudinal design evaluated the mediational roles of mindfulness and engagement between leader–member exchange (LMX) quality and innovative work behavior (IWB) in an organizational context. Over the course of a year, two questionnaires were administered to measure LMX quality, mindfulness, engagement, and IWB. Results from structural equation modeling provided support for the hypothesized double-mediation model with a significant full double mediation. Findings suggested that mindfulness and engagement could be characteristic mechanisms of high-quality LMX that helps to facilitate innovation. Practical implications include its creative value in gaining a competitive edge over market competitors and helping organizations to find a sustainable source for their consistent growth through their human capital and innovative potential.

Variables predictoras del compromiso laboral y académico en trabajadores y estudiantes de una universidad peruana

Objetivo. Analizar las variables personales, psicológicas y laborales o académicas que predicen el compromiso en trabajadores (docentes y administrativos) y estudiantes de una universidad peruana. El estudio 1 analiza el compromiso laboral, y el estudio 2, el compromiso académico. Método. En el estudio participaron 512 trabajadores y 1078 estudiantes de una universidad privada de Lima, Perú. A todos se les administró el SF-36, las escalas de Afectividad y Florecimiento que evalúan bienestar, la UWES-9 laboral o académica y la Escala de Eficacia Profesional del MBI para trabajadores y la de Autoeficacia Académica para los estudiantes. Resultados. Las variables predictoras más significativas del compromiso laboral fueron satisfacción con el trabajo (β = 0.34, p < 0.001), eficacia profesional (β = 0.21, p < 0.001) y florecimiento (β = 0.21, p < 0.001), y las del compromiso académico, satisfacción con la carrera (β = 0.35, p < 0.001), florecimiento (β = 0.33, p < 0.001) y autoeficacia académica (β = 0.19, p < 0.001). Conclusión. Las variables predictoras del compromiso fueron similares en ambos estudios. Destacan la satisfacción con el trabajo o la carrera, la autoeficacia y el florecimiento, que es la dimensión del bienestar que supone una vida con sentido, caracterizada por la presencia de vínculos positivos y gratificantes.

Normal Personality, the Dark Triad, Proactive Attitude and Perceived Employability: A Cross-Cultural Study in Belgium, Switzerland and Togo

The current research examined the link between both normal and malevolent personality, proactive attitude, and self-perceived employability across some highly investigated (Belgium, Switzerland) and under-investigated populations of sub-Saharan Africa (e.g., Togo), considering proactive attitude as a potential mediator and self-perceived employability as an outcome. Conducting such a study in contexts which present notable differences in political organization and linguistic diversity, might contribute to enriching the literature on the relationships between personality and self-perceived employability. A sample of 968 participants aged 18 to 85 including 335 Belgians (50% women), 279 Swiss (58.1% women) and 354 Togolese (43.5% women) completed a French version of the Zuckerman-Kuhlman-Aluja Personality Questionnaire (ZKA-PQ/SF), Short Dark Triad (SD3), Proactive Attitude Scale (PAS), and Perceived Employability Scale (PES). All four instruments exhibited metric invariance but did not systematically show scalar invariance across the three countries. ZKA-PQ/SF’s activity and neuroticism and SD3’s narcissism dimensions predicted perceived employability, and these relations were fully or partially mediated by proactive attitude in all cultural contexts. Moreover, perceived employability was predicted by aggressiveness and psychopathy in the Swiss sample and by sensation seeking in both the Swiss and the Belgian samples. Finally, proactive attitude fully mediated between sensation seeking and employability in Belgium and partially between psychopathy and employability in Switzerland. This study illustrates that the link between personality and employability may be mediated by proactive attitude and that these links may be quite robust across cultures.

The Structure of Work Engagement

Abstract. The aim of this study was to validate the Lithuanian version of the Utrecht Work Engagement Scale (UWES-17), developed by Schaufeli and Bakker (2003) , and the newly developed UWES-3 ( Schaufeli et al., 2019 ). The data were derived from a sample of Lithuanian employees that was surveyed longitudinally. At Time 1, a total of 475 employees were surveyed. At Time 2, 166 employees completed the survey for a second time. Confirmatory factor analyses provided more support for unidimensional solution of the UWES-17. Moreover, the internal consistency of both versions was sufficiently high (α varied between .76 and .90), and the test-retest reliability with an interval of 8 months was .70 and .69 for the long and the ultra-short version respectively. Furthermore, the one-factor structure of the UWES-17 and UWES-3 was invariant across job status and time. Finally, as expected, the correlation analysis showed work engagement to be positively related to job resources. Based on the Lithuanian employee sample, this study replicates previous findings on the dimensionality of work engagement as measured by the UWES and adds evidence on the validity of its scores. In this way, it contributes to international effort aimed at studying this construct and validating its measures.

[A better management for a better care]

The frequency of personal exhaustion is particularly high in oncology. In most cases its causes are related to an association of personal and professional problems. Factors connected to the work can be separated in five categories: type of work, work overload, interpersonal conflicts, organizational and managerial factors. The quality of work life is a more recent concept and joins in the field of the positive psychology. The participative approach is an organizational model which rested initially on 4 components: internal formation, team support meetings, pluriprofessionnal staffs and project approach. More recently we added a fifth component because we noticed that the model could work only if there were meetings between the doctors and the head nurses of the services. This model is a priority criterion of HAS accreditation of establishments since 2010 for the management of patients in palliative care in all services. In the last part of this article, we shall see the impact of the managerial and organizational factors but also of the organizational model of the participative approach on the quality of work life of caregivers but also on the quality of care offered to the patients and to their close friends.

Brazil-Portugal Transcultural Adaptation of the UWES-9: Internal Consistency, Dimensionality, and Measurement Invariance

The aim of this paper is to present a revision of international versions of the Utrecht Work Engagement Scale and to describe the psychometric properties of a Portuguese version of the UWES-9 developed simultaneously for Brazil and Portugal, the validity evidence related with the internal structure, namely, Dimensionality, measurement invariance between Brazil and Portugal, and Reliability of the scores. This is the first UWES version developed simultaneously for both countries, and it is an important instrument for understanding employees' work engagement in the organizations, allowing human resources departments to better use workforces, especially when they are migrants. A total of 524 Brazilian workers and 522 Portuguese workers participated in the study. Confirmatory Factor Analysis, group comparisons, and Reliability estimates were used. The use of workers who were primarily professionals or administrative support, according to ISCO-08, reinforced the need to collect data on other professional occupations. Confirmatory factor analysis showed acceptable fit for the UWES-9 original three-factor solution, and a second-order factor structure has been proposed that presented an acceptable fit. Full-scale invariance was obtained between the Portuguese and Brazilian samples, both for the original three-factor first-order and second-order models. Data revealed that Portuguese and Brazilian workers didn't show statistically significant differences in the work engagement dimensions. This version allows for direct comparisons of means and, consequently, for performance of comparative and cross-cultural studies between these two countries.

Work Engagement in Serbia: Psychometric Properties of the Serbian Version of the Utrecht Work Engagement Scale (UWES)

Work engagement is defined as a positive, affective-motivational state of work-related well-being characterized by vigor, dedication and absorption. The Utrecht Work Engagement Scale (UWES) is the most frequently used measure of work engagement. The aim of this study was to analyze the psychometric properties of the Serbian versions of the UWES-17 and UWES-9. The sample consisted of 860 employees from a number of organizations and jobs across Serbia. Based on the UWES-17 findings, the data confirm both the three-factor and one-factor solutions by giving a slight advantage to the three-factor solution. As for the UWES-9, based on the PCFA and CFA, the one-factor solution was obtained as the preferred one. Taking into account the UWES-9 reliability and correlation patterns of its subscales with other well-being variables, both one- and three-factor solutions of the UWES-9 are suggested for future research. Serbian versions of both the UWES-17 and UWES-9 have satisfactory psychometric properties with high reliability, factorial structure in line with the theoretical model, and good predictive validity. The study contributes to enhanced understanding of work engagement by offering an insight from the Serbian cultural and economic context, significantly different from the UWES originating setting. There is still a need for exploring how employees from Serbia conceptualize work engagement, as well as for further, more stringent investigating of the cultural invariance of the UWES factorial structure.

One, two or three dimensions of work engagement? Testing the factorial validity of the Utrecht Work Engagement Scale on a sample of Polish employees

Work engagement, as conceptualized by the Utrecht Work Engagement Scale (UWES), is a work-related positive state of mind that is characterized by vigour, dedication and absorption; however, it still remains unclear how many dimensions work engagement comprises. This study tested the factorial validity of 11 different UWES factorial models that are available in the literature using a confirmatory factor analysis approach on a large sample of multi-occupational Polish employees (N = 1420). The two-factor UWES-6, comprising vigour and dedication, was found to be reliable and remained invariant across samples drawn from four different organizational positions. It also presented a better fit than the three-factor UWES-9, which is a scale used as a standard in contemporary research on work engagement. The findings suggest that the three-factor UWES-9 might not be an optimal measure of work engagement in Poland.