Análisis de las propiedades psicométricas de la Utrecht Work Engagement Scale en una muestra de trabajadores en Puerto Rico

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Abstract

El estudio del engagement en el trabajo es cada vez más común en la literatura científica. La estructura factorial del instrumento más utilizado por los investigadores para evaluar el engagement, la Utrecht Work Engagement Scale (UWES), ha mostrado múltiples inconsistencias en diversos países. El objetivo de este trabajo es examinar las propiedades psicométricas de la UWES en una muestra de 2.796 trabajadores en Puerto Rico. Se examinó la estructura factorial de la escala mediante ecuaciones estructurales, con el método de estimación de máxima verosimilitud. Los resultados muestran que el modelo de tres factores posee un mejor ajuste a los datos de la escala, siendo consistente con la concepción del engagement como constructo compuesto por tres dimensiones: vigor, dedicación y absorción. La validez y la fiabilidad de la UWES son adecuadas, por lo que se concluyó que la escala posee las cualidades para ser utilizada en investigaciones en el contexto laboral puertorriqueño.

Translated abstract

The study of work engagement is becoming increasingly common in the scientific literature. There are many inconsistencies regarding the factorial structure of the Utrecht Work Engagement Scale (UWES) the most widely used instrument by researchers in different countries. The objective of this study is to examine the psychometric properties of the UWES using a sample of 2,796 employees in Puerto Rico. We examined the psychometric properties of UWES using structural equations with the method of maximum likelihood estimation. The results show that the three-factor model has a better fit, being consistent with the conception of engagement as a construct formed by three dimensions: vigor, dedication, and absorption. The validity and reliability of UWES are appropriate, and we conclude that the scale has the qualities to be used in research in the Puerto Rican labor context.

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Most cited references 68

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Job burnout.

C Maslach, W. Schaufeli, M. P. Leiter (2001)

Burnout is a prolonged response to chronic emotional and interpersonal stressors on the job, and is defined by the three dimensions of exhaustion, cynicism, and inefficacy. The past 25 years of research has established the complexity of the construct, and places the individual stress experience within a larger organizational context of people's relation to their work. Recently, the work on burnout has expanded internationally and has led to new conceptual models. The focus on engagement, the positive antithesis of burnout, promises to yield new perspectives on interventions to alleviate burnout. The social focus of burnout, the solid research basis concerning the syndrome, and its specific ties to the work domain make a distinct and valuable contribution to people's health and well-being.