Center for Institutional Studies, National Research University Higher School of Economics, Moscow, Russia
This article aims to analyze the psychometric properties of the Russian version of the Utrecht Work Engagement Scale (UWES-9) by using a sample of 1783 employees of a large Russian organization. We conducted a series of Confirmatory Factor Analysis (CFA) tests of the factorial structure and the configural, metric, scalar, factor variance, factor covariance, and factor means invariances of the model across gender and age groups. The validity of the Russian version of the UWES-9 was investigated by study- ing its relationship with burnout, job satisfaction, life satisfaction, and turnover inten- tion. The CFA showed that both the 1-factor and the 3-factor models of the UWES-9 fit well with the data, but the 3-factor model demonstrates a significantly better fit. however, the differences are minor; therefore, in practical terms, the models are iden- tical. Thus the Russian version of the UWES-9 can be used both as a three-scale mea- surement and as a single scale of work engagement. Results from the multi-group CFA provided evidence of factorial invariance of the 3-factor model across gender and age groups. Internal consistencies of the vigor, dedication, and absorption subscales are acceptable. The results also suggested the convergent, discriminant, and incremental validity of the UWES-9, as shown by its relationship with burnout, job satisfaction, life satisfaction, and turnover intention. The article also discusses the differences in levels of work engagement within different gender and age groups. Overall, the results show that the Russian version of the UWES-9 demonstrates acceptable psychometric properties comparable with the original version and those in other languages. The Russian version of the UWES-9 can therefore be recommended for use in research and practice.
Keywords: work engagement, UWES, burnout, positive organizational behavior, mea- surement