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Work engagement has been described as “a positive work-related state of mind characterized by vigor, dedication and absorption.” ( Schaufeli et al., 2002). In occupational health, the study of work engagement focuses on factors that contribute to job satisfaction as well as long-term mental and physical health ( Torp et al., 2013). Work engagement has been described as the conceptual opposite of burnout ( González-Romá et al., 2006), and as such belongs in the area of positive psychology, or “the study of the conditions and processes that contribute to the flourishing or optimal functioning of people, groups, and institutions”( Gable and Haidt, 2005). As previous studies have also failed to reach conclusive results on the optimal factor structure for the UWES-9, further research is needed in order to disentangle the possible effects of gender, nationality and occupation on work engagement. Goodness-of-fit statistics showed poor fit for all three models, with RMSEA never going lower than 0.166.Ĭonclusion: Despite indication from exploratory factor analysis (EFA) that a one-factor structure seemed to fit the data, we were unable to find good model fit for a one-, two-, or three-factor model using CFA. CFA with three different models (one-factor, two-factor, and three-factor) was then conducted. Results: Exploratory factor analysis showed that a one-factor structure best fit the data. Exploratory factor analysis (EFA) was performed on half the sample, and CFA on the other half. Methods: A total of 702 women, originally recruited as a general population of 7–15-year-old girls in 1995 for a longitudinal study, completed the UWES-9. Objective: The aim of the present study was to use exploratory and confirmatory factor analysis (CFA) to investigate the factorial structure of the 9-item Utrecht work engagement scale (UWES-9) in a multi-occupational female sample.
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