UWES-9 [Schaufeli et al., 2002] | 47 studies |
9 items rated on 7-point scale | Akhtar et al., 2016; Alessandri et al., 2018; Ali et al., 2018; Bakker and Bal |
3 vigor items, 3 dedication items, and 3 absorption items | 2010; Bakker et al., 2012; Bal and De Lange, 2015; Castanheira, 2016; Cesário and Chambel, 2017; Chughtai and Buckley, 2011; Dijkhuizen et al., 2016; Eldor and Harpaz, 2016; Eldor, 2017; Findikli, 2015; Fletcher, 2016; Freeney and Fellenz, 2013; Gordon and Demerouti, 2015; Gorgievski and Moriano, 2014; Gutermann et al., 2017; Kapil and Rastogi, 2017; Karatepe, 2011; Karatepe and Aga, 2016; Karatepe and Olugbade, 2016; Kašpárková et al., 2018; Kataria et al., 2013; Kovjanic and Schuh, 2013; Lathabhavan et al., 2017; Lorente and Salanova, 2014; Maden, 2015; Mäkikangas et al., 2016; Myrden and Kelloway, 2015; Nazir and Islam, 2017; Park et al., 2017; Rahman et al., 2017; Reijseger et al., 2017; Schmitt et al., 2016; Shantz and Alfes, 2013; Shantz et al., 2016; Shuck and Zigarmi, 20151; Steffens and Haslam, 2014; Suan Choo, 2016; Tims and Bakker, 2013; Tims et al., 2015; Van Beek and Taris, 2014; Wang et al., 2015; Xanthopoulou and Bakker, 20082; Xanthopoulou et al., 2009; Yalabik and Popaitoon, 2013 |
UWES-17 [Schaufeli et al., 2002] | 10 studies |
17 items rated on 7-point scale: 6 vigor items, 5 dedication items, and 6 absorption items | Barnes and Collier, 2013; Farndale et al., 20143; Halbesleben and Wheeler, 2008; Khan and Malik, 2017; Lazauskaite-Zabielske et al., 2018; Lin et al., 2016; Menguc and Auh, 2013; Nazli and Sheikh Khairudin, 2018; Salanova and Agut, 2005; Xanthopoulou and Bakker, 2008 General work engagement was assessed with the UWES-9 questionnaire, whereas state work engagement was measured with UWES-17. |
Saks Engagement Scale [Saks, 2006] | 5 studies |
12 items rated on 5-point scale | Albdour and Altarawneh, 2014; Farndale et al., 2014 UWES-17 was applied in order to measure work (individual) engagement, whereas Saks Engagement Scale plus two additional self-designed items were used to measure organizational engagement. ; Kim and Koo, 2017; |
6 job engagement items, and 6 organization | Saks, 2006; Suhartanto and Brien, 2018 |
engagement items | |
Gallup Workplace Audit (Q12) [Harter et al. 2002] | 5 studies |
12 items rated on 5-point scale | Badal and Harter, 2014; Chong and Lee, 2017; Dash and Muthyala, 2016; |
12 employee perceptions of work characteristics | Medlin and Green, 2009; Medlin et al., 2016 |
items | |
Job Engagement Scale [Rich et al., 2010] | 2 studies |
18 items rated on 5-point scale | Shuck and Zigarmi, 20151; Zhong et al., 2016 |
6 physical engagement items, 6 emotional | |
engagement items, and 6 cognitive engagement items | |
ISA Engagement Scale [Soane et al. 2012] | 1 study |
9 items rated on 7-point scale | Alfes and Truss, 2013 |
3 intellectual engagement items, 3 social | |
engagement items, and 3 affective engagement items | |
JRA Employee Engagement Scale [JRA, 2007] | 1 study |
6 items rated on 5-point scale | Benn et al., 2015 |
2 cognitive engagement items, 2 emotional | |
engagement items, and 2 behavioral engagement items | |
Passion Scale [Vallerand et al., 2003] | 1 study |
14 items rated on 7-point scale | Shuck and Zigarmi, 2015 Shuck and Zigarmi [2015] used a multimeasure approach and applied three scales in order to measure employee engagement: UWES-9, Job Engagement Scale, and Passion Scale. |
7 harmonious passion items, and 7 obsessive | |
passion items | |