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Work Engagement in India

Author

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  • Kumar Alok

    (Kumar Alok is Assistant Professor (OB/HR) at Chandragupt Institute of Management, Patna, Bihar, India. E-mail: alokintouch@gmail.com)

Abstract

Work engagement is generally accepted to have three factors: vigour, dedication and absorption. I studied whether this three-factor model is valid for India. 182 Indian working professionals completed the 9-item Utrecht Work Engagement Scale (UWES-9). Confirmatory factor analysis showed that the three factor model may not be appropriate for India. Instead, it may be more appropriate to consider work engagement as a single-factor construct for India. Further analyses showed that the single-factor model is invariant across gender, organizational tenure and dyadic duration, but varies across age groups. It may indicate the need to consider culture as a boundary condition for work engagement.

Suggested Citation

  • Kumar Alok, 2013. "Work Engagement in India," Management and Labour Studies, XLRI Jamshedpur, School of Business Management & Human Resources, vol. 38(1-2), pages 53-62, February.
  • Handle: RePEc:sae:manlab:v:38:y:2013:i:1-2:p:53-62
    DOI: 10.1177/0258042X13491478
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    References listed on IDEAS

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    1. Wilmar Schaufeli & Marisa Salanova & Vicente González-romá & Arnold Bakker, 2002. "The Measurement of Engagement and Burnout: A Two Sample Confirmatory Factor Analytic Approach," Journal of Happiness Studies, Springer, vol. 3(1), pages 71-92, March.
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