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This study investigated the validity of two measures of work engagement (the Utrecht Work Engagement Scale (UWES) and the May, Gilson and Harter scale) that have emerged in the academic literature. Data were collected using surveys with 139 employees in the Auckland-based call centers of two finance organizations, to assess the validity of the two measures. Some evidence for convergent, discriminant and predictive validity was found for both scales, although neither showed discriminant validity with regard to job satisfaction. Overall, the three factors of the UWES (vigor, dedication and absorption) performed slightly better across analyses than the three factors from the May, Gilson and Harter (2004 May, D.R., Gilson, R.L. and Harter, L.M. 2004. The Psychological Conditions of Meaningfulness, Safety and Availability and the Engagement of the Human Spirit at Work. Journal of Occupational and Organizational Psychology, 77: 11–37. Crossref, Web of Science ® , Google Scholar) measure (cognitive, emotional and physical). There are some important differences between the two scales, raising questions about how we should be measuring work engagement. The current use of different descriptions and measures means that findings will be specific to each of these. This limits generalizability across studies, which will both slow theoretical progress and reduce the ability of science to contribute to practice.
Viljevac et al. (Tue,) studied this question.