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Background Employees’ relationships with work are multidimensional (affective, cognitive–evaluative, and motivational–behavioral) yet variable-centered studies can mask patterned heterogeneity. We integrated these strands and asked: Which naturally occurring constellations of work attitudes emerge among employees, and are they similar across Poland and Vietnam? Methods A cross-sectional survey of Polish ( N = 358) and Vietnamese ( N = 305) employees assessed positive/negative organizational affect, four job-satisfaction facets (development, salary, tasks, relationships), work engagement, and working excessively/compulsively. We used: Multigroup Confirmatory Factor Analysis (MGCFA) to established measurement invariance of the tools across countries, Latent Profile Analysis (LPA) to identified profiles in the pooled sample, multigroup LPA to test cross-national profile similarity. Profile prevalence and links with gender, tenure, position, and sector were examined. Results A three-profile solution best balanced fit and parsimony: (1) Moderately Disengaged; (2) Overworked Discontent; (3) Engaged Satisfied. Configural similarity held across countries, but means and dispersions differed. Engaged Satisfied was more prevalent in Vietnam (80%) than Poland (57%), whereas Moderately Disengaged was more common in Poland (36%) than Vietnam (11%). Gender and sector were unrelated to profile membership; managers were overrepresented in Engaged Satisfied; this group also had longer tenure. Conclusion Distinct, cross-culturally recurring configurations of work attitudes align with JD–R, Affective Events, and Self-Determination frameworks. Tailored interventions should target development, task design, and recognition to elevate Moderately Disengaged employees, and workload/recovery and social-climate improvements for the Overworked Discontent group. Cross-national differences in levels and prevalence underscore the need for contextual adaptation of organizational policies.
Jurek et al. (Thu,) studied this question.