Measuring Employee Engagement: Utrecht Work Engagement Scale (UWES) or Intellectual, Social and Affective Scale (ISA)?

Abstract

This study compares and examines two competing Employee Engagement measures identified in the academic literature by specifically examining their proposed factor structure and predictive validity. Using responses from 157 employees, results revealed significant differences between the two measures. Principal Component Analysis (PCA) identified the purported three dimensional structure for the ISA but the same was not supported for the UWES-9. Regression analysis indicated the UWES-9 performed slightly better in predicting Affective Commitment (AC) and Intention to Turnover (IT) indicating that of the two, the UWES – 9 is a better predictor of favourable work outcomes. The findings support the theoretical argument that, employee engagement measured by the ISA is a three dimensional construct. Nonetheless the UWES-9 predictive power was superior to that of the ISA. Overall, the study concludes that both measures are valuable in employee engagement research and would serve different purposes. The decision on which one to employ should therefore be based on the fit to the study.