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Why Japanese workers show low work engagement: An item response theory analysis of the Utrecht Work Engagement scale

机译：为什么日本工人的工作投入低：乌得勒支工作投入量表的项目反应理论分析

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摘要

With the globalization of occupational health psychology, more and more researchers are interested in applying employee well-being like work engagement (i.e., a positive, fulfilling, work-related state of mind that is characterized by vigor, dedication, and absorption) to diverse populations. Accurate measurement contributes to our further understanding and to the generalizability of the concept of work engagement across different cultures. The present study investigated the measurement accuracy of the Japanese and the original Dutch versions of the Utrecht Work Engagement Scale (9-item version, UWES-9) and the comparability of this scale between both countries. Item Response Theory (IRT) was applied to the data from Japan (N = 2,339) and the Netherlands (N = 13,406). Reliability of the scale was evaluated at various levels of the latent trait (i.e., work engagement) based the test information function (TIF) and the standard error of measurement (SEM). The Japanese version had difficulty in differentiating respondents with extremely low work engagement, whereas the original Dutch version had difficulty in differentiating respondents with high work engagement. The measurement accuracy of both versions was not similar. Suppression of positive affect among Japanese people and self-enhancement (the general sensitivity to positive self-relevant information) among Dutch people may have caused decreased measurement accuracy. Hence, we should be cautious when interpreting low engagement scores among Japanese as well as high engagement scores among western employees.
机译：随着职业健康心理学的全球化，越来越多的研究人员对将员工福利（例如，工作投入（即积极，充实，与工作相关的心理状态，以活力，奉献和专心为特征））感兴趣人口。准确的测量有助于我们进一步了解，并有助于跨不同文化的工作参与概念的泛化。本研究调查了日本和荷兰原始版本的乌得勒支工作参与量表（9个项目，UWES-9）的测量准确性以及该量表在两国之间的可比性。项目响应理论（IRT）应用于来自日本（N = 2,339）和荷兰（N = 13,406）的数据。根据测试信息函数（TIF）和标准测量误差（SEM）在不同水平的潜在特征（即工作投入）下评估量表的可靠性。日文版本难以区分工作投入极低的受访者，而原始荷兰文版本则难以区分工作投入极高的受访者。两种版本的测量精度均不相同。在日本人中抑制积极影响和在荷兰人中增强自我（对积极的自我相关信息的一般敏感性）可能导致测量准确性下降。因此，在解释日本人的敬业度低和西方员工的敬业度高时，我们应该谨慎。

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