Job Engagement (Rich, LePine & Crawford)
HR & WorkReliability: alpha 0.953 sample items
About this scale
An 18-item measure of job engagement based on Kahn's (1990) model — the simultaneous investment of physical, emotional, and cognitive energies in role performance. Distinct from UWES because it is grounded in self-investment rather than well-being.
Sample item(s)
“I work with intensity on my job. (physical)”
“I am enthusiastic in my job. (emotional)”
“At work, I focus a great deal of attention on my job. (cognitive)”
Reliability
Reported internal consistency: alpha 0.95. As a rule of thumb, Cronbach’s α ≥ .70 is considered acceptable, ≥ .80 good, and ≥ .90 excellent for established measures.
Notes
Conceptual alternative to UWES rooted in Kahn's psychological-presence model.
Source & citation
Rich, B. L., LePine, J. A., & Crawford, E. R. (2010): Job engagement: Antecedents and effects on job performance. Academy of Management Journal, Vol. 53, No. 3, pp. 617–635.
Rich, LePine & Crawford (2010): Job Engagement Scale. AMJ, 53(3), 617–635.
Source. Scale details are summarised from the publication cited above. Always consult the original source for the full item set, scoring, and permission to use.
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