SOUMYADEEP CHAKRABARTI,MARIYAM AHMED,RASHI AGGARWAL
DOI: https://doi.org/This research investigates the cross-national validity of work engagement measurements by assessing the stability of established engagement constructs within contrasting cultural environments. Drawing on a multi-country database that includes both collectivist and individualist cultures, the analysis employs confirmatory factor analysis and multi-group invariance testing to ascertain whether prominent tools—specifically the Utrecht Work Engagement Scale—retain structural consistency and conceptual equivalence when confronted with differing cultural backdrops. Principal cultural frameworks, namely Hofstede’s dimensions and Schwartz’s value system, are woven into the interpretive lens to explain variations in the experience and articulation of engagement. Data were gathered from employees in six nations across multiple industries, and subsequent to data collection, thorough translation and cultural adaptation protocols were enacted to safeguard both linguistic precision and conceptual relevance. Results indicate partial scalar invariance, revealing that the defining dimensions of work engagement—vigor, dedication, and absorption—exhibit consistent meanings but differ in intensity and contextual interpretation as shaped by prevailing cultural norms. These findings enrich the global dialogue on employee engagement and support the design of inclusive talent management practices as well as culturally attuned human resource policies. The investigation highlights the imperative of culturally calibrated engagement frameworks in both international organizational scholarship and applied settings.
