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Table 1 Discriminant validity results and goodness-of-fit Indices for study scales

From: Job resources and work engagement: the contributing role of selection, optimization, and compensation strategies at workArbeitsressourcen und Arbeitsengagement: Der Einfluss von alternsgünstigen Handlungsstrategien der Selektion, Optimierung und Kompensation (SOK)

Models χ2 df χ2/df IFI TLI CFI RMSE
A
Δ χ2(df)
SOC and work engagement scales
(1) 1-Factor SOC scale 33.35 27 1.24 0.98 0.95 0.98 0.04
(2) 1-Factor work engagement scale 21.18 17 1.25 0.99 0.99 0.99 0.04
Job resources
(3a) 2-Factors (learning and developmental opportunities at work; job control) 30.69 23 1.33 0.99 0.97 0.99 0.05
(3b) 1-Factor (learning and developmental opportunities at work and job control combined) 34.71 24 1.41 0.98 0.97 0.98 0.06 4.02(1)**
All study scales Compared to (4)
(4) Hypothesized 4-factors model (job control and learning and developmental opportunities at work, soc, work engagement) 633.49 380 1.66 0.88 0.84 0.87 0.07
(5) 3-Factors (job control, learning and developmental opportunities at work, combined soc and work engagement) 663.90 383 1.73 0.86 0.83 0.86 0.08 30.41(3)**
(6) 2-Factors (combined job control and soc, combined learning and developmental opportunities and work engagement) 721.52 385 1.87 0.84 0.79 0.83 0.08 88.03(5)**
(7) 2-Factors (combined job control and learning and developmental opportunities; combined soc and work engagement) 667.61 385 1.73 0.86 0.83 0.86 0.08 34.12(5)**
(8) 1-General factor (all study scales merged) 743.75 386 1.93 0.83 0.78 0.82 0.09 110.26(6)**
  1. N = 118
  2. *p < 0.05, **p < 0.01