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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