QUESTIONNAIRES APPLICATION

Published Online: May 24, 2024

https://doi.org/10.31893/multirev.2024194

Exploring work engagement among young workers:

The impact of gender, age, and experience
Thien Tat Doa | Mi Thai Tieu Phamb
a
Faculty of Psychology, Ho Chi Minh City University of Education, Ho Chi Minh City, Vietnam.
b
Vietnamese American School System, Ho Chi Minh City, Vietnam.

Abstract This study aims to investigate the prevalence of work engagement among young Vietnamese workers and to
examine the influence of demographic factors on their engagement levels. A questionnaire survey was administered to
426 young workers, with 420 valid responses analyzed. The Utrecht Work Engagement Scale-17 was used to measure
work engagement, and data were analyzed using descriptive statistics, comparative analyses, and post-hoc tests. Overall
work engagement among young workers was average (M = 3.72, SD = 0.903). Male workers exhibited higher levels of
dedication (M = 4.19, SD = 1.15) and vigor (M = 3.98, SD = 1.11) compared to females. Older workers (35-40 years) and
those with more work experience (>5 years) demonstrated greater absorption and dedication. Significant differences in
work engagement were found across age and work experience groups. The study highlights the importance of
demographic factors in work engagement among young Vietnamese workers. Tailored organizational strategies that
address gender-specific needs, support new hires, and leverage the expertise of experienced employees are
recommended to enhance work engagement and productivity.
Keywords: work engagement, young adults, Vietnam, demographic factors, utrecht work engagement scale

1. Introduction
Work engagement is a cornerstone concept in organizational behavior and psychology. Defined as a positive, fulfilling
work-related state characterized by vigor, dedication, and absorption (Bakker & Albrecht, 2018), it signifies high energy,
enthusiasm, and complete immersion in work activities. Engaged employees demonstrate a positive emotional state, strong
motivation, and a high focus on their work. This state is highly desirable for contemporary organizations, as research
consistently links work engagement with increased creativity, task performance, organizational citizenship behavior, and
client satisfaction (Bakker & Albrecht, 2018). Engagement transcends simply reacting to immediate situations; it involves a
personal commitment to achieving challenging goals (Leiter & Bakker, 2010). Most studies on work engagement adopt a
between-person approach, revealing that average engagement levels differ between individuals based on working
conditions, personal characteristics, and behavioral strategies (Bakker & Albrecht, 2018).
Work engagement among young adults is a dynamic interplay of personal and environmental factors that undergo
transformation during the education-to-workforce transition. Engagement in both study and work co-evolves with well-
being, demonstrably influenced by the interplay of personal resources, environmental demands, and the reciprocal effects
(spillover) between these domains (Upadyaya et al., 2021). Entry-level jobs offer young adults a diverse range of work
activities, encompassing literacy, numeracy, and problem-solving tasks. However, access to these skill-building activities can
be contingent upon sociodemographic factors (Pullman & Chen, 2020). For young adults transitioning from university,
ensuring alignment between their career values and those of the organization is paramount for sustaining work engagement.
Intrinsic values, in particular, have been shown to enhance engagement and facilitate a better person-job fit (Sortheix et al.,
2013).
Demographic characteristics demonstrably influence work engagement among young adults, impacting their vigor,
dedication, and absorption in work roles. Age, educational attainment, and work experience are key factors associated with
variations in work engagement (e.g., Sharma et al., 2017; Mpkhine & Geyser, 2020). Studies in the Indian IT sector reveal a
positive association between higher education and work engagement, with males exhibiting higher engagement levels
compared to females (Sharma et al., 2017). Conversely, research on female hotel front-of-house employees suggests that
age, marital status, and educational background influence engagement differently. Younger, unmarried, and more educated
women tend to report higher engagement (Mokhine & Geyser, 2020). Additionally, research from Canada highlights the
influence of sociodemographic factors like age, parental education, immigration background, and educational level on the
types of work activities young adults engage in, which subsequently affects their overall work engagement (Pullman & Chen,
2020).

Multidiscip. Rev. (2024) 7:e2024194 Accepted: May 21, 2024

Do and Pham (2024) 2

Studies in Vietnam explore how personal and environmental factors influence work engagement among young adults.
One study investigated the effects of a smartphone-based stress management program on hospital nurses' engagement
(Sasaki et al., 2021). While the intervention showed temporary improvement, the effects were modest and short-lived.
Another study focused on Vietnamese university graduates with less than five years of experience, highlighting the impact of
organizational socialization tactics and work-home interactions on engagement (Bui & Tran, 2017). Notably, positive work-
home interactions emerged as the most influential factor.
A dearth of research on work commitment in Vietnam necessitates the present study. This investigation aims to
bridge this knowledge gap by addressing two key questions: (1) What is the current prevalence of work engagement among
young Vietnamese workers? (2) To what extent do demographic factors influence work engagement among this population
group?
2. Methods
2.1. Participants
A questionnaire survey was employed in this study, utilizing a convenience sampling technique. A total of 426 young
workers participated, of which 420 valid responses were included in the analysis following the exclusion of 6 invalid answer
sheets. The participants included 166 males (39.5%) and 254 females (60.5%). Age distribution revealed that 114 (27.1%)
were aged 20-25, 259 (61.7%) were aged 25-35, and 47 (11.2%) were aged 35-40. Work experience also varied, with 71
(16.9%) having less than 1 year, 212 (50.5%) having 1-5 years, 74 (17.6%) having 5-10 years, and 63 (15.0%) having more than
10 years of experience. A detailed breakdown of participant demographics is presented in Table 1.
Table 1 Demographics of participants.
n %
Gender
Male 166 39.5
Female 254 60.5
Age
20-25 years old 114 27.1
25-35 years old 259 61.7
35-40 years old 47 11.2
Work experience
Less than 1 year 71 16.9
1-5 years 212 50.5
5-10 years 74 17.6
More than 10 years 63 15.0
Notes: N = 420, n. number of participants, %. percentage.

2.2. Measurement
The Utrecht Work Engagement Scale-17 assesses work engagement, a positive, fulfilling, work-related state
characterized by vigor, dedication, and absorption (Schaufeli et al., 2002). Psychometric evaluation in two employee and
student samples led to the elimination of 7 unsound items, resulting in a 17-item scale with 6 items each for vigor and
absorption and 5 for dedication (Schaufeli et al., 2002). The Utrecht Work Engagement Scale showed excellent reliability with
Cronbach's Alpha of Vigor = 0.83; Dedication = 0.92; Absorption = 0.82; and Total = 0.93 (Schaufeli & Bakker, 2004). The
Vietnamese version of the Utrecht Work Engagement Scale was adapted by Tran and Bui (2017) and also showed excellent
reliability with Cronbach's alpha exceeding 0.9 for the total scale and 0.8 for all three subscales. In this study, Cronbach's
alpha for Vigor, Dedication, and Absorption was 0.883, 0.880, and 0.813, respectively, demonstrating excellent reliability.
2.3. Data analysis
Following data collection, the information was transferred to Microsoft Excel for secure storage and organization.
Variables with errors or missing data points (n = 6) were excluded from the analysis. The remaining 420 valid variables were
then coded and imported into SPSS software for further statistical processing. Descriptive statistics, comparative analyses,
and post-hoc tests were employed to examine the data and identify any significant variations across demographic variables.
3. Results
The results in Table 2 showed that work engagement of young workers was average (M = 3.72, SD = 0.903). Dedication
had the highest mean score (M = 3.98, SD = 1.099), followed by Vigor (M = 3.83, SD = 1.053) and Absorption (M = 3.34, SD =
0.919).

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Do and Pham (2024) 3

Table 2 Mean and standard deviations of Utrecht Work Engagement Scale-17.

M SD
Absorption 3.34 0.919
Dedication 3.98 1.099
Vigor 3.83 1.053
Work Engagement 3.72 0.903
Notes: M. mean, SD. standard deviation.

Table 3 presents a comparison of average scores for work engagement between male and female young workers.
While male subjects exhibited a higher average work engagement score (M = 3.82, SD = 0.92) compared to females (M =
3.65, SD = 0.89), an independent samples t-test revealed no statistically significant difference in overall Work Engagement
scores between genders (p = 0.053).
However, when examining individual work engagement subscales, statistically significant gender differences emerged
for Dedication (p = 0.031) and Vigor (p = 0.027). Male subjects reported higher average scores on Dedication (M = 4.19, SD =
1.15) and Vigor (M = 3.98, SD = 1.11) compared to females (M = 3.88, SD = 1.06; M = 3.74, SD = 1.01; respectively).
Conversely, no significant gender difference was observed for the Absorption subscale (p = 0.584).
Table 3 T-test results between gender.
Male Female Sig.
(n = 166) (n = 254)
M±SD M±SD
Absorption 3.37±0.93 3.32±0.91 0.584
Dedication 4.19±1.15 3.88±1.06 0.031
Vigor 3.98±1.11 3.74±1.01 0.027
Work Engagement 3.82±0.92 3.65±0.89 0.053
Notes: n. number of participants, M. mean, SD. standard
deviation, sig. p value.

Table 4 presents the mean scores for work engagement and its subscales across different age groups of young
workers. A one-way ANOVA revealed a statistically significant difference in overall Work Engagement scores among the age
groups (p = 0.026 < 0.05). The 35-40 age group exhibited the highest mean work engagement score (M = 3.89, SD = 0.96),
while the 20-25 age group had the lowest (M = 3.53, SD = 0.93).
Further analysis using post-hoc Bonferroni test indicated that the 20-25 age group had significantly lower scores on
Absorption (M = 3.18, SD = 0.90) and Dedication (M = 3.74, SD = 1.18) compared to the 35-40 age group (M = 3.57, SD = 1.02;
p = 0.034) and 25-35 age group (M = 4.06, SD = 1.06; p = 0.031), respectively. This suggests that older workers tend to display
higher levels of absorption and dedication towards their work, leading to greater work engagement. Interestingly, no
significant age differences were observed for the Vigor subscale (p = 0.094).
Table 4 ANOVA test with post hoc results between age group.
20-25 y/o 1 25-35 y/o 2 35-40 y/o 3 Sig.
(n = 114) (n = 259) (n = 47)
M±SD M±SD M±SD
Absorption 3.18±0.90 3.37±0.90 3.57±1.02 p1–3 = 0.034
Dedication 3.74±1.18 4.06±1.06 4.06±1.06 p1–2 = 0.031
Vigor 3.68±1.07 3.87±1.03 4.05±1.11 0.094
Work Engagement 3.53±0.93 3.77±0.87 3.89±0.96 0.026
Notes: n. number of participants, M. mean, SD. standard deviation, sig. p value.

Table 5 presents the mean scores for Work Engagement across different work experience levels among young
workers. Similar to the findings for age, a one-way ANOVA revealed a statistically significant difference in overall Work
Engagement scores between work experience groups (p = 0.048 < 0.05). Workers with 5 or more years of experience
exhibited the highest average Work Engagement (M = 3.80, SD = 0.90), while those with less than 1 year of experience
reported the lowest (M = 3.49, SD = 0.92). This finding suggests a potential positive association between work experience and
work engagement.
Further analysis using post-hoc Bonferroni tests indicated a significant difference in Dedication scores across work
experience groups (p = 0.008 < 0.05). Workers with less than 1 year of experience (M = 3.61, SD = 1.13) had the lowest
Dedication scores compared to those with 1-5 years (M = 4.05, SD = 1.14) and more than 5 years of experience (M = 4.05, SD
= 0.98). These results suggest that dedication to work may increase with experience. However, no statistically significant
differences were observed in Absorption (p = 0.176) or Vigor (p = 0.207) based on work experience.

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Table 5 ANOVA test with post hoc results between work experience
1 2 3
< 1 year 1-5 years > 5 years Sig.
(n = 71) (n = 212) (n = 137)
M±SD M±SD M±SD
Absorption 3.17±0.90 3.35±0.88 3.42±0.98 0.176
Dedication 3.61±1.13 4.05±1.14 4.05±0.98 p1–2,3 = 0.008
Vigor 3.82±1.00 3.95±1.08 3.84±1.03 0.207
Work Engagement 3.49±0.92 3.74±0.85 3.80±0.90 p1–3 = 0.048
Notes: n. number of participants, M. mean, SD. standard deviation, sig. p value.

4. Discussion
Several factors might contribute to the observed higher dedication scores among male subjects compared to females.
One potential explanation lies in personality differences. Research suggests that specific traits like superego/control,
independence, and tough poise are associated with workplace dedication (Arora & Adhikari, 2013). These traits may be more
prevalent or expressed differently in males, leading to higher dedication scores. Another potential factor is the perception of
the work environment. Studies indicate that men and women may perceive workload and autonomy differently, impacting
their engagement levels (Jaworek & Dyląg, 2015). If the work environment is not equally stimulating for both genders, it can
influence dedication. For instance, the environment might cater more implicitly to the motivational drivers typically
associated with males. Similar to dedication, the observed higher vigor scores among male subjects compared to females
might be attributed to various factors. One potential explanation lies in the differential work experiences of men and women.
Research suggests that work-life experiences such as control, rewards, and recognition significantly impact vigor, particularly
among female managers and professionals (Koyuncu et al., 2006). If these experiences differ systematically by gender within
a specific workplace, they could contribute to the observed gap in reported vigor. Moreover, potential gender bias within the
measurement tool itself cannot be ruled out. Research suggests that the widely used Utrecht Work Engagement Scale might
contain items that favor male respondents (Steyn & Grobler, 2016). These items could capture aspects of engagement more
relevant to or valued in male work behaviors.
Several factors related to life stage, work experience, and psychological attributes might explain the observed higher
levels of absorption and dedication among older workers. On the one hand, extensive work experience accumulated over the
years contributes to mastery and proficiency in their roles. This mastery not only enhances their ability to become deeply
absorbed in tasks but also fosters a greater sense of dedication and responsibility (Douglas & Roberts, 2020). As workers age,
they often develop a stronger professional identity, which becomes closely tied to their sense of self. This strong
identification with their work role can lead to higher dedication and engagement, as their work becomes a more integral part
of who they are (Kim & Kang, 2017). On the other hand, older workers typically exhibit better emotional regulation skills
compared to younger counterparts. This ability to manage emotions effectively allows them to maintain consistent
dedication and absorption in their tasks, even under pressure (Selmer & Lauring, 2015). In addition, older employees often
prioritize intrinsic rewards associated with work, such as fulfillment and accomplishment, over extrinsic rewards. These
values can lead to higher levels of work engagement, including both absorption and dedication (Guglielmi et al., 2016).
Compared to their less experienced counterparts, employees with five or more years of experience exhibit
demonstrably higher levels of engagement. This phenomenon can be attributed to several key factors. Tenured employees
often possess a deeper familiarity with the organizational culture (Bakker, 2011). Having had time to acclimate to job
demands, their engagement is further enhanced. As their tenure increases, experienced workers develop a higher level of
proficiency in their field. This mastery contributes to increased feelings of fulfillment and elevates their engagement levels.
They are likely to be entrusted with more intricate tasks and projects, further augmenting their engagement and job
satisfaction (Eldor, 2016). With extended tenure, employees may develop a stronger sense of ownership over their work and
a deeper commitment to the organization. This feeling of belonging and psychological investment can significantly bolster
their level of engagement (George, 2011). Over time, experienced workers learn to adapt to the physical, social, and
psychological demands of their jobs. This adaptation allows them to manage these demands more effectively, mitigating
stress and enhancing their engagement. They are also more likely to have established a work-life equilibrium that supports
sustained engagement (Sawang & Newton, 2014).
Employees with less than one year of experience tend to exhibit the lowest dedication scores. This disparity can be
attributed to a lack of job-specific resources and personal coping mechanisms that accrue with experience. These resources
are instrumental in fostering a sense of dedication, as they contribute to feelings of competence and professional value. In
their absence, new workers may struggle to develop a strong organizational commitment or sense of belonging (Bakker &
Demerouti, 2008). Employees in their first year are typically in the throes of an adjustment period. This period involves
learning about their specific role, the organizational culture, and how their work aligns with broader team and organizational
goals. This acclimation process can negatively impact dedication levels, as they may not yet feel fully integrated or capable
within their new role (Schaufeli et al., 2006). Dedication is also closely linked to professional identity, which strengthens over

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time. Less experienced workers may still be developing their professional identity and understanding how their values align
with the organization's values, potentially impeding the development of dedication (Jenaro et al., 2011).
The current study's finding of no significant gender difference in absorption scores is noteworthy. Absorption,
characterized by a state of deep focus and immersion in tasks, might be less susceptible to gender influences compared to
other work engagement components. Absorption might depend more heavily on the inherent characteristics of the work
itself and individual interests rather than gender-specific traits (Tshilongamulenzhe & Takawira, 2015). Tasks with high
autonomy, complexity, and clear structure are known to foster absorption (Lee & Eissenstat, 2018). If men and women within
the same roles have similar access to these work characteristics, their experiences of absorption likely wouldn't differ
significantly.
5. Implications
The observed gender disparity in dedication and vigor scores necessitates a critical examination of workplace practices
and policies. To foster dedication across genders, organizations must implement tailored interventions that ensure work
environments are stimulating for both male and female employees. Differential perceptions of workload and autonomy
suggest a need for workplace ecosystems that support the motivational drivers of all employees, addressing any gender-
specific needs to bolster dedication and vigor. Furthermore, age-related variations indicate that older workers' extensive
experience and emotional regulation skills contribute to higher engagement. This underscores the importance of leveraging
their expertise by creating roles that capitalize on their mastery and provide intrinsic rewards. The higher engagement levels
among experienced employees highlight the need for strategies that facilitate faster acclimation and professional identity
development for new hires. Examples of such strategies include mentorship programs and comprehensive onboarding
processes. By addressing these factors through targeted organizational practices and policies, companies can cultivate a
more dedicated, engaged, and productive workforce.
6. Final considerations
This investigation sheds light on work engagement among young Vietnamese adults, particularly the influence of
demographic factors such as gender, age, and work experience. Our findings reveal that male employees exhibit higher levels
of dedication and vigor compared to their female counterparts. Additionally, older and more experienced workers
demonstrate greater absorption and dedication. These results underscore the importance of organizational strategies that
address gender-specific needs, provide targeted support for new hires, and leverage the expertise of seasoned employees to
cultivate work engagement. By fostering supportive and inclusive work environments, organizations can promote higher
engagement and productivity among young workers. This research lays the groundwork for future studies and the
development of practical strategies to enhance employee engagement and optimize organizational performance within the
Vietnamese context.
Acknowledgments
We would like to extend our appreciation to all the participants who participated in this study.
Ethical considerations
The Ethical Committee of the Ho Chi Minh City University of Education, Vietnam, granted approval for this study on January
21, 2022 (Ref. No. 266/QD-DHSP).
Conflict of Interest
The authors declare no conflicts of interest.
Funding
No funding was received for conducting this study.
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