The original 18-item Job Engagement Scale (JES¹⁸) operationalizes a multidimensional hierarchical conceptualization by Kahn (1990) of the investment and expression of an individual’s preferred self in-role performance. Encompassing three dimensions (i.e., physical, cognitive, and emotional), job engagement is a known predictor of organizational performance and personal outcomes. Using a sample (N = 7185) of military and civilian personnel nested within 60 work units in the Canadian Armed Forces (CAF) and Canadian Department of National Defence (DND), we developed and cross-validated a 9-item short-form (the JES⁹) of the original JES¹⁸ in English and French. Results demonstrated that both linguistic versions of the JES⁹ and JES¹⁸ yielded comparable psychometric properties. The scales also displayed measurement invariance as a function of participants’ sex (male/female), employee type (civilian/regular force/primary reserve), and role (supervisor/employee). Finally, the associations between scores on the JES⁹ and the JES¹⁸ and a series of covariates (i.e., employees’ psychological needs for competence, autonomy, and relatedness, burnout, and turnover intentions) were assessed. Collectively, results highlight the strong psychometric soundness of the English and French versions of the JES⁹ and the JES¹⁸ for organizational practitioners and academics.

最初的 18 项工作投入量表 (JES ¹⁸ ) 实施了 Kahn (1990) 对个人首选自我角色表现的投资和表达的多维层次概念化。工作投入包含三个维度（即身体、认知和情感），是已知的组织绩效和个人成果的预测指标。使用 嵌套在加拿大武装部队 (CAF) 和加拿大国防部 (DND) 的 60 个工作单位中的军事和文职人员样本 ( N = 7185)，我们开发并交叉验证了一个包含 9 项的简短格式 ( JES ⁹ ) 原版 JES ¹⁸的英文和法文版本。结果表明，两种语言版本的 JES ⁹和 JES ¹⁸产生了类似的心理测量特性。量表还显示了测量不变性作为参与者性别（男性/女性）、员工类型（文职/正规部队/初级预备役）和角色（主管/员工）的函数。最后，评估了 JES ⁹和 JES ¹⁸分数与一系列协变量（即员工对能力、自主性和相关性、倦怠和离职意向的心理需求）之间的关联。总的来说，结果突出了 JES ⁹和 JES ¹⁸的英语和法语版本对于组织从业者和学者的强大心理测量学的健全性。