Abstract
Introduction: Workplace health promotion (WHP) in multinational companies often relies on shared programs, yet employees may experience work resources differently across national and organizational settings. We examined worklife resource and engagement patterns at Hungarian and Swedish sites of one multinational company and considered implications for locally adapted WHP.
Methods: A pilot cross-sectional survey included 121 employees (Sweden n=80; Hungary n=41). Work engagement was assessed with the UWES-9 and worklife conditions with the 29-item Areas of Worklife Scale (AWS). Analyses included Pearson correlations, Welch t-tests, sensitivity analysis, and pooled hierarchical regressions with a binary country/site indicator entered before all six AWS domains.
Results: Swedish employees reported higher dedication (M=4.46 vs 3.98, P=.035, d=0.42) and value alignment (M=3.92 vs 3.62, P=.045, d=0.41). These between-site mean differences should be interpreted cautiously because cross-language measurement equivalence was not established. In pooled models, the country/site indicator plus the AWS domains explained 31.4% of vigor, 32.4% of dedication, and 19.4% of absorption. After adjustment, control and values were positively associated with vigor, values with dedication, and community with absorption; a negative fairness coefficient for absorption was treated cautiously as a possible suppression pattern. Given the modest sample, multivariable models were exploratory, and country moderation was not tested.
Conclusion: Engagement was used as a positive indicator relevant to burnout prevention, not a direct burnout measure. Findings support shared WHP principles, with implementation adapted to fit local work systems.