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This study aims to validate the 17-item Utrecht Work Engagement Scale (UWES-17) within Public Primary Healthcare Centers, addressing the need for a reliable measure of work engagement among health workers.

This study conducted a validity and reliability analysis of the UWES-17 among community health workers in Chile, exploring its psychometric properties and structure, focusing on its three-factor structure and examining the causal relationships between work engagement dimensions.

The UWES-17 demonstrated a valid and reliable three-factor structure among Chilean health workers, with a significant construct dependence among its dimensions –vigor, dedication and absorption – highlighting their interrelated nature.

While validated for community health workers in Chile, the UWES-17’s applicability across healthcare settings and professions warrants further investigation.

The validated UWES-17 can guide human resource practices in assessing and enhancing work engagement among health workers, potentially improving employee well-being and performance.

Addressing work engagement and burnout among health workers is vital for a resilient healthcare system. This validated measure contributes to efforts to improve health worker well-being and healthcare service quality.

This study contributes a validated measure of work engagement specifically tailored to public primary healthcare centers, offering valuable insights for future research on health workers' well-being and performance. This research enhances the understanding of organizational dynamics within public healthcare settings.

The study aims to investigate the effect of autonomy on employee job performance and the mediation effect of engagement. It also explores whether an employee’s age moderates the model.

Data were collected through a face-to-face survey administered to various types of workers in their workplaces. The selection of companies was based on a database available at the university. Response rate was 35%, yielding 210 instruments with complete responses. Structural Equation Modeling was the chosen method for data analysis.

Results demonstrate a positive and significant relationship between autonomy and engagement as well as between engagement and job performance. Moreover, engagement plays a full mediating role in the relationship between autonomy and job performance. Additionally, while age does not moderate the relationship, it does have a differential impact on the mediation process.

The creation of management strategies focused on resources such as autonomy must be adapted according to seniority, with the purpose of enhancing employee engagement and performance in today’s organizations.

This paper closes a gap between autonomy and Job Demands-Resources theory by providing evidence on the effects of autonomy, engagement and age on job performance.