El presente trabajo se basa en la Psicología Organizacional Positiva y focaliza en job engagement (JE) -compromiso con el trabajo-, entendido como la presencia psicológica en un rol, la atención de la persona, su absorción y energía dirigida hacia tareas relacionadas con el trabajo (Cameron & Spreitzer, 2012). Estudios previos demostraron la relación entre JE, satisfacción y performance laboral (e.g. Owen, Sumpter, Baker, & Cameron, 2016). Se propuso diseñar una escala para evaluar JE y analizar su relación con la satisfacción y performance. Participaron 569 empleados (288 hombres, 281 mujeres); edad promedio: 36,85 años (DE = 11,7). La mayoría residía en Buenos Aires (95,8%). Para la recolección de datos se empleó: Escala Argentina de compromiso con el trabajo (Lupano Perugini, 2017); y dos escalas diseñadas ad hoc: Escala de satisfacción laboral y Escala de performance laboral. Se obtuvo una escala de 11 ítems con las tres dimensiones propuestas: atención, absorción y energía. Mediante análisis factorial confirmatorio se comprobó la estructura de tres factores. Además, se obtuvieron evidencias de validez convergente, divergente y se analizó la consistencia interna mediante alfa de Cronbach. Por último, se verificó que las dimensiones del JE correlacionan de forma positiva con medidas de satisfacción y performance. Palabras clave Engagement, Performance, Satisfacción laboral ABSTRACT ENGAGEMENT ASSESSMENT AND ITS RELATIONSHIP WITH JOB SATISFACTION AND JOB PERFORMANCE The current work is based on Positive Organizational Scholarship and it focuses on job engagement (JE) –commitment to the job-, understood as the psychological presence in a role, the person’s attention, their absorption and energy directed towards tasks related to the job (Cameron & Spreitzer, 2012). Previous studies demonstrated the relationship among JE, job satisfaction and job performance (e.g. Owen, Baker, Sumpter & Cameron, 2016).A scale was designed to assess JE. Besides, it was analyzed its relationship with job satisfaction and job performance. 569 employees (288 male, 281 female) participated; average age: 36.85 years old (DE = 11.7). Most of the participants resided in Buenos Aires (95.8%). For data gathering the following instruments were used: Argentinian Engagement Scale (Lupano Perugini, 2017); and two ad hoc designed scales: Job Satisfaction Scale and Job Performance Scale. A scale composed of 11 items was obtained with the three proposed dimensions: attention, absorption and energy. The three factor structure was ascertained through confirmatory factorial analysis. Furthermore, evidence of convergent and divergent validity was obtained and the internal consistency was analyzed by Cronbach’s alpha. Lastly, it was verified that the dimensions of JE correlate positively with measurements of job satisfaction and job performance. Key words Engagement, Performance, Job Satisfaction