Developing a workplace resilience instrument

Mallak, Larry A.; Yıldız, Mustafa

doi:10.3233/wor-162297

Cited by 48 publications

(64 citation statements)

References 31 publications

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“…The authors also proposed that RAW scale is a more realistic and practical measure affecting workplace resilience and suggested that the scale dimensions could be useful indicators to build a resilience balance scorecard. Mallak and Yildiz (2016) also argued that there is a dire need for developing a standardized instrument in workplace setting to measure resilience of employees.…”

Section: Discussionmentioning

confidence: 99%

Psychometric Testing of the Resilience at Work Scale Using Indian Sample

Malik

Garg

2018

Vikalpa: The Journal for Decision Makers

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Executive Summary With incessant global competition, technological innovations, organizational restructuring, and turbulent business environment, contemporary organizations need resilient employees, who in turn are capable to face unprecedented changes and adapt successfully to challenging roles, tasks, and situations ( Shin, Taylor, & Seo, 2012 ). Consequently, this necessitates a validated employee-centric measure of resilience for assisting the organizations in fostering and measuring employee resilience development, which would enable employees to meet the challenges and growing work demands ( Hodliffe, 2014 , The development and validation of the employee resilience scale (EmpRes): The conceptualisation of a new model (Doctoral dissertation), New Zealand: University of Canterbury; Masten, 2001 , American Psychologist, 56(3), 227; Winwood, Colon, & McEwen, 2013 , Journal of Occupational and Environmental Medicine, 55(10), 1205–1212). To address this gap, the study assessed the psychometric properties of the ‘resilience at work’ (RAW) scale. The study sample comprised employees working in IT organizations operating in the Indian National Capital Region (NCR). The study is based on cross-sectional questionnaire responses from 546 Indian employees working in the IT industry. A confirmatory factor analysis (CFA) was conducted to test the factorial validity followed by an analysis of convergent and discriminant validity of the scale items. To evaluate the convergent validity, this study utilized three standard criteria which are standard factor loadings, composite reliability, and average variance extracted (AVE) ( Anderson & Gerbing, 1988 , Psychological Bulletin, 103(3), 411–423). In addition, the study tested the nomological validity of the RAW scale. The study results reveal that the RAW scale exhibits high reliability and the results of CFA validated the seven-factor model of the RAW scale. The results of CFA and reliability of the scale demonstrate that the scale can be utilized to develop and measure resilience among Indian employees. Furthermore, the results of the nomological validity exhibit a significant relationship between resilience and work engagement. This study offers significant implications for both researchers and HRD practitioners. The study provides preliminary evidence for the psychometric properties of the scale in t he Indian organizational context and signifies its potential for the cross-cultural implementations. The RAW scale, thence, can be utilized by organizations as a validated tool for measuring and developing resilience among employees.

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Section: Discussionmentioning

confidence: 99%

Psychometric Testing of the Resilience at Work Scale Using Indian Sample

Malik

Garg

2018

Vikalpa: The Journal for Decision Makers

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“…Connor and Davidson () viewed resilience as having the ability to successfully cope with adversity. For example, individuals who have witnessed or endured hardship, such as war (Ferguson, Sperber Richie, & Gomez, ), in an organization (Kornhaber & Wilson, ), or in a home environment (Anderson, Renner, & Danis, ) or the workplace (Mallak & Yildiz, ), have the potential to build resilience when social support and psychological stamina are harnessed. Resilience may be a key characteristic influencing the attitudes and responses of SCI survivors to their injury and rehabilitation although there is limited research in this area.…”

Section: Introductionmentioning

confidence: 99%

Resilience and the rehabilitation of adult spinal cord injury survivors: A qualitative systematic review

Kornhaber

McLean

Betihavas

et al. 2017

Journal of Advanced Nursing

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“…In order to extract a deeper understanding of the real or apparent nature of posited gender influences, it is suggested, from the influence of resilience and risk-taking which were predictive for women's motivation, that coming investigations ought to be devoted to the recruitment utility propensity of the JMT instrument through coadministration with the Workplace Resilience Instrument which optimizes factors involving "active problem-solving", "team efficacy", confident "sense-making" and "bricolage" [23].…”

Section: Limitationsmentioning

confidence: 99%

“…Thus, in an industrial setting, female-dominated industries exhibited greater interpersonal-orientation than the male-dominated industries, with the former reporting more pressure from their positions [22]. The influence of gender upon leadership styles, as well as stress and mental health, seems essential to understanding leadership efficacy not least with regard to workplace resilience [23]. In this regard, the question arises as to whether or not leadership development initiatives promote leadership strengths for both genders or whether leadership strengths vary with position/culture in the context of: (i) equal access to resources and opportunities, (ii) minimizing unconscious gender bias, (iii) enhancing work-life balance, and (iv) promoting leadership engagement [24].…”

Section: Introductionmentioning

confidence: 99%

Self-reported Attributes Associated with Cognition and Motivation as a Function of Gender

Archer¹,

Arnten²,

Olsen³

et al. 2017

Clin Exp Psychol

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Male (n=4141) and Female (n=2648) participants in executive leadership recruitment self-report were compared with regard to their expressions of Cognition and Motivation levels derived from scores on the attributes, Focus on planning and Deliberation, and, Self-motivation and Winning instinct, respectively in each case. Although the male participants scored higher for both Cognition and Motivation parameters, the vast majority of attributes predicting or counter-predicting Cognition and Motivation, respectively, were similar among the male and female participants, i.e., gender did not separate these attributes. Self-motivation, self-control and focus on detail were predictive for cognition among women whereas mood stability and will-power were expressed among men; openness was counter-predictive for women and communicability for men. Among women, resilience and risk-taking were predictive for motivation whereas focus on details, development motivation and need for speed were expressed by men; openness was counter-predictive for women. Amongst the most predictive attributes for cognition, tolerant attitude was counterpredictive for women whereas risk-taking was expressed for men; for motivation, openness was counter-predictive for women whereas communicability was expressed for men. The findings are discussed from social cognitive organizational trends that permeate current notions of what may constitute an effective leadership "toolbox".

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Developing a workplace resilience instrument

Abstract: An instrument to measure individual resilience in the workplace (WRI) was developed. The WRI's four factors identify dimensions of workplace resilience for use in subsequent investigations: Active Problem-Solving, Team Efficacy, Confident Sense-Making, and Bricolage.

Cited by 48 publications

References 31 publications

Psychometric Testing of the Resilience at Work Scale Using Indian Sample

Psychometric Testing of the Resilience at Work Scale Using Indian Sample

Resilience and the rehabilitation of adult spinal cord injury survivors: A qualitative systematic review

Self-reported Attributes Associated with Cognition and Motivation as a Function of Gender

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