Growth-focused resilience: development and validation of a new scale

Abstract

Purpose This study argues that existing constructs of psychological resilience of employees focus too narrowly on recovery from adverse events. Therefore, this paper aims to present an alternative construct in which resilience reflects an intention to grow as a person when facing both opportunities and difficulties. Initial evidence for a measure of growth-based resilience is presented. Design/methodology/approach In Study 1, a six-step scale development procedure was used. Items were generated deductively, and an exploratory factor analysis on data from a sample of 167 Indonesian managers was used to refine the scale structure. Study 2 validated the Study 1 results using a two-step confirmatory factor analysis, including structural equation modelling, involving a second sample of 241 Indonesian managers. Findings Study 1 suggested a scale using 16 items reflecting two dimensions, Developmental Persistency, involving perseverance and commitment to growth, and Positive Emotion. Study 2 generally confirmed the structure of this measure and produced expected correlations with other theoretically related constructs. Overall, the findings support the reconceptualisation of resilience as a response to life challenges and opportunities focussed on growing as a person. Research limitations/implications Further testing of the validity of this construct is recommended, and its nomological network should be examined to clarify its relationship to related concepts such as hardiness, coping, thriving and similar qualities. Practical implications The growth-based perspective allows organisations to better assess and improve employee resilience as it more accurately reflects the nature of resilience as a fundamental “positive” dimension of human personality, where existing approaches focus merely on recovering from workplace adversities. An implication is that employee development efforts focussed more on personal development than specific work skills, or at least contextualising the latter in the person’s life context, will be more successful. Originality/value A more holistic view of resilience as the capacity for responding to life’s challenges and opportunities through personal growth resolves a number of issues created by existing recovery-based constructs.

Hotel Employee Resilience in Medan, Indonesia

“…These findings support the notion that hotel employees need to be resilience in order to be able to work effectively in a dire situation like pandemic. Being resilience in the workplace means able to adapt positively and thrive in the face of difficult situation [8].…”

“…Employee resilience was measured using a 5-point likert scale ranging from 1 (strongly disagree) to 5 (strongly egree). The instrument we used was resilience questionnaire developed by Amir & Standen (2019) [8]. The score obtained from the participants using the instrument would confirm the level of employee resilience, which divided into five categories as shown in Table 1.…”

“…The instrument was originally developed in a study that involved Indonesian participant. The reliability and validity of the instrument has been tested using sample of employees in Indonesia [8]. The instrument has 16 items in total.…”

Increasing Employee Performance through Digital Culture, Compensation, Career Development and Employee Resilience in PT. Janji Mulya Executive Learning

“…This is in line with the results of Bardoel et al (2014), Suratman et al (2021), and Burhanuddin (2022). Resilience was defined as an individual's capacity to respond to adversity at work in a way that strengthens and develops himself as a better person, and comprises the four potential dimensions identified above: perseverance, positive emotion, meaning making and commitment to growth (Amir and Standen, 2019). These four aspects are proven to contribute to employee performance.…”

THE EFFECT OF RESILIENCE, WORK ATTACHMENT, AND EMOTIONAL INTELLIGENCE ON JOB SATISFACTION OF BANK SYARIAH INDONESIA EMPLOYEES (Case Study: Bank Syariah Indonesia KC Yogyakarta Kusumanegara)

“…There are at least two conditions that describe resilience, individual readiness to adapt to problems that have occurred and individual ability to be able to face problems (Wahyudi et al, 2018). According to Amir & Standen (2012), resilience isclosely related to one dimension, namely commitment to grow, where individuals will always face difficulties in their lives to become better individuals. Meanwhile, according to Yuniar et al (2011) suggested that resilience is a factor to change the problems and difficulties experienced by a person to be transformed into opportunities to grow, develop, and can increase better adaptability.…”