Determinants of personal resilience in the workplace: nurse prescribing in an African work context

Ngoasong, Michael Z.; Groves, Winnifred

doi:10.1080/13678868.2015.1128677

Cited by 9 publications

(7 citation statements)

References 35 publications

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“…Certain careers where resiliency is likely to be needed, particularly “helping professions,” have produced a lot of the literature regarding CR. For example, the teaching profession (e.g., Gu, 2014; Mackenzie, 2012; Mansfield, Beltman, & Price, 2014) and nursing (e.g., Coogle, Parham, & Young, 2007; Hodges, Keeley, & Troyan, 2008; Ngoasong & Groves, 2016) have been particularly interested in CR to assist in the retention of professionals in these fields.…”

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confidence: 99%

Career Resilience: An Integrated Review of the Empirical Literature

Mishra

McDonald

2017

Human Resource Development Review

133

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In this article, we review and synthesize the empirical literature on career resilience (CR) to develop a nomological network that describes the major components of the construct, and its relationships with other constructs. Specifically, we outline the antecedents and consequences of CR and describe their theoretical basis. We discuss the implications of the nomological network for future research on CR. Finally, we describe the practical implications of our model for individuals, managers, and organizations.

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confidence: 99%

Career Resilience: An Integrated Review of the Empirical Literature

Mishra

McDonald

2017

Human Resource Development Review

133

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“…Finally, our research advances theoretical understanding of strengths at work by highlighting the breadth of strengths that can be applied at work. In organizational psychology, there has been less emphasis on the significance of different types of strengths within employees and more focus on how certain abilities, such as leadership (Bagheri and Pihie 2011) or resilience (Ngoasong and Groves 2016), are important in specific organizational contexts. The development of the BIOS allowed us to reorganize strengths mentioned by employees in a comprehensive manner that makes them more specific to the work-related context.…”

Section: Theoretical Contributionsmentioning

confidence: 99%

Development and Validation of the Behavioural Index of Occupational Strengths (BIOS)

Moore

Mierlo

Bakker

2021

Human Resource Development International

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When employees develop their personal strengths at work, they thrive. Unfortunately, many people are unaware of what their strengths are. This encouraged the construction of strengths assessment tools such as the Values in Action Inventory of Strengths and the Clifton StrengthsFinder 2.0. However, these inventories may be unsatisfactory in describing all types of work-related strengths employees can identify with. Therefore, we test the comprehensiveness of these indices in the context of work. Based on our findings, we design an iterative procedure guided by the Critical Incident Technique to develop a novel index of occupational strengths. First, we inductively generate the index from 954 strengths reported by 231 Dutch employees and 87 of their colleagues and test its internal reliability (Study 1). Then, we translate the index and assess its applicability with 1056 strengths reported by 176 employees from English-speaking countries (Study 2). Finally, we examine the robustness and generalizability of both versions with an additional Dutch (N = 218) and English (N = 216) sample (Study 3). By building an index through the language of the employee, we generate a specialized tool for human resource development professionals and managers to help employees focus on and apply their best selves.

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“…Another emerging aspect of resilience is London’s (1983) notion of career resilience, defined as “a person’s resistance to career disruption in a less than optimal (i.e., adverse) environment” and the idea that such an environment may trigger “less than optimal career conditions” and “psychological fragility” (p. 621). Such resistance has been recognized by De Vos et al (2020) who brought together empirical literature from other constructs to show how their relationships could also impact employee retention and career progression, especially in the teaching and nursing professions (see Ngoasong & Groves, 2016).…”

Section: Theoretical Perspectives On Resiliencementioning

confidence: 99%

Bouncing back from Workplace Stress: From HRD’s Individual Employee’s Developmental Focus to Multi-facetted Collective Workforce Resilience Intervention

Mendy

2020

Advances in Developing Human Resources

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The Problem Human resource development (HRD) research has sought to demarcate a human developmental problem by identifying learning interventions through which individuals can contribute towards group and organizational growth. However, there remains the fundamental problem, which is how to go beyond individualized employee development to a more collective resilience model building against workplace stress. Such lesser effectiveness has led to financial, emotional and psycho-social costs to individuals and collectives. Based on the theoretical analysis of human capital theory, HRD research and literature are lacking in how to more effectively operationalize collective resilience against workplace stress. The Solution A multi-faceted collective workforce resilience intervention conceptual model is proposed to enable both management and employees to overcome ineffective implementation of human development and thereby bounce back from workforce stress. Four aspects of the model’s practical operationalization are proposed as steps to help the HRD community of practitioners and scholars to engrain resilience as a workplace culture in resolving stress. Implications on (1) the identification of workplace stress, (2) the effective design and operationalization of development capacities. (3) the resilience intervention initiatives, and (4) the management of collective workforce resilience are highlighted. The Stakeholders The proposed model is designed for the HRD community, including scholars, practitioners, employees and managers in related HRD contexts.

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Determinants of personal resilience in the workplace: nurse prescribing in an African work context

Cited by 9 publications

References 35 publications

Career Resilience: An Integrated Review of the Empirical Literature

Career Resilience: An Integrated Review of the Empirical Literature

Development and Validation of the Behavioural Index of Occupational Strengths (BIOS)

Bouncing back from Workplace Stress: From HRD’s Individual Employee’s Developmental Focus to Multi-facetted Collective Workforce Resilience Intervention

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