Psychometric Testing of the Resilience at Work Scale Using Indian Sample

Abstract

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.

Building organization and employee resilience in disaster contexts

“…This definition suggests an ecological perspective and a shift from viewing it as a stable personality trait where resilience is viewed as something that a person may or may not have (Tsuno et al , 2014). Rather, employee resilience is viewed as a developable quality (Malik and Garg, 2018; Naswall et al , 2019) or as a characteristic that can be “developed, sustained, and grown through discourse, interaction, and material considerations” (Buzzanell, 2010, p. 1).…”

“…In an increasingly complex world where change is ubiquitous and the speed at which unexpected events can become disasters, the resilience of both people and organizations is critical. What is known about resilience has developed steadily over the years and the understanding of resilience has evolved from it being a personality trait, a state, a process or outcome and a dynamic capability (Malik and Garg, 2018).…”

Role of Career Adaptability and Its Resources in Predicting Vocational Attitudes of Indian IT Professionals

“…As per CCT, such characteristic of endeavour may manifest through career adaptability that makes individuals resilient and capable of accomplishing vocational development tasks. These aspects can be evinced through media reports that reflect Indian IT professions’ positive approach and proactive actions to manage upcoming digitalization, automation, and H1B visa-related problems (Malik & Garg, 2018; Sapam & Pathak, 2017). Such forward-looking and self-regulatory tactics of moving up the value chain may signify adaptability, comprehensively improving performance, thereby increasing satisfaction in careers.…”

Justification and development of competencies to transform a collegiate aviation flight program

“…Highly complex organizations need resilient professionals due to the ever‐growing global competition, turbulent business environments, organizational restructuring, and technological innovation. Professionals should have the competence to “face unprecedented changes, and adapt successfully to challenging roles, tasks, and situations” (Malik & Garg, 2018, p. 77). Empirical evidence indicates that resilience could elicit positive individual and organizational outcomes such as higher job satisfaction, enhanced levels of employee engagement, and increased productivity (Rankin, Lundberg, Woltjer, Rollenhagen, & Hollnagel, 2014).…”