Psychometric Testing of the Resilience at Work Scale Using Indian Sample
Executive Summary
CONCEPTUALIZATION OF RESILIENCE
TOOLS FOR MEASUREMENT OF RESILIENCE
Sr. No. | Scale Name | Author(s) (Year) | Sample | No. of Dimensions (Items) | Factors | Critical Assessment of Resilience Scale |
1. | The Resilience Scale (RS 14) | Wagnild and Young (1993) | 24 women (aged between 53–93 years) | 2 (25) | 1. Personal competence
2. Acceptance of self and life
|
The scale had the widest application for measuring resilience and has been used with adolescents, younger, and older adults. However, the scale has no utilization for measuring resilience in workplace context. |
2. | The Resilience Scale for Adults (RSA) (Norway) | Friborg et al. (2003) | 183 adults (mean age women = 33.7, men = 36.2) | 6 (33) | 1. Positive perception of self
2. Positive perception of future
3. Social competence
4. Structured style
5. Family cohesion
6. Social resources
|
This measure can be utilized in clinical and health psychology as an assessment tool of protective factors to prevent maladjustment and psychological disorders. However, the scale has no applicability in workplace context. |
3. | The Adolescent Resilience Scale (ARS) (Japan) | Oshio et al. (2003) | 207 Japanese youth (aged between 19–23 years) | 3 (21) | 1. Novelty seeking
2. Emotional regulation
3. Positive future orientation
|
The authors presented minimal theoretical rationale for utilizing this scale, and it is unclear as to how the psychological characteristics were chosen to represent resilience. |
4. | The Connor–DavidsonResilience Scale (CDRISC) (USA/English) | Connor and Davidson(2003) | 827 adults (mean age = 43.8) | 5 (25) | 1. Personal competence, high standards, and tenacity
2. Trust in one’s instinct, tolerance of negative effects, and strengthening effects
3. Positive acceptance of change and secure relationships
4. Control
5. Spiritual influences
|
This scale has been developed for clinical practice as a measure of stress coping ability. The authors hold the perspective that resilience is a personal quality that reflects the ability to cope with stress. Although, this scale has been used widely and has been applied with an intervention, it is an individual level measure for measuring stress. |
5. | The Resilience Scale for Children and Adolescents (RSCA) | Prince-Embury (2008) | 200 adolescents (aged between 15 and 18 years);226 children (aged 9 to 11 years);224 adolescents (aged 12 to 14 years), and a clinical sample of 169 adolescents (between 15 and 18 years) | Sense of mastery (20 items); sense of relatedness (24 items), and emotional reactivity (20 items) | 1. Sense of mastery
2. Sense of relatedness
3. Emotional reactivity
|
The RSCA measures resilience as it relates to time-specific stressors or traumatic events, it does not assess resilience as a dynamic capability. |
6. | The Brief Resilience Scale (BRS) (US). | Smith et al. (2008) | The BRS was tested on four samples. Sample 1 = 128 undergraduate students; Sample 2 = 64 undergraduate students; Sample 3 = 112 cardiac rehabilitation patients; Sample 4 = 50 women who either had fibromyalgia (n = 20) or were healthy controls (n = 30). | 1 (6) | The scale assessed the individual’s ability to bounce back or recover from stress. | The BRS evaluate resilience as the ability to bounce back or recover from stress. Its effects were specific to reducing negative outcomes (e.g., anxiety, depression, and negative physical symptoms). |
Source: Adapted from Windle, Bennett, & Noyes (2011).
AIM OF THE STUDY
RESEARCH METHODOLOGY
Participants
Sample Procedure
Instruments
Resilience at Work
Work Engagement
DATA ANALYSIS
RESULTS
Exploratory Factor Analysis
Reliability of the Scale
Item Codes | Items | Factors | Factor Loadings* | Cronbach’s Alpha |
LA_1 | I have important core values that I hold fast to in my work life. | Living authentically | 0.776 | 0.84 |
LA_2 | I know my personal strengths and make sure I use them regularly in my work. | 0.812 | ||
LA_3 | I am able to change my mood at work when I need to. | 0.882 | ||
FYC_4 | The work that I do helps to fulfil my sense of purpose in life. | Finding your calling | 0.764 | 0.78 |
FYC_5 | My workplace is somewhere where I feel that I belong. | 0.834 | ||
FYC_7 | Generally, I appreciate what I have in my work environment. | 0.792 | ||
MP_9 | Nothing at work ever really ‘fazes me’ for long. | Maintaining perspective | 0.848 | 0.76 |
MP_10 | Negative people at work often affect my morale or feelings. | 0.886 | ||
MS_11 | I make sure I take breaks to maintain my strength and energy when I am working hard. | Managing stress | 0.713 | 0.83 |
MS_12 | I have developed some reliable ways to relax when I am under pressure at work. | 0.694 | ||
MS_13 | I have developed some reliable ways to deal with the stress of challenging events at work. | 0.882 | ||
MS_14 | I am careful to ensure my work does not dominate my personal life. | 0.742 | ||
BSC_15 | I often ask for feedback so that I can improve my work performance. | Building social connections | 0.865 | 0.77 |
BSC_17 | I have friends at work I can rely on to support me when I need it. | 0.765 | ||
BSC_18 | I have a strong and reliable network of supportive colleagues at work. | 0.785 | ||
SH_19 | I have a good level of physical fitness. | Staying healthy | 0.824 | 0.80 |
SH_20 | I am careful about eating well and healthy. | 0.748 |
Notes: *Extraction method: Principal component analysis. Rotation method: Varimax with Kaiser Normalization. FYC_6, MP_8 and IC_16 dropped due to cross factor loading. IC_15 loaded onto Factor BN; thus leading to emergence of a new factor, termed as BSC.
Factors | 1 | 2 | 3 | 4 | 5 | 6 |
1. Factor 1 (Living authentically) | 1 | |||||
2. Factor 2 (Finding your calling) | 0.48** | 1 | ||||
3. Factor 3 (Maintaining perspective) | 0.24* | 0.55** | 1 | |||
4. Factor 4 (Managing stress) | 0.28* | 0.46** | 0.26* | 1 | ||
5. Factor 5 (Building social connections) | 0.54** | 0.21* | 0.42** | 0.32* | 1 | |
6. Factor 6 (Staying healthy) | 0.21* | 0.45* | 0.49** | 0.26* | 0.41** | 1 |
Notes:n = 546, *Significant at p < 0.05 level, and **Significant at p < 0.01.
Measurement Models | χ2 (df) | χ2/df | GFI | CFI | NFI | RMSEA |
Model I—One factor model | 946 (196) | 4.82 | 0.69 | 0.73 | 0.71 | 0.12 |
Model II—First-order six-factor model | 296.4*** (182) | 1.62 | 0.92 | 0.91 | 0.89 | 0.09 |
Model III—Second-order six-factor model | 286.2*** (180) | 1.59 | 0.98 | 0.96 | 0.97 | 0.05 |
Notes: Model I: Single factor model; all scale items combined into a single factor; Model II: First-order six-factor model fit (17 items); Model III: Second-order six-factor model fit (17 items). n = 546, *** p < 0.001; χ2—chi-square discrepancy; df—degrees of freedom; GFI—goodness of fit index; CFI—comparative fit index; NFI—normed fit index; RMSEA—root mean square error of approximation.
Confirmatory Factor Analysis
Convergent and Discriminant Validity
Nomological Validity
DISCUSSION
CONCLUSION AND LIMITATIONS
REFERENCES
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This article was published in Vikalpa: The Journal for Decision Makers.
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