Employee Resilience Research Articles

High-Involvement Human Resource Management Practices and Employee Resilience: The Mediating Role of Employee Technology Adaptation—A Case Study of South Sumatra

In the post-COVID-19 era, the need for a resilient workforce to maintain a competitive advantage has become increasingly critical. Despite advancements, there is a research gap in understanding how employee resilience is influenced by high-involvement human resource management practices and employee technology adaptation. This study addresses this gap by developing and empirically testing a mediation model linking to employee technology adaptation and resilience. Theoretical frameworks include the resource-based view, human co-adaptation, and positive organizational behavior. A cross-sectional survey of 322 employees from small and medium enterprises in South Sumatra was conducted. Structural equation modeling was used to analyze the mediating role of employee technology adaptation in the relationship between high-involvement human resource management practices and employee resilience. The results indicate that high-involvement human resource management practices positively affects both technology adaptation and resilience. Employee technology adaptation partially mediates this relationship. The findings offer practical insights for human resource managers, suggesting that fostering technology adaptation through high-involvement human resource management practices can enhance employee resilience. This study concludes with a discussion on the theoretical and practical implications contributing to the development of small and medium enterprises in the digital era post COVID-19.

Organisational coaching to improve workplace resilience: a scoping review and agenda for future research

In an increasingly demanding and pressured work environment, employee resilience is acknowledged as a critical element to navigate adversity. There has been increased focus and interest in studying the nature of resilience in the workplace, however the mechanisms of developing and sustaining resilience are still under debate. Coaching is a promising method organisations use to improve employee resilience and provides employees with support to deal with the challenging working environment. There has been significant interest in coaching for resilience in recent years, however there is no overarching, consolidated view on the nature and dynamics of resilience coaching. This scoping review seeks to fill this gap by making three contributions. Firstly, we present details on various types of coaching approaches used to improve resilience. Secondly, we review the specific coaching elements and processes that lead to improved resilience and finally, we provide an overview on the efficacy of resilience coaching interventions. We conclude this scoping review with a roadmap for future research to help position and strengthen organisational coaching as a pillar of resilience development. This scoping review followed a five-stage PRISMA-ScR methodology which entails formulating research questions; identifying studies; choosing studies; extracting and charting data; and summarising the findings.

Ethical leadership in health-care organizations - a scoping review.

The purpose of this study is to explore the impact of EL style on key variables in health-care settings. Very few studies investigate the impact and outcomes of EL on health-care organizations. Synthesis of evidence will assist health-care leaders in making informed decisions about the outcomes they can expect from practicing EL. Arksey and O'Malley's five-stage framework is used for conducting the scoping review. The databases include Scopus, Emerald Insight and Web of Science. A total of 22 studies were finally considered for scoping review. The data are presented in terms of years, sampling techniques, sample size, data collection methods, and the directional relationship of the variables with EL. Managers should be trained in EL style as it promotes the sustainability of the environment and organizations. Furthermore, EL should be promoted in health-care organizations as it improves employee resilience and voicing behavior and reduces instances of adverse events and medication errors, thus making the hospital a better and safer place. This is one of the studies investigating the EL implications for health-care managers.

Exploring the Impact of Managerial Coaching, Emotional Intelligence and Social Support on Employee Retention: The Mediating Role of Employee Resilience in Malaysian Public Healthcare

This paper explores the correlation between managerial coaching, emotional intelligence, social support, employee resilience, and retention among healthcare workers in Malaysia's public healthcare sector. Retaining healthcare staff has become a severe difficulty in the BANI (Brittle, Anxious, Non-linear, Incomprehensible) environment, worsened by the COVID-19 epidemic. The study suggests that managerial coaching, emotional intelligence, and social support are essential for developing resilience among healthcare workers. This resilience, in turn, impacts their ability to stay in their jobs. The study will employ a quantitative cross-sectional survey approach to examine the links inside specific public hospitals in Malaysia. The results are anticipated to offer a vital understanding of how public healthcare in Malaysia can strategically improve staff resilience and retention, guaranteeing the long-term viability of the healthcare workforce in a world after the pandemic. This study enhances our comprehension of the intricate processes that impact staff retention in the public healthcare industry, providing practical implications for policymakers and healthcare managers.

Testing the Process of Coworker Incivility to Work Withdrawal Behavior: The Moderated Mediation Effects of Employee Resilience in Achieving Organizational Sustainability

Drawing on the implantation of organizational sustainable strategies, enterprises can effectively manage and recycle resources, reduce resource waste, improve market competitiveness, better respond to changes in the market and environment, and create long-term economic benefits. Although a large number of prior studies have emphasized the importance of improving sustainability and proposed various strategies and practical approaches, relatively few studies have explored the inhibitors of sustainability. Against such a research background, this study differs from previous research that has simply focused on ways to increase sustainability; we instead explore negative variables that reduce sustainability. We assess the variable that reduces organizational sustainability, that is, work withdrawal behavior that reduces employees’ enthusiasm for their jobs, hinders employee performance, causes financial losses, and limits organizational growth and sustainability. This directly affects the organization’s long-term growth and sustainability goals and damages the organization’s overall sustainability image. Therefore, understanding the reasons behind this behavior is important. This study examines how coworker incivility leads to work withdrawal behavior and validates relevant research models. Data from 294 Chinese SME employees show that coworker incivility positively affects workplace loneliness and work withdrawal behavior. Workplace loneliness mediates the impact of coworker incivility on work withdrawal behavior, while resilience negatively moderates these relationships. Based on these findings, this study offers recommendations for reducing work withdrawal behavior and improving workplace environments and employee mental health.

Adaptive Leadership for Multilevel Resilience in the Context of Disruptions

ABSTRACTThis paper examines the relationship between adaptive leadership and three levels of resilience: individual, team, and organizational. Developing multilevel resilience enables organizations to better anticipate conflicts and respond to environmental disruptions. Through correlation and regression analysis based on 148 respondents from companies in Russia, we build the relationship between adaptive leadership and three levels of resilience, unpacking the new role of leadership in shaping managerial responses to contextual change. The results suggest that adaptive leadership can positively influence all three levels of resilience, with adaptive leadership having the most significant impact on team resilience, then organizational resilience, leaving employee resilience behind. Such findings contribute to a deeper understanding of how exactly managerial mechanisms should be redesigned to overcome disruptions and develop leadership capabilities.

Knowledge management infrastructure capabilities towards innovative work behavior: Employee's resilience and role of functional flexibility

This study aims to identify the specific mechanisms through which knowledge management infrastructure capabilities (KMIC) can affect IWB and provide insights into how organizations can support innovation through the development of resilient employees. Therefore, current research investigates the association between Knowledge-Management Infrastructure Capability (KMIC), Employee Resilience, Function-al-Flexibility (FF), and Innovative Work-Behavior (IWB) in the workplace. The data was collected through a survey of 374 employees working in tourism firms. For data collection, random sampling method and SEM technique was used. The outcomes demonstrate that KMIC has significant link with IWB; findings also present that employee's resilience mediates and functional flexibility moderates in the association between KMIC and IWB, which in turn have a positive and significant impact on IWB. By investing in knowledge management practices, developing employee resilience, and enhancing functional flexibility, organizations can improve their competitiveness, promote growth and innovation, and enhance their employees' well-being and job satisfaction. This study just explored how KMIC affected innovative work behavior directly and indirectly. In future additional factors such as leadership style and organizational culture could be explored. Additionally, the study found that functional flexibility moderates the relationship between employee resilience and IWB. This study finding offer imperative implications for organizations that aims to improve their employees' resilience, functional flexibility, and IWB through knowledge management practices. Through inferring these dynamics, this research provides valued insights for upcoming studies on the executive origination and offer useful instructions for industries pursuing to raise employee determined invention with strong KMIC, nurturing resilience and stimulating functional flexibility.

Why does family motivation occur and matter? Evidence from hotel and cruise ship employees

Supporting one’s family can be a powerful motivator for employees to work hard. However, very few research has been done and has explored the reasons why family motivation matters and how it occurs. Drawing on prosocial motivation theory and action identification theory, we propose that family motivation positively influences employee resilience, particularly when intrinsic motivation and challenge stressors are low. Additionally, perceived organizational support for families enhances family motivation, which in turn bolsters employee resilience. We have collected data from hotel and cruise ship employees to test these hypotheses. Our findings suggest that family motivation significantly strengthens employee resilience, especially in the absence of intrinsic motivation and challenge stressors. Furthermore, perceived organizational family support plays a crucial role in fostering family motivation, which mediates its positive impact on employee resilience. Based on these insights, we recommend that hotel and cruise ship companies cultivate resilient employees by reinforcing family motivation and implementing family-friendly practices.

Exploring the Links Between Employee Resilience and Career Satisfaction: The Roles of Job Crafting and STARA Awareness

Abstract In a dynamic business environment where challenges are inevitable, the success of an organization depends on the resilience demonstrated by its employees. Prior studies provide valuable information on employee resilience and its outcomes; however, there is limited knowledge of how employee resilience influences career outcomes. Drawing on Job Demands-Resources Theory, this study explores the mediating effect of job crafting on the relationship between employee resilience and career satisfaction. Also, this study examines whether smart technology, artificial intelligence, robotics, and algorithms (STARA) awareness moderates the relationship between those variables. The study sample consists of 321 individuals employed in white-collar positions within various enterprises in Turkey. Structural equation modeling was used to test the research hypotheses. The findings indicate that job crafting significantly mediates the relationship between employee resilience and career satisfaction. Additionally, STARA awareness moderates the relationship between employee resilience and job crafting, whereas there is no conditional indirect effect between employee resilience and career satisfaction. This study presents practical implications for white-collar workers' career attitudes in business environments characterized by increased digitalization.

Examining the application of SOC-29 and MLQ in the South African Banking Industry

Orientation: This study examines the application of the Multifactor Leadership Questionnaire (MLQ) and the Sense of Coherence-29 (SOC-29) within the South African banking industry. It evaluates the appropriateness, efficacy and potential impact of these instruments and offers insights for enhancing employee resilience, improving organisational adaptability and advancing leadership practices in the sector.Research purpose: This study aims to address whether the SOC-29 and MLQ maintain their factor structures and psychometric properties when applied to banking employees.Motivation for the study: There has been limited research on the underlying constructs and measurements of the SOC-29 and MLQ. This evaluation’s findings will help enhance the accuracy and utility of both instruments.Research approach/design and method: A quantitative, positivistic, cross-sectional research design was employed to collect primary data from 150 employees working in South African banks.Main findings: The exploratory factor analysis identified a three-factor structure: F1 – Comprehensibility, F2 – Manageability and F3 – Meaningfulness, all showing improved goodness-of-fit indices. Manageability emerged as the most representative factor, while comprehensibility was the least representative.Practical/managerial implications: Understanding the applicability of the SOC-29 and the MLQ in a banking setting is crucial for HR professionals, organisational psychologists and management teams who seek to leverage these tools for employee assessment, development and organisational improvement.Contribution/value-add: Banks’ critical role in the economy, competitive nature and unique challenges make the study’s outcomes essential for empowering banking organisations to adopt a more scientific approach to employee assessment and development, leading to a well-supported workforce.

Enhancing learning organizations through employee resilience: Investigating the mediating influence of psychological empowerment

Enhancing learning organizations through employee resilience: Investigating the mediating influence of psychological empowerment

Psychometric analysis of the quiet quitting and quiet firing scale among Turkish healthcare professionals.

Due to the impact of the COVID-19 pandemic, the risk of quiet quitting among healthcare professionals is increasing. Individuals who engage in the quiet quitting process may also unknowingly become the target of quiet firing. The concepts of quiet quitting and quiet firing play a crucial role in promoting employee resilience and preventing organizational losses. This study aimed to conduct a validity and reliability analysis of the quiet quitting and quiet firing scale (QQ and QF scale) in Turkish. A methodological study was conducted with 445 healthcare professionals. The item-total score correlation values ranged between 0.37 and 0.76. The confirmatory factor analysis confirmed a 14-item, two-factor structure. Cronbach's ⍺ internal consistency coefficient was 0.89. The QQ and QF scale had a strong negative correlation with the person-organization fit scale and the happiness at work scale subscales of engagement, job satisfaction and affective organizational commitment. The results showed that the adapted version of the QQ and QF scale was valid and suitable for use in Turkey.

Blessing or Curse? Role of Socially Responsible Human Resource Management in Employee Resilience

Blessing or Curse? Role of Socially Responsible Human Resource Management in Employee Resilience

Hotel Employee Engagement During the Pandemic: A Mixed-Method Approach

Many hotel organizations were helping their employees remain engaged in the workplace during the pandemic. From the perspective of social exchange theory, the antecedents and outcome of this engagement were explored in two studies. A qualitative interview investigation of U.K. hotel employee engagement as reported by Senior Managers ( n = 9) was carried out in Study 1 from which a theoretical model to investigate the antecedents and outcome of this engagement was developed, and tested with U.K. hotel employees ( n = 163) in Study 2, with both studies conducted sequentially during the pandemic. Study 1 found that the emergence of new methods and styles of communication, the provision of and increased access to training, and employees’ adaptation to changes positively facilitated employee engagement through the pandemic. Results of Study 2 suggested that employee resilience, perceived communication quality, and workplace health and safety training are positively related to employee engagement, which in turn improves employee performance. This research enhances the theoretical understanding of the personal factor (i.e., employee resilience) and situational factors (i.e., perceived communication quality, and workplace health and safety training) that help enhance employee engagement and ultimately improve performance. The practical implications of the study propose means of effective communication with employees, mechanisms to bolster employee resilience and proactive health and safety training and reinduction of employees ahead of their return to work with guests during times of extreme turbulence.

Reigniting the Flame: Moving from Burnout Toward Resiliency at an NCI Comprehensive Cancer Center

<i>Introduction</i>: Resilience and burnout are current healthcare buzzwords. Accelerated by the COVID-19 pandemic, efforts to create programming to improve healthcare worker resilience while minimizing burnout symptoms in the workplace environment have increased exponentially. Informal, grassroots effort gave rise to a robust resiliency committee and the development of a Division of Employee Resiliency entirely dedicated to building employee resilience and preventing burnout at Roswell Park Comprehensive Cancer Center, in Buffalo, NY. <i>Methods</i>: Qualitative data was obtained through conversations with multidisciplinary staff members to understand organizational strengths and growth areas. The Mini-Z 2.0 survey was offered to all employees to understand the experience of joy at work, supportive environment, and pace and stress. <i>Results</i>: Qualitative findings indicated that while serving patients and focusing on the mission are consistently identified strengths, concerns about workload, recognition, work relationships, fairness, autonomy, and values conflicts exist. Quantitatively, scores on the Mini-Z suggests that employees do not experience a joyful workplace, working in a under supportive environments, do not have manageable stress and pace, and experience burnout symptoms. <i>Discussion</i>: A strategic approach combines individual interventions with programmatic and organizational initiatives designed to support systemic change. As burnout and moral distress remain high due to evolving stressors and challenges, tracking burnout, and implementing system-level change, based upon quantitative data and qualitative accounts, may improve workplace culture, promote individual resilience, and improve patient outcomes.

E-work self-efficacy and innovative behaviour: a moderated mediation analysis

PurposeBased on self-determination theory, the paper examines the employee’s innovative behaviour in a remote-working context. It explores the relationship between e-skill self-efficacy (ESSE) in developing innovative behaviour (IB) to stay up with the rising rate of change through the mediating mechanism of employee resilience (ER) and considering organisational support (OS) as a potential moderator in these relationships.Design/methodology/approachThe study adopted empirical research tested on 298 remote workers from the Indian IT and Education industry. Structural Equation Modelling (SEM) via Partial Least Squares (PLS) is the statistical methodology used.FindingsThe results identified that ER partially mediates the relationship between ESSE and IB. Further, for the direct effects, it was found that ESSE directly impacts ER and IB. Intriguingly, the moderating role adds depth to our understanding of predicting nuanced conditions under which ESSE and ER influence IB.Originality/valueDue to organisational significance, IB is gaining increasing attention from scholars. There is a dearth of knowledge on how innovative behaviour can be stimulated at the individual level, despite the rising interest of academicians. Hence, this study bridges the gap and intends to analyse the theoretical model linking ESSE and IB mediated by ER and moderated by OS conducive to the future of remote work. Further, the findings add knowledge to the literature on contemporary remote working. It aids in designing, adopting and implementing policies and practices for the organisations that have (or will move) to remote and hybrid work settings.

Dimensions of employee resilience: evidence from Indian hydropower sector

PurposeThe power sector organizations are transforming swiftly with technological advancements and competition in the market. The present study aims to validate the determinants of employee resilience in hydropower organizations.Design/methodology/approachA quantitative, cross-sectional research approach was used to conduct the study. The information was collected through a structured questionnaire from 853 employees working in 30 hydropower plants in North India. The PLS-SEM technique used to validate the extracted factors' structure.FindingsThe study validated determinants of employee resilience: self-management, flexibility and proactiveness, interactive, vision, relationships and problem-solving skills.Research limitations/implicationsThe implications of employee resilience as a strategic tool to diffuse rapid work and environmental changes is validated in select hydropower plants.Originality/valueThe research is original and conducted in the hydropower sector to explore the concept of employee resilience.

How to Cope from a Toxic Leadership: The Case of Public Organizations

The career ladder system in Public Organizations tends to be hierarchical or top-down, where the existence of leadership is determined by higher leadership. This pattern is similar to most other organizations, where managerial determination is carried out by the top leader or a system where the policy rests with the top leader, causing staff elements not to take part in determining the leader. With this concept, at the managerial level, especially low and middle managers, tend to be more focused on working in accordance with the leaders above them, and pay less attention to the condition of their subordinates, because the one who determines their career pattern is the higher superior. Such levels of hierarchy are felt, especially in government organizations, resulting in staff elements only being able to accept whatever conditions their leaders have, and their only choice is to stay at work or leave. In Public Organizations in Indonesia, the possibility of employees resigning is very small, this is because employee retention in the government sector is good, and there is even a tendency to become a favorite job because the stability of civil servant is maintained. In the Regional Apparatus X, the research location, employee performance assessments are carried out every month through Employee Performance Targets and assessed by the direct superior, so in any case every employee must continue to perform, adapt and be loyal to any type of leader. To reduce bias, this research was conducted by first identifying whether the respondent had a toxic leader, because the perception of the same leader may be different for several staff members. Therefore, using the snowball sampling method, researchers determined respondents and got 15 respondents from Regional Apparatus Organization. The condition of a toxic leader is a crisis condition that may affects employee resilience in performing. Employee behavior in an effort to survive with a toxic leader and continue to perform needs to be understood as a crisis incident phenomenon in the organization. This research contribute to the development of SDGs 8, Decent Work and Economic Growth, specifically on Quality of Work.

The Influence of Resilience, Work Ethic, and Self-Awareness on the Performance of Employees of Private Universities in Bengkulu City

This study examines the impact of resilience, work ethic, and self-awareness on the performance of employees at private universities in Bengkulu City. The research addresses the need for higher education institutions to enhance job satisfaction and performance by focusing on various dimensions, including job conditions, professional commitment, and workplace dynamics. Despite the demands that often exceed capacity, employee resilience is crucial for fulfilling these responsibilities. The study fills a knowledge gap by exploring the relationships between these psychological factors and employee performance. A quantitative approach was employed, utilizing questionnaires distributed to 160 respondents. The sampling method was Non-Probability Sampling, with an 85% response rate. Data were analyzed using Multiple Linear Regression with SPSS for Windows. The results indicate a significant positive effect of resilience, work ethic, and self-awareness on employee performance, with an F-count of 74.551 and a p-value of 0.000 (p < 0.05). The findings suggest that private universities should invest in education and training to enhance employee skills and knowledge, thereby improving performance and loyalty. Future research should extend the study duration and improve researcher-respondent feedback to build on these insights.

Fostering healthy outcomes in hotels: The effects of healthy organizational resources on employees’ stress reduction, resilience, and task performance

This study aims to learn from past global health crises, encouraging industry leaders worldwide to take proactive steps in implementing extra health and safety measures for future potential crises. The research employs a quantitative approach to investigate a proposed model suggesting that hotel employees’ adherence to health and safety regulations is contingent on the availability of supportive organizational resources. An electronic questionnaire was administered to hotel employees in Egypt, resulting in 213 valid responses. The data was analyzed using SPSS 25 and AMOS 24. The findings indicate a strong connection between health and safety training, health and safety resources, and health and safety compliance. Additionally, the results reveal direct and significant links between health and safety compliance, stress reduction, improved employee resilience, and enhanced task performance. Moreover, significant indirect effects were found between health and safety training, health and safety resources, and healthy organizational outcomes, with health and safety compliance serving as a mediator. The current study provides a valuable theoretical and practical contribution on employee motivation to comply with health standards, employee-organization interactions, resilience, and crisis management to better prepare for future health crises.