Employee Resilience Research Articles

The effect of family boundary flexibility on employees' work engagement: a study based on person-environment fit theory perspective.

Under the impact of the era of big data and public emergency, the blurring of family-work boundaries and the increasing burden of family responsibilities will pose a great challenge to employee resilience and family work balance, which in turn will affect employees' work engagement. Therefore, based on the person-environment fit theory, this study aims to explore the potential mechanism and boundary conditions of employee family boundary flexibility fit on work engagement. This study conducted a random sampling of enterprise employees in China. A sample of 433 participants completed a questionnaire to provide data. We conduct hierarchical regression and Bootstrap analysis to verify the hypothesis model. The study found that employees' work engagement is significantly improved when their family boundary flexibility is matched. Family-work enrichment plays a role in mediating the impact of employees' family boundary flexibility on work engagement. The relationship between family-work enrichment and work engagement is moderated by family support. Therefore, enterprises should respect and value each employee's family boundary flexibility, establish family-friendly policies, and consider personal family boundary flexibility in employees' career development planning. This will promote the enhancement of employee resilience, enable better engagement in work, improve work efficiency, and enhance the core competitiveness of enterprises.

Work-Life Conflict during Covid-19 and Psychological Resilience Role of Self-Affirmation Interventions - A Study in Bangalore, India

The present research is an attempt to find out the impact of work-family conflict on employee resilience and the role of Self-affirmative interventions in building the resilience and mitigating the impact. A total of 55 interviews were conducted. This paper proposes that work-life conflict during Covid-19 had a negative impact on psychological resilience. Moreover, various self-affirmation strategies adopted by the respondents during Covid-19 helped them to combat the work-family conflict and stress created by it. A research need has been identified by the previous research to find out the role of self-affirmation interventions in aligning the values and needs with changed or unexpected environments to tackle the work-family conflict. Moreover, the relationship between the psychological resilience and self-affirmation interventions has not been explored previously, particularly in the Indian Context.

Evaluating the Impact of Wellbeing Practices on Employee Resilience in Service Sectors

An organisation's adaptability under dynamic and uncertain business environments and conditions can be identified by the level of resilience among the employees. Thus, making employee resilience an essential tool in measuring the malleability of an organisation. However, there are limited studies conducted that illustrate how employee resilience can be developed and practised. Additionally, with the recent concept of 'employee-friendly' and 'flexible-working arrangements' concepts the inclusion of employee wellbeing practices at organisations has drastically increased (Karen Tonkin, 2018). Moreover, with radical changes in employee lifestyle; employee wellbeing practices become a significant criterion for any employee choosing their workplace in an organisation. Thus, making the concepts of employee well-being and resilience essential for the organisation. Thus, the purpose of this study is to analyse the impact of employee well-being practices on employee resilience in service sectors (Rauhaus, 2017). Literature studies have conferred that organisations play a vital role in providing wellbeing practices for their employees and these have a greater impact on employee commitment and engagement as well as job satisfaction (Karen Tonkin, 2018). However, limited studies have examined the role of well-being practices and employee resilience, particularly in the context of Oman services sectors. Thus, the main research problem for this study is "how well-being practices impact employee resilience in the Oman services sector". Keywords: Employee Well-being, Resilience, Services Sectors, Oman.

From high-performance work systems and resilience to employee well-being during crises: exploring the moderating role of employee ambidexterity

This study examines the moderating role of employee ambidexterity on how high-performance work systems and employee resilience relates to organisational resilience and employee well-being during crises. Additionally, it explores the influence of organisational resilience on employee well-being during crises. This study used a quantitative approach. Two-wave cross-sectional data were obtained from 324 employees of pharmaceutical manufacturing firms in Ghana and analysed using Structural Equation Modelling-Partial Least Squares. The findings indicated that a high-performance work system plays a crucial role in enhancing the link between organizational resilience and employee well-being. Although employee resilience was found to influence on organizational resilience and employee well-being positively, this effect is not statistically significant. The results also indicate that the role of exploitation ambidexterity is vital in strengthening the relationship between high-performance work systems, employee resilience, organizational resilience, and employee well-being, particularly during crises. This provides a comprehensive analysis of the influence of high-performance work systems, employee resilience, and employee ambidexterity on both organizational resilience and employee well-being. Additionally, using personal and organisational resources to examine how they promote employee well-being during crises empirically provides new insights into resilience and well-being literature.

Unlocking Employee Resilience: The Role of Work Engagement as an Intervening Factor in the Relationship Between Job Demands, Job Resources, and Burnout at Pt. Maruki International Indonesia

Objective: The aim of this study is to analyze the influence of job demands and job resources on work engagement and burnout among employees at PT. Maruki Internasional Indonesia. Method: The cross-sectional study with the sample size of 132 respondents selected through simple random sampling. Data collection instruments included job demands and job resources questionnaires from People at Work, the Oldenburg-Burnout Inventory questionnaire to assess work burnout on employees, and the Work Engagement Scale to analyzed the level of respondents’ engagement. Path analysis was utilized for data analysis. Results: The results of the multivariate analysis indicate a direct influence of job demands (p-value: 0.002) and job resources (p-value: 0.000) on work engagement. Job demands directly impact burnout (p-value: 0.000), as do job resources (p-value: 0.001) and work engagement (p-value: 0.015). Moreover, job resources indirectly influence burnout through work engagement, while job demands indirectly affect burnout through work engagement (p-value: 0.034). Work engagement can serve as an intervening factor in mitigating burnout caused by job resources (p-value: 0.035). Conclusion: In conclusion, both job demands and job resources significantly influence work engagement and burnout among employees. Additionally, work engagement plays a crucial role in mediating the effects of job demands and job resources on burnout. Implications of the research: The study has several practical implications for managing employee workloads to increase engagement and decrease burnout. The study shows that employee with high job demands, such as extra work pressure and ambiguity in workplace will create a lower work engagement and also higher burnout. Better job resource, such as support from the supervisor and also rewards will create a better engagement for the employees. Originality/value: There are very few studies conducted to evaluate the work engagement and how it leads to burnout in the manufacture industry in Indonesia. Hence, this study is first of its kind to analyse the influence of the crucial role of work engagement in decreasing burnout and what affects work engagement itself.

Adaptive resilience in a post-pandemic era: A case of Vietnamese organizations

The Covid-19 pandemic has been fading gradually, but another problematic phase has begun for organizations in the post-Covid-19 era in Vietnam. This study aims to examine the direct impact of transformational leadership on adaptive resilience, the indirect impact of transformational leadership on adaptive resilience via psychological and employee resilience, and the interactions between the levels of resilience. Quantitative research was used to analyze data from 324 employees chosen via convenient sampling in Vietnam. The findings indicated that transformational leadership directly impact adaptive resilience (β = 0.559, p < 0.000), psychological resilience (β = 0.361, p < 0.000), and employee resilience (β = 0.292, p < 0.000) and also indirectly impact adaptive resilience via psychological and employee resilience (β = 0.135, p < 0.000), and employee resilience via psychological resilience (β = 0.130, p < 0.000). Furthermore, there was also the direct influence of psychological resilience on adaptive resilience (β = 0.135, p < 0.005) and the indirect influence of psychological resilience on adaptive resilience via employee resilience (β = 0.073, p < 0.000). The other direct significant relations, such as between psychological resilience and employee resilience, and between employee resilience and adaptive resilience, were also confirmed (β = 0.360, p < 0.000; β = 0.204, p < 0.000).

Retaining hospitality talent during COVID-19: the joint impacts of employee resilience, work social support and proactive personality on career change intentions

PurposeDue to the COVID-19 pandemic, many people have experienced career shocks, especially employees in the hotel industry. To address how to retain talent in the industry, this study aims to examine the joint impacts of employee resilience, work social support and proactive personality on hotel employees’ career change intentions.Design/methodology/approachA survey questionnaire was developed to test the proposed framework. Data from 339 current hotel employees in the USA was analyzed using the PROCESS model.FindingsResults show a significant three-way interaction, indicating that for less proactive employees, resilience is negatively associated with career change intentions. However, for highly proactive employees, an additional situation cue in the form of strong work social support is required to activate the expression of resilience. Highly proactive and resilient employees who receive strong supervisor or coworker support during the pandemic have lower career change intentions. However, highly proactive employees who receive weak supervisor or coworker support exhibit similar levels of career change intentions, regardless of resilience level.Practical implicationsHotel managers should consider helping employees enhance their resilience and overcome career shocks by providing training and resources and establishing a learning culture. More importantly, it is essential to offer strong supervisor and coworker support to promote resilience among proactive employees. Hotel managers should actively promote strong work social support, and offer training and counseling opportunities to promote employee retention during the pandemic.Originality/valueTo the best of the authors’ knowledge, this study is the first to examine employee resilience in the hospitality field. This study contributes to the employee resilience literature as well as trait activation theory by examining situational cues that can activate employee resilience and by providing empirical evidence to reveal the boundary conditions of how employee resilience impacts career change intentions.

Lending a Hand: An Application of Social Network Analysis on Employee Resilience in Organizations

Lending a Hand: An Application of Social Network Analysis on Employee Resilience in Organizations

Validating The Impact of Psychological, Physical, and Social Factors On Workplace Well-Being at Construction Sites

A good workplace well-being environment can increase employee resilience, work engagement, project performance, and productivity, as well as reduce sick days. Research suggests that physical, psychological, and social factors are the underlying factors for a good workplace well-being However, the underlying factors for workplace well-being at construction sites may differ. This study aims to validate the relationships between underlying factors (i.e., physical, psychological, and social) and workplace well-being at construction sites. A questionnaire survey was developed from a list of factors influencing workplace well-being and distributed to construction professionals. The collected data was analyzed using confirmatory factor analysis (CFA) to validatethe relationships between the underlying factors and workplace well-being at construction sites. The analysisrevealed that physical, psychological, and social factors are also influencing workplace well-being at construction sites. Researchers and industry practitioners can use these findings to confidently establish strategies to increase workplace well-being of construction workers.

Growth-oriented management and employee outcomes: employee resilience as a mechanism for growth

PurposeSupport from managers that enables employee growth promotes adaptation to changing and complex job challenges. Guided by social exchange theory, this study aims to establish growth-oriented management (GOM) as a key management capability to support employee growth. It also identifies employee resilience as a mechanism for growth in employees and examines its role in mediating the relationships between GOM and key employee outcomes: well-being and work engagement.Design/methodology/approachThis study draws on survey data (n = 751) from white-collar employees in Australia. Structural equation modeling (SEM) was used to estimate the fit of the hypothesized model to the data. Confirmatory factor analysis was also performed to examine convergent and discriminant validity of the study variables.FindingsFindings show GOM influenced well-being and work engagement, both directly and indirectly through employee resilience. This reveals more broadly that the unique combination of behaviors that comprise GOM plays a pivotal role in supporting growth-oriented outcomes in employees.Originality/valueThis is the first empirical study on the impact of GOM on well-being and engagement, as well as on the mediating mechanism of employee resilience in these relationships. GOM is an innovative contribution to scholarship on employee and organizational development, reflecting the changing nature of management, and responding to the increasingly diverse development needs of employees.

The Influence of Organizational Culture and Work Environment on Employee Engagement Through Employee Resilience as Intervening Variable (Study on Strategic Management and Governance-Bank Indonesia)

The purpose of this study was to examine the influence of organizational culture and work environment through employee resilience as an intervening variable on employee engagement at Strategic Management and Governance Department - Bank Indonesia. The quantitative descriptive research design with 92 participants as sample of the study. This study used Partial Least Square (PLS) which is a covariance-based SEM as an analysis tool. The result of this study showed that (1) organizational culture influences employee engagement positively and significantly (2) organizational culture has a positive and significant effect on employee resilience, (3) work environment influences employee engagement positively but not significantly (4) work environment influences employee resilience positively and significantly (5) Employee resilience has positive and significant effect on employee engagement (6) Employee engagement is positively and significantly influenced by organizational culture through employee resilience (7) Employee engagement is positively and significantly influenced by the work environment through employee resilience. The implementation of organizational culture and the work environment’s condition at Bank Indonesia must be improved. These variables also affect the level of employee engagement. The higher level of employee engagement will help the employee to complete the duties and obligations optimally and properly.

An Investigation into Work-Family Balance and Employee Resilience among Female Bankers

Purpose- Work-family balance has increasingly become the epitome of scholarly investigation. This study was motivated to contribute to the growing debate from the Ugandan setting and particularly with a female sample by studying employee resilience. Methods- This study adopted data triangulation conducted among 397 female bankers; where a sample size of 196 was determined. Data was collected using a structured five-point Likert-type scale questionnaire. The instrument was tested for validity using expert opinion and content validity. We also used exploratory factor analysis. For reliability, we used the Cronbach alpha coefficients. The data were collected with the approval and consent of the Research Committee of MUBS, and the supervisors in the banks, and respondents were assured of confidentiality. Findings- Indeed, some organizations have mainstreamed gender into their operations in the footsteps of national gender policy. But work-life balance is beyond gender frameworks. This study found that organizational support has a partial mediation effect between work-family balance and employee resilience. This means that both factors are important in influencing the employee resilience of female workers in the banking sector. Originality-This study is grounded in the practical insights of female bankers in Uganda. While there may be similar studies none has taken a rigorous scholarly approach like this in conceptualization and methodology. This study was original in the context in which it was executed and the methodologies used. We contend that this study has made a significant contribution to further delineating the life-balance debate for policy, practice, and academic advancements in the African context.

Individual-focused transformational leadership and change-oriented organizational citizenship behavior: mediating and moderating mechanisms of job crafting and employee resilience

PurposeDrawing on the transformational leadership theory, this study empirically tests the relationship between individual-focused transformational leadership (IFTL) (i.e. individualized consideration and intellectual stimulation) and change-oriented organizational citizenship behavior (Ch-OCB), proposing the mediating mechanism of job crafting. Also, this study examines the moderating role of employee resilience on the relationship between job crafting and Ch-OCB.Design/methodology/approachA nested data model using a 4-wave time-lagged sample of 210 employees–supervisors dyads from Indian information technology (IT) organizations was tested using hierarchical linear modeling.FindingsThe study results showed a significant association between IFTL and Ch-OCB. Furthermore, job crafting mediated the relationship between IFTL and Ch-OCB. Additionally, the findings indicate that the positive relationship between job crafting and Ch-OCB was found to be stronger when employee resilience levels were higher.Practical implicationsThe study offers significant practical implications to managers, counselors and human resource management (HRM) practitioners for stimulating Ch-OCB. The study findings would aid HRM practitioners in designing individualized-oriented leadership programs to encourage employees to exhibit proactive job-crafting behavior, further augmenting Ch-OCB.Originality/valueThis paper adds to the existing transformational leadership literature by proposing new pathways through which IFTL stimulates job crafting, further leading to enhanced Ch-OCB. Mainly, research studies need to shed more light on leadership characteristics that influence employees' proactive and adaptive work behavior, i.e. job crafting and Ch-OCB. Essentially, this study examined the underlying mechanism through which IFTL relates to employees' Ch-OCB.

Resilient leadership in hospitality and tourism enterprises: conceptualization and scale development

PurposeThis study aims to conceptualize the dimensions of resilient leadership and develop the resilient leadership scale (RLS) through three studies.Design/methodology/approachIn Study 1, based on interviews with 77 leaders and 8 junior employees, a seven-factor resilient leadership model was constructed. In Study 2, exploratory factor analysis (n = 237) was conducted to refine the initial items. In Study 3, confirmatory factor analysis (n = 610) was performed to validate the dimensional structure identified in Study 2, and different types of validity of the RLS were assessed.FindingsThe validated RLS composed of seven dimensions: contingency planning, improvisation, adaptive instructing, contingency control, emergency care, adjustment recovery and mutual growth. The scale showed desirable measurement qualities in terms of reliability and validity. Resilient leadership and its dimensions significantly impact employee turnover intentions and employee resilience.Research limitations/implicationsThis research contributes to the literature on the resilience of hospitality and tourism enterprises and enriches the research scope and theoretical framework of resilient leadership.Originality/valueThis research revealed the resilient leadership responses to crisis in hospitality and tourism enterprises with practical implications for tourism enterprise leaders to deal with major crisis.

Employee resilience and mentoring functions as moderators of the relationship between workplace hazing and affective organizational commitment

Although numerous studies have discussed hazing through qualitative methods, few have investigated workplace hazing as an antecedent, and the mechanisms influencing the relationship between workplace hazing and affective organizational commitment (AOC) in hospitality contexts. The present study applied leader-member exchange theory and the challenge–hindrance stressor framework to determine the roles of employee resilience and mentoring functions in buffering the negative effects of workplace hazing on AOC. A multi-group analysis was conducted on data collected from newcomers working at hotels in China. The results revealed that workplace hazing significantly and negatively influenced AOC. Both Employee resilience and mentoring functions positively correlated with AOC and buffered the negative relationship between workplace hazing and AOC. This study provides insights into how employee programs can be enhanced to reduce the negative effects of workplace hazing on AOC in the hospitality industry.

Employee Resilience After the COVID-19 Pandemic

Employee resilience is an aspect which has acquired more interest over the years. Resilience is considered a factor which enables employees to find resources to help them deal, respond productively, and adjust to stressful situations Employee resilience refers to the ability of the employees to bounce back to normalcy and be better after any disruption or disturbance at work. With the outbreak of the COVID-19 pandemic across the globe, employees were affected. Their routine was disturbed, there was widespread confusion and they faced challenges in maintaining the work-life balance. Health issues were also on the rise with the changing pattern of life. The study looks into the employee resilience of 50 respondents from Kerala who work in various designations in different areas of work. Employee resilience is assessed using Nicholson McBride Resilience Questionnaire (NMRQ) developed by Clarke and Nicholson in 2010. The scale has 12 items distributed across the Likert scale. The study also looks into the work-life balance of the employees and the factors contributing to work-life balance. Challenges faced during the lockdown while commuting to work were also looked into in the study. Employee resilience is an important aspect to be studied especially in times when the nature of work has gone through drastic changes. Enhancing the level of resilience of the employees can not only benefit the employee but also the organisation too.

The Role of Work Engagement in Promoting Employee Well-Being in the Service Sector of Malaysia

The 2019 coronavirus disease (COVID-19) is a public health emergency of international concern and poses a challenge to psychological resilience. Thus, it results in substantial challenges to mental health, and improving employee well-being (EWB) becomes an important human resource management issue. Research data are needed to develop evidence-driven strategies to reduce psychological impacts. This study aimed to examine how vigour, dedication, and absorption affect employee well-being among employee working from home (WFH) in the service sector context during the COVID-19 pandemic. A snowball sampling was used by drawing responses from 152 executives and higher-level positions working in the Malaysian service sector through an online survey questionnaire. The data were then analyzed using structural equation modelling. The findings indicate that vigour and absorption have a significant positive effect on employee well-being while dedication was found to be no direct effect on employee well-being. Our results suggest that work engagement is an important work behaviour, not only promotes effective work outcomes but also has a positive impact on an individual’s well-being. The data for the study were collected from the employees working in the service industry during COVID-19 pandemic situation. Future research could evaluate other factors as potential moderators or mediators, such as employee resilience and risk behaviour, to further evaluate the employee's well-being and further establish its validity. The study contributes by integrating the conservation of resources theory (COR) in the pandemic situation. In the previous COVID-19 pandemic circumstance, the results showed evidence that answered the question of how work engagement played a role in promoting employee well-being in a Malaysian service sector setting.

Human resource management in unprofitable companies

This research paper aims to explore the unique challenges faced by Human Resource Management (HRM) in unprofitable companies and identify potential strategies to enhance HRM effectiveness in these organizations. Unprofitable companies often struggle with financial constraints, declining market share, low employee morale, and talent retention issues, which significantly impact their HRM practices and overall organizational performance. These challenges include limited budgets for HR initiatives, difficulties in attracting and retaining high-quality talent, and managing employee motivation during times of uncertainty and restructuring. Additionally, the study examines the impact of these challenges on crucial HR metrics, such as employee engagement, turnover rates, and productivity. To address these challenges, this paper proposes a comprehensive framework for HRM strategies in unprofitable companies. The framework emphasizes the importance of aligning HR practices with the company's overall strategic goals, adopting innovative approaches to talent management, and enhancing employee engagement through effective communication and motivation techniques. The findings of this research contribute to the understanding of HRM in unprofitable companies by highlighting the distinctive challenges faced and providing practical insights for HR professionals offering guidance on strategic HR interventions that can help revitalize organizational performance, foster employee resilience, and contribute to the long-term sustainability of unprofitable companies.

Managing crisis in the cruise industry: using internal communications to foster workforce resilience

Purpose This paper aims to investigates the use of internal communications to foster workforce resilience in the cruise industry during a crisis. Drawing on the regulatory focus theory, this study explores how internal communication strategies can build employee resilience particularly at a time of difficulty. The regulatory focus theory explores the employee’s rationale for goal pursuit. Prevention-focused individuals are concerned with safety and responsibility while promotion-focused individuals focus on goal advancement. The authors seek to broaden the existing understanding of the application of the regulatory focus theory as a lens to inform internal communications crisis strategies. Design/methodology/approach Qualitative research using 15-semi structured interviews with cruise industry experts was undertaken during the pandemic. Applying a sensemaking and sense giving approach the researchers thematically analyzed the data in three stages, allowing for new theoretical insights to be uncovered. Findings The findings suggest that internal communication strategies should include prevention-focused messages emphasizing the cruise companies’ responsibility to employees, and promotion-focused communications, to include social interaction and individual growth opportunities. Originality/value This study’s contribution is three-fold. First, the authors extend the theoretical application of the regulatory focus theory to internal communication and identify a novel concurrent application of both prevention- and promotion-focused messages for developing a resilient workforce. Second, the authors introduce a preliminary conceptualization of an internal crisis communication strategy, emphasizing the concurrent application of prevention- and promotion-focused messages. Finally, the author offer practical suggestions for managing crisis communication strategies.

The Influence of Employee Wellbeing and Employee Resilience on Innovation Work Behavior Mediated By Work Climate in the Insurance Industry in DKI Jakarta

This study analyze the effect of employee wellbeing and employee resilience on innovative work behavior mediated by the work climate in the insurance industry in DKI Jakarta. This research method uses a quantitative approach, tested by Structural. Equation Modeling with the help of the Amos program. The sampling method uses purposive sampling. The data was collected using a questionnaire which was distributed randomly to all departments of 3 (three) life insurance companies and 3 (three) general insurance companies via a google form. The findings in this study indicate that there is no positive effect of employee wellbeing on innovation work behavior, there is a positive influence of employee resilience on innovation work behavior, and there is a positive effect of employee wellbeing on hybrid work climate., There is no positive effect of employee resilience on a hybrid work climate., there is a positive effect of hybrid work climate on innovation work behavior, there is an effect of employee wellbeing on innovation work behavior mediated by hybrid work climate, there is no effect of employee resilience on innovation work behavior mediated by hybrid work climate, there is no effect of hybrid work climate on innovation work behavior moderated by gender. The findings of this study have management implications that management can improve human resource development to identify and maintain resilience qualities in employees and influence them with specially designed interventions. In addition, a company climate that supports creativity and innovation also contributes to the emergence of innovative behavior in the workplace.