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Determining the efficacy of resiliency training in the worksite
Abstract
Resilience and resiliency training, an approach that encompasses the complementary and alternative medicine movement, seems to be an important concept and philosophy that can be embraced by allied health professionals. The purpose of this study was to determine the efficacy of a worksite resiliency training program (personal resilience and resilient relationships [PRRR]) by evaluating its impact on innate resilience/reintegration, selected resilient qualities (self-esteem, locus of control, purpose in life, and interpersonal relations), and job satisfaction. The experimental group received the PRRR training, and the control group did not receive any training. The PRRR training comprised five 8-hour training modules. The study was implemented at a large government organization's facility in Northern Utah. A total of 232 participants were assigned randomly by work unit into the PRRR training group (n = 123) and the control group (n = 109); 150 participants (73 in the experimental and 77 in the control group) were present at all three data collections and were eligible for analysis. Significant and positive change occurred in the experimental group, based on combined survey data, with regard to five of the six variables, with job satisfaction being the only variable not showing positive change in this group. The control group saw no positive effects. The results of the study support the efficacy of the PRRR training as implemented in the work site.
... Despite the appetite for resiliency research, it is unclear what characteristics of REIs are the active ingredients responsible for positive change [11]. The field of REIs is relatively new [12] and appears to reflect a third wave of resiliency research [13]. REIs are also referred to as resiliency training programs [11], resilience-oriented interventions [12], and resilience-promoting interventions [1]. ...
Purpose:
The current umbrella review aimed to identify key intervention characteristics that have been demonstrated to enhance resiliency in children and youth with disabilities.
Materials and methods:
To identify these key ingredients, using JBI guidelines, we conducted comprehensive searches in the fall of 2022 and searches were re-run in June 2023. Using the PICO format, we searched for peer-reviewed review articles that included children and youth with disabilities (6 to 19 years of age), the intervention targeted resiliency, the context was home, school, or community, and the outcome was resiliency enhancement.
Results:
The initial searches produced 1031 articles, of which 4 met our inclusion criteria. These articles collectively had reviewed a total of 247 articles representing approximately 2756 participants. We found a wide range of disabilities represented in the studies and many activities that are included in the existing REIs. Our findings identified engagement, self-regulatory processes, capacity building, positive social connectedness, and a customized intervention approach as evidence-based resiliency enhancing features. We propose a model consolidating these findings into a multi-dimensional resiliency process which may help explain successful adaptation.
Conclusion:
Our proposed model may be helpful in delineating entry points that different REIs have used to generate positive change.
... An intrinsic vitality or energizing life force is another definition of resilience. 26 These definitions show that developing resilience takes time. This relates to the weak results of our investigation. ...
Women are entering increasingly diverse work environments, challenging traditional gender roles. Yet these expanded responsibilities, while empowering, also have exposed them to significant stress, impacting not only their well-being but also potentially hindering their economic advancement and overall participation in the workforce. This can create a ripple effect, limiting not only individual growth but also national economic potential. Thus, the present chapter discusses various stressors confronting women and emphasizes the role resilience plays as a significant coping mechanism, especially in an Indian context. Stressors stemming from issues like work-life balance and societal norms in the workplace pose threats to the well-being of women in the workforce. Through an exploration of resilience and its determinants, the substantial role of various factors such as personal attributes, social support networks, and effective coping strategies will be explored in enhancing resilience among working women. Additionally, aspects such as religiosity and spirituality as sources of strength will be discussed owing to their relevance in the Indian milieu. The chapter also explores resilience training programs for women in the workplace, drawing from existing literature. Furthermore, various well-being initiatives by organizations and companies in India that cater to the unique needs of women in the workplace are also explored.
This study was conducted to investigate the role of resilience in stress reduction among police officers. Resilience, defined as the ability to bounce back from adversity, is increasingly being recognized as a key factor in managing stress and enhancing mental well-being. The research examined how resilience influences the stress coping mechanisms of police officers, with particular focus on their emotional regulation, decision-making, and overall performance in high-pressure situations. This quantitative research was conducted through correlational research design. Data was collected by administering a survey with help of questionnaires. Convenient sampling technique was employed to select the sample of the study 100 police officers (Male=69, Female=31). Results indicate that higher levels of resilience correlate with higher levels of stress reduction, improved emotional control, and more effective problem-solving skills in stressful situations. Moreover, male police officers reported grater level of resilience and stress reduction level as compared to female. The findings underscore the importance of fostering resilience through training and support programs to improve the mental health of police officers and reduce stress-related issues in law enforcement in Pakistan. Furthermore, the study highlights the need for institutional policies that prioritize resilience-building strategies in police departments to enhance officers’ psychological well-being and job satisfaction.
The negative effects of abusive supervision on organizations and employees have been studied for many years. This research differs from previous studies as it is the first to examine the role of employee resilience in the impact of abusive supervision on organizational silence. Therefore, the aim of the research is to determine the mediating role of employee resilience in the effect of abusive supervision on organizational silence. The research data was collected through a survey, one of the quantitative research methods. An online survey was administered to participants, which included the Abusive Supervision Scale, the Organizational Silence Scale, and the Employee Resilience Scale. In the study, abusive supervision was considered the independent variable, organizational silence as the dependent variable, and employee resilience as the mediator variable. The sample of the study consisted of 429 employees aged 18 and older, selected through a convenience sampling method. The research data was analyzed using SPSS through factor analysis, reliability analysis, correlation analysis, and mediation analysis. The statistical analyses revealed that employee resilience plays a mediating role in the effect of abusive supervision on organizational silence. Additionally, it was found that employee resilience has a significant mediating role in the effect of abusive supervision on prosocial silence and acquiescent silence. However, no significant mediating role was found for defensive silence. According to the findings, abusive supervision has a significantly negative impact on employee resilience. It was also found that abusive supervision has a negative effect on organizational silence. Employee resilience was found to have a negative effect on organizational silence. In conclusion, the research shows that abusive supervision harms both employee resilience and the organization. Another significant finding is that abusive supervision increases defensive silence, rendering employee resilience ineffective. These results are important for better understanding the effects of abusive supervision on employees and the organization.
Bu çalışmanın amacı, hekimlerin bireysel ilişkisel ve operasyonel dayanıklılıkları ile uzaktan sağlık teknolojilerini kullanmaları arasındaki ilişkiyi araştırmaktır. Çalışma evrenini, 10.02.2022 tarihli Uzaktan Sağlık Hizmeti Sunumu Hakkında Yönetmelik'te belirtildiği üzere, İstanbul'da uzaktan sağlık hizmeti faaliyeti ruhsatına sahip sağlık tesislerinde çalışan hekimler oluşturmaktadır. Çalışmada toplam 507 hekimle görüşülmüştür. Çalışmada veri toplama yöntemi olarak anket formu kullanılmıştır. Ankette Kişisel Bilgi Formu, Bireysel Düzeyde İlişkisel ve Operasyonel Dayanıklılık Kapasitesi Ölçeği ve Hekimlerin Teletip Uygulamalarını Kullanmaya Yönelik Tutumlarının Teknoloji Kabul Modeli ile İncelenmesi Ölçeği yer almaktadır. Veriler tanımlayıcı istatistikler, t testi, ANOVA testi ve Pearson Korelasyon testi kullanılarak analiz edilmiştir. İstatistiksel analiz, hekimlerin bireysel düzeydeki ilişkisel ve operasyonel dayanıklılık puanları ile uzaktan sağlık teknolojilerini kullanmaya yönelik tutum puanları arasında pozitif yönde anlamlı bir ilişki olduğunu ortaya koymuştur. Çalışmada, katılımcı hekimlerin mesleki deneyimlerine dayalı olarak bildirdikleri teletip uygulamalarının kullanımına yönelik algılanan fayda, görüş, algılanan kolaylık ve genel tutumlarda anlamlı farklılıklar bulunmuştur.
In recent years, non-cognitive personality factors have received increasing attention due to previous studies that suggested that they could be highly important in employee selection and development processes. One of these factors, termed grit, is a psychological personality trait defined as “perseverance and passion for long term goals” (Duckworth, Peterson, Matthews, & Kelly, 2007: 1087). Grit has been shown to predict performance, future success, and retention of individuals in a range of domains. Recently, it has been argued that grit might be a better predictor of success than intelligence.
Despite the amount of research conducted on the impact of grit on performance, success, and retention in different samples, there is only limited evidence for the impact of grit on individual outcomes, such as job performance or the experience of work-related stress in the business context. In light of critiques about current HRM practices, organisations are required to implement processes aiming to enhance organisational performance by developing HR practices towards talent and employee development in order to enhance individual performance and employee health and well-being. Considering preliminary results that indicated that grit might be a crucial factor for employee performance and the experience of work-related stress, the aim of this research is to explore the applicability of the grit construct in the organisational working context. Moreover, the predictive validity of grit for individual outcomes in the workplace is explored.
The research uses a cross-sectional research design and tests empirically the predictive validity of grit on individual performance in business and its relationship to work-related stress. To provide a holistic insight into the impact of grit on job performance, three dimensions of individual performance in the workplace are assessed, namely, task performance, organisational citizenship behaviour and innovative performance. A cross sectional sample of 2089 employees is used that provides generalisable results across the UK working population. The results of this research indicate that despite issues in its current conceptualisation, grit has a statistically significant impact on individual outcomes in the organisational context. The findings suggest that grit is a significant predictor of job performance and work-related stress across the research sample. The findings are discussed and their importance and implications for theory and practice are presented along with suggestions for future research avenues.
This study examines the effect of spiritually oriented cognitive based group counseling on the resilience levels and spiritual well-being of individuals subjected to mobbing. The study used a quasi-experimental design with the control group (each group=11) with a pretest-posttest application. The mean age of the experimental group was 31.01, with a standard deviation of 6.04; the mean age of the control group was 33.09, with a standard deviation of 6.28. Eight sessions lasting 90 minutes were conducted with the experimental group. Cognitive and spiritual intervention to enhance resilience was applied to the experimental group. No intervention was applied to the control group. Measurement tools, Personal Information Form, Adult Resilience Scale, and Spiritual Well-Being Scale, were applied to the participants as pretest and posttest. Data were analyzed using Mann-Whitney U test and Wilcoxon Signed Ranks Test. As a result of the study, it was found that spiritually oriented cognitive-based group counseling was effective on the resilience levels and spiritual well-being of individuals who were subjected to mobbing. The findings were discussed within the framework of mobbing, resilience, and spirituality literature, and recommendations were presented.
Study examined relationships between self-esteem, health values, specific health behaviors, and general practice of wellness behaviors in Navy personnel. Lifestyle surveys indicated health values predicted specific health behaviors and general practice of wellness behaviors. After controlling for health values, self-esteem predicted general practice of wellness behaviors (not specific health behaviors). (SM)