The purpose of this paper is to introduce a new measure of employee resilience. Employee resilience is a key capability enabling employees to manage and adapt to continually changing circumstances. While there is an increasing body of research on how to best promote resilience among employees in organizations, the measurement of the construct has received less research attention. The measure introduced in this paper focuses on employee resilience as a work-related capability that can be developed.,This paper presents three survey-based studies describing the development of a new measure, the Employee Resilience Scale and its preliminary validation. Study 1 concerns the scale development and testing, along with a confirmatory analysis of the measurement structure in a different sample. Study 2 investigates the discriminant validity of the scale in relation to a well-known measure of personal resilience, the Connor–Davidson Resilience Scale. Study 3 was concerned with work-related outcomes of employee resilience (e.g. job engagement).,Support was found for the unidimensionality of the scale in Study 1. Study 2 showed a clear differentiation between the two measures of resilience: employee resilience and personal resilience, supporting the discriminant validity of the measure. Study 3 provided evidence for the criterion-related validity of the scale.,The three studies presented here provide preliminary support that the Employee Resilience Scale can be used to measure resilience among employees.,While the concept of employee resilience has gained attention in the literature, a measure of the construct has lacked. The study presents a valid measure of employee resilience which can be used to diagnose and develop a more adaptive workplace.

中文翻译：

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员工应变能力：制定和验证措施

本文的目的是介绍一种衡量员工弹性的新方法。员工适应能力是一项关键功能，使员工能够管理和适应不断变化的环境。尽管关于如何最好地提高组织中的员工的弹性的研究越来越多，但结构的度量却受到了较少的研究关注。本文介绍的措施侧重于员工的应变能力，这是一种可以发展的与工作相关的能力。本文提出了三项基于调查的研究，描述了一项新措施的开发，员工应变能力量表及其初步验证。研究1涉及量表的开发和测试，以及对不同样品中测量结构的确认分析。研究2调查了该量表与一项知名的个人适应能力量度（康纳-戴维森适应能力量表）的区别有效性。研究3与员工应变能力的工作相关结果（例如工作投入）有关。研究1支持量表的一维性。研究2显示了两种应变能力之间的明显区别：员工应变能力和个人应变能力，支持该措施的判别有效性。研究3为量表的与标准相关的有效性提供了证据。这里提出的三项研究提供了雇员弹性量表可用于衡量员工之间的弹性的初步支持。尽管雇员弹性的概念在文献中得到了关注，缺乏构造的度量。