The Resilience Questionnaire

Why Does Resilience Matter?

Most, if not all jobs entail a degree of pressure. However, people differ from one another in terms of how they will respond to this. Resilience has been identified as a key factor in determining how people adapt and, while the sources of such challenges may differ across contexts, how someone interprets and responds to these is vital to ensure that individual and organizational performance is maintained.

Stressors can take on many forms for an employee. For example, some people may experience pressure when their workload increases, an unsettling change takes place, difficulties arise in life outside of work, or where they experience a setback in a task that they are completing. Resilience can help people to adapt and deal with these situations in a positive way.

For an employer, a resilient employee is one who can face difficult challenges and maintain high levels of performance. Whether the context involves a large number of small stressors or a single, notable stressor, selecting employees on the basis of their level of resilience, in conjuncĕon with other criteria, can assist in identifying individuals who are likely to perform well even when faced with difficulties and challenges.

This assessment is not a solution to abstain from dealing with a poor operating climate or culture and should not be used as a solution to help employees deal with one. However, using Resilience Assessment can be very helpful in Talent Development as well as Recruitment as discussed below. Our concern with the use of some instruments is one of our needs to toughen them up as opposed to dealing with an Abusive Climate or Culture created by leaders.

The Eight Components of Resilience

Resilience is not a single construct. It comprises a variety of different components which everyone possesses to a greater or lesser degree. Therefore when we talk about someone being resilient, we are actually referring to someone who has a relatively high level of each of these components. A resilient individual may also be very high on certain components, and lower on others.

The Resilience Questionnaire

The Resilience Questionnaire has been designed in response to a number of perceived gaps in the tools currently available to assess resilience and hardiness. Specifically, the questionnaire is occupational in focus. Whilst resilience can be viewed as a ‘life skill’, there is some evidence that it is domain-specific (eg Kaufman, Cook, Amy, Jones & Pittinsky, 1994). Therefore it is important to foster resilience at work with a tool specifically designed for this purpose. Additionally, currently available questionnaires have a limited focus on development, with a number providing an overall resilience score and little information or opportunity for the respondent to develop their resilience in relation to different aspects of this.

The eight components of The Resilience Questionnaire have all shown evidence that they can be developed; therefore The Resilience Questionnaire could be used in developmental discussions or feed into other developmental activities such as coaching and workshops. It can also be used for assessment in conjunction with other selection tools.

The questionnaire also aims to reflect a more comprehensive model of resilience than is assessed by other tools. The scales identified have been based on a thorough review of the literature in this area and aim to comprehensively assess all facets of the construct.

There are eight core components to resilience.

These are detailed below:


The Importance of Resilience at Work

A study recently undertaken by Accenture indicates that more than two-thirds (71%) of corporate leaders report that resilience -defined as “the ability to overcome challenges and turn them into opportunities” – is either very or extremely important to decide who to retain (Accenture, 2010).

Issues around definition not withstanding, available research supports the value of resilience in terms of occupational and life outcomes. The most extensively researched area in this respect is stress, with research supporting the value of resilience/hardiness as a buffer against stress (eg Kobasa, 1979) and burnout (eg Strumpfer, 2003). The seminal studies in this area were conducted by Maddi and Kobasa and reported in their book ‘The Hardy Executive: Health Under Stress’ (1984). The book detailed the results of a 12-year study exploring hardiness and experienced stress in an organization undergoing downsizing and redundancy. The objective of the study was to explore the characteristics that differentiated those people who coped with the experience from those who suffered stress-related health problems. They concluded that the differentiating factor was ‘hardiness’, defined as “a particular pattern of attitudes and skills that helps you to be resilient by surviving and thriving under stress” (Maddi and Khoshaba, 2005).

Resilience has also been shown to moderate the relationship between stress and job performance (Westman, 1990), and has been directly related to performance in a variety of different contexts (eg Bartone, 1999; Maddi, Harvey, Khoshaba, Fazel & Resurreccion, 2009; Maddi & Hess, 1992). Research has also shown resilience to be a predictor of key attitudinal variables including organizational commitment, job satisfaction, and workplace happiness (Youssef and Luthans, 2007).

We have multiple approved psychometric testing instruments and British Psychological Society Qualified Psychometricians. We can accommodate small one-off testing or larger batch or group testing

All of our tests are registered and not available off the shelf unless administered by a qualified administrator.

Psychological tests are used in all walks of life to assess ability, personality and behaviour. A test can be used as part of the selection process for job interview or to assess children in schools. Tests may be used to assess people with mental health issues or offenders in prisons, and are also used in the National Health Service.

To ensure that professionals using tests are appropriately qualified, the BPS has developed qualification standards defining the knowledge and skills that should be held by anybody using a psychological test.

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