多系統員工韌性量表之建構與應用

The Scale Development of Organizational Multisystemic Employee Resilience-in-Context

韌性被視為一種逆境求生的力量，與個人在職場中的狀態有很大關聯。有鑑於韌性的研究尚未有針對工作場域中以多系統韌性思維對員工進行韌性的識別，基此，本研究旨在發展兼具員工個人內在堅毅特質及獲取資源途徑兩大範疇（Ungar, 2019; Ungar & Jefferies, 2021; Ungar & Theron, 2020）之動態性的多系統員工韌性量表，並建議依此提供員工支持性資源以協助抵禦職場逆境，並檢視員工韌性對工作滿意度與積極行為之預測力。本研究先以308份目前在職員工有效之線上樣本進行探索性因素分析，分析結果是：個人層面韌性分量表得到韌性信念、韌性法則、韌性特質、韌性風格共四個因素；實務層面韌性分量表得到工作適配、工作韌性、工作支持、資源支持、同事互助共五個因素；專業層面韌性分量表得到韌性管理、彈性回饋、韌性決策、韌性溝通、韌性創新共五個因素。本研究再以421份目前在職員工有效樣本進行三個量表之驗證性因素分析，結果顯示整體適配度理想且具有良好建構效度；另外，根據效標關聯分析，可得出對員工工作滿意度與積極行為，具有正向關聯，並透過多元線性迴歸分析衡量各量表之構面對工作滿意度以及積極行為的預測力與解釋力。據此，本研究提出之多系統員工韌性量表，可做為企業促進員工韌性以尋求永續發展之策略。

Resilience which is regarded as a force for survival in the adversity is strongly associated with the state of an individual in the workplace. According to the research of resilience, there is no research about how to recognize the resilience of employees with multisystem resilience thinking in the workplace. Based on the perspective, this study aims to develop a scale of multisystemic employee resilience, which includes rugged qualities and resources, providing dynamic, and support resources to help employees to resist adversity (Ungar, 2019; Ungar & Jefferies, 2021; Ungar & Theron, 2020). This scale further examines the predictability and explanatory power of job satisfaction and positive behaviors of employees' resilience. The online survey was undertaken to collect data of employees and 308 valid questionnaires were collected for the examination of exploratory factor analysis (EFA). The results of EFA showed that there were four dimensions, including resilience belief, resilience rule, resilience trait and resilience style in personal resilience subscale. There were five dimensions of practice resilience subscale which include job adaptation, job resilience, job support, resource support and peer support. In professional resilience subscale, there were five dimensions which include resilience management, elastic feedback, resilience decision-making, resilience communication and resilience innovation. Furthermore, 421 valid questionnaires were collected by this study to conduct for the examination of confirmatory factor analysis. The results showed that the overall fitness was ideal and had the good construction validity. In addition, there existed positive relationships among three subscales, employee job satisfaction and positive behavior, according to criterion-related analyses. Furthermore, multiple regression analysis was used to examine the impacts of three subscales on job satisfaction and positive behavior. Finally, the scale of multisystemic employee resilience can be utilized as a strategy for enterprises to seek sustainable development resilience.