Evaluación psicométrica de la Escala de Resiliencia Laboral (RAW Scale - Brasil)

Greco, Patrícia Bitencourt Toscani; Ongaro, Juliana Dal; Seidel, Enio Júnior; Machado, Wagner de Lara; McEwen, Kathryn; Magnago, Tânia Solange Bosi de Souza

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Revista Brasileira de Enfermagem

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ORIGINAL ARTICLE • Rev. Bras. Enferm. 75 (03) • 2022 • https://doi.org/10.1590/0034-7167-2021-0241 copiar

Evaluación psicométrica de la Escala de Resiliencia Laboral (RAW Scale - Brasil)

Autoría SCIMAGO INSTITUTIONS RANKINGS

RESUMEN

Objetivos:

analizar evidencia de validez basada en estructura interna (dimensional y de correlación) de la Escala de Resiliencia Laboral (RAW Scale - Brasil), versiones 25 y 20 ítems, con docentes y trabajadores de salud de una universidad pública del Sur brasileño.

Métodos:

estudio metodológico, desarrollado en 2018, con 526 participantes. En las pruebas psicométricas, se utilizaron: Análisis Factorial Confirmatorio; confiabilidad compuesta y validez convergente con Compromiso laboral; Autoeficacia ocupacional; Resiliencia general; Encuesta General de Salud; y Apoyo social laboral.

Resultados:

las dos versiones presentaron cargas factoriales > 0,30, índices de ajuste adecuados y confiabilidad compuesta satisfactoria. En las dos versiones, evidenciadas correlaciones fuerte y directa con Resiliencia general y Autoeficacia; moderada y directa con Compromiso y Apoyo social; y moderada e inversa con Salud general.

Conclusiones:

la RAW Scale 25 y 20 - Brasil atiende a los requisitos de validez, con potencial para la evaluación de resiliencia laboral en el contexto estudiado.

Descriptores:
Estudio de Validación; Resiliencia Psicológica; Salud Laboral; Trabajo; Psicometría

RAW Scale 25 - Brazil items	F₁	F₂	F₃	F₄	F₅	F₆	F₇
1. I have core values, which I bring to my work-life.	0.60
2. I know my personal strengths and make sure I use them regularly in my work.	0.72
3. I can change my mood at work when I need to.	0.36
4. I know myself and my feelings honestly and realistically.	0.67
5. The work that I do helps fulfil my sense of purpose in life.		0.65
6. My workplace is a place where I feel that I belong.		0.85
7. The work that I do fits well with my personal values and beliefs.		0.71
8. Generally I appreciate what I have in my work environment.		0.67
9. When things go wrong at work, it tends to negatively affect other parts of my life. (R)^* * (R): Inverted-recoded item before analysis.			0.32
10. Nothing at work ever really upsets me for long.			0.63
11. Negative people at work tend to bring me down. (R)^* * (R): Inverted-recoded item before analysis.			0.32
12. When problems arise at work, I focus on finding a solution rather than just worrying about them.			0.67
13. I make sure to take breaks to maintain my strength and energy when I’m working too hard.				0.61
14. I have developed some reliable ways to relax when I’m under pressure at work.				0.88
15. I have developed some reliable ways to deal with the stress of challenging events at work.				0.91
16. I am careful to ensure my work does not “dictate” my personal life.				0.61
17. I often ask for feedback so that I can improve my work performance.					0.57
18. I believe in helping my work colleagues, as well as asking them for help.					0.72
19. I’m not afraid to seek advice and support if and when I need help with my work.					0.81
20. I have a good level of physical fitness.						0.70
21. I am careful about eating well and healthily.						0.70
22. Keeping physically fit helps me cope with work demands.						0.79
23. I have friends at work I can rely on to support me when I need help.							0.84
24. I have a strong and reliable network of supportive colleagues at work.							0.87
25. My personal support network is important to my coping at work.							0.66
Cronbach’s alpha	0.66	0.80	0.58	0.82	0.70	0.77	0.82
Composite reliability (McDonald’s Omega)	0.56	0.78	0.50	0.84	0.71	0.72	0.81

RAW Scale 20 - Brazil items	F1	F2	F3	F4	F5	F6	F7
1. I have core values, which I bring to my work-life.	0.61
2. I know my personal strengths and make sure I use them regularly in my work.	0.82
3. I can change my mood at work when I need to.	0.37
5. The work that I do helps fulfil my sense of purpose in life.		0.64
6. My workplace is a place where I feel that I belong.		0.86
7. The work that I do fits well with my personal values and beliefs.		0.71
8. Generally I appreciate what I have in my work environment.		0.67
9. When things go wrong at work, it tends to negatively affect other parts of my life. (R)^* * (R): Inverted-recoded item before analysis.			0.48
10. Nothing at work ever really upsets me for long.			0.80
11. Negative people at work tend to bring me down. (R)^* * (R): Inverted-recoded item before analysis.			0.45
13. I make sure to take breaks to maintain my strength and energy when I’m working too hard.				0.61
14. I have developed some reliable ways to relax when I’m under pressure at work.				0.90
15. I have developed some reliable ways to deal with the stress of challenging events at work.				0.90
16. I am careful to ensure my work does not “dictate” my personal life.				0.60
17. I often ask for feedback so that I can improve my work performance.					0.54
18. I believe in helping my work colleagues, as well as asking them for help.					0.58
20. I have a good level of physical fitness.						0.77
21. I am careful about eating well and healthily.						0.65
23. I have friends at work I can rely on to support me when I need help.							0.83
24. I have a strong and reliable network of supportive colleagues at work.							0.90
Cronbach’s alpha	0.60	0.80	0.61	0.82	0.49	0.67	0.85
Composite reliability (McDonald’s Omega)	0.58	0.78	0.58	0.84	0.41	0.63	0.82

RAW Scale Factors - Brazil 25 and 20 items	1	2	3	4	5	6	7
1. Living authentically	1	0.471	0.151	0.280	0.578	0.295	0.214
2. Finding your calling	0.481	1	0.316	0.245	0.579	0.362	0.610
3. Maintaining perspective	0.476	0.487	1	0.476	0.299	0.363	0.250
4. Managing stress	0.402	0.247	0.557	1	0.492	0.534	0.205
5. Interacting cooperatively	0.481	0.515	0.518	0.383	1	0.259	0.639
6. Staying healthy	0.420	0.390	0.450	0.535	0.270	1	0.288
7. Building networks	0.274	0.632	0.343	0.219	0.615	0.284	1

Variables	1	2	3	4	5	6
RAW Scale 25 - Brazil
1. RAW Scale 25 - Brazil	1
2. General health	-0.462^* * Correlation is significant at the 1% level.	1
3. Engagement at work	0.445^* * Correlation is significant at the 1% level.	-0.317^* * Correlation is significant at the 1% level.	1
4. General resilience	0.590^* * Correlation is significant at the 1% level.	-0.292^* * Correlation is significant at the 1% level.	0.493^* * Correlation is significant at the 1% level.	1
5. Social support	0.462^* * Correlation is significant at the 1% level.	-0.412^* * Correlation is significant at the 1% level.	0.336^* * Correlation is significant at the 1% level.	0.159^* * Correlation is significant at the 1% level.	1
6. Occupational self-efficacy	0.578^* * Correlation is significant at the 1% level.	-0.393^* * Correlation is significant at the 1% level.	0.456^* * Correlation is significant at the 1% level.	0.517^* * Correlation is significant at the 1% level.	0.381^* * Correlation is significant at the 1% level.	1
RAW Scale 20 - Brazil
1. RAW Scale 20 - Brazil	1
2. General health	-0.455^* * Correlation is significant at the 1% level.	1
3. Engagement at work	0.436^* * Correlation is significant at the 1% level.	-0.317^* * Correlation is significant at the 1% level.	1
4. General resilience	0.580^* * Correlation is significant at the 1% level.	-0.292^* * Correlation is significant at the 1% level.	0.493^* * Correlation is significant at the 1% level.	1
5. Social support	0.452^* * Correlation is significant at the 1% level.	-0.412^* * Correlation is significant at the 1% level.	0.336^* * Correlation is significant at the 1% level.	0.159^* * Correlation is significant at the 1% level.	1
6. Occupational self-efficacy	0.577^* * Correlation is significant at the 1% level.	-0.393^* * Correlation is significant at the 1% level.	0.456^* * Correlation is significant at the 1% level.	0.517^* * Correlation is significant at the 1% level.	0.381^* * Correlation is significant at the 1% level.	1

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[1] Corresponding author: Tânia Solange Bosi de Souza Magnago, E-mail: magnago.tania@gmail.com