Building Resilience @ Work Training Among Healthcare Workers

A 6-item Brief Resilience Scale (BRS) is used to assess the ability to recover from stress. Items are rated on a 5-point Likert scale from 1 (strongly disagree) to 5 (strongly agree). The total score ranges from 6 to 30, with higher scores signifying greater bounce-back resilience. BRS has demonstrated good reliability and validity.

A 6-item Brief Resilience Scale (BRS) is used to assess the ability to recover from stress. Items are rated on a 5-point Likert scale from 1 (strongly disagree) to 5 (strongly agree). The total score ranges from 6 to 30, with higher scores signifying greater bounce-back resilience. BRS has demonstrated good reliability and validity.

A 6-item Brief Resilience Scale (BRS) is used to assess the ability to recover from stress. Items are rated on a 5-point Likert scale from 1 (strongly disagree) to 5 (strongly agree). The total score ranges from 6 to 30, with higher scores signifying greater bounce-back resilience. BRS has demonstrated good reliability and validity.

A 9-item Utrecht Working Engagement Scale short version (UWES-9) is used to measure the participant's feelings in the context of work. Participant rate how often they experience these feelings on a 4-point Likert scale from 1 (never) to 4 (always). The total score ranges from 9 to 36 and higher scoring on UWES-9 indicates more work engagement. UWES-9 has confirmed satisfactory validity and reliability.

A 9-item Utrecht Working Engagement Scale short version (UWES-9) is used to measure the participant's feelings in the context of work. Participant rate how often they experience these feelings on a 4-point Likert scale from 1 (never) to 4 (always). The total score ranges from 9 to 36 and higher scoring on UWES-9 indicates more work engagement. UWES-9 has confirmed satisfactory validity and reliability.

A 9-item Utrecht Working Engagement Scale short version (UWES-9) is used to measure the participant's feelings in the context of work. Participant rate how often they experience these feelings on a 4-point Likert scale from 1 (never) to 4 (always). The total score ranges from 9 to 36 and higher scoring on UWES-9 indicates more work engagement. UWES-9 has confirmed satisfactory validity and reliability.

12-item Anticipated Turnover Scale (ATS)49 is used to measure intention to leave. Questions are related to one's anticipated length of time before leaving and certainty of leaving the job. Items are rated on a 5-point Likert scale from 1 (strongly disagree) to 5 (strongly agree). The total score ranges from 12 to 60, with higher scores reflecting higher degree of turnover. CVI was 0.80-0.95 for items. Cronbach's alphas were 0.85-0.94 in several researches. Test-retest reliability coefficient was 0.84 in 2 weeks' interval.

12-item Anticipated Turnover Scale (ATS)49 is used to measure intention to leave. Questions are related to one's anticipated length of time before leaving and certainty of leaving the job. Items are rated on a 5-point Likert scale from 1 (strongly disagree) to 5 (strongly agree). The total score ranges from 12 to 60, with higher scores reflecting higher degree of turnover. CVI was 0.80-0.95 for items. Cronbach's alphas were 0.85-0.94 in several researches. Test-retest reliability coefficient was 0.84 in 2 weeks' interval.

12-item Anticipated Turnover Scale (ATS)49 is used to measure intention to leave. Questions are related to one's anticipated length of time before leaving and certainty of leaving the job. Items are rated on a 5-point Likert scale from 1 (strongly disagree) to 5 (strongly agree). The total score ranges from 12 to 60, with higher scores reflecting higher degree of turnover. CVI was 0.80-0.95 for items. Cronbach's alphas were 0.85-0.94 in several researches. Test-retest reliability coefficient was 0.84 in 2 weeks' interval.

A 11-item Self-perceived Employability Scale (SPE) is used to assess employability. Participants are required to state their agreement with the items by selecting a number on a 5-point scale, from 1 (strong disagreement) to 5 (strong agreement). The total score ranges from 11 to 55, with higher score indicating perceived better employability. SPE has reported good internal consistency

A 11-item Self-perceived Employability Scale (SPE) is used to assess employability. Participants are required to state their agreement with the items by selecting a number on a 5-point scale, from 1 (strong disagreement) to 5 (strong agreement). The total score ranges from 11 to 55, with higher score indicating perceived better employability. SPE has reported good internal consistency

A 11-item Self-perceived Employability Scale (SPE) is used to assess employability. Participants are required to state their agreement with the items by selecting a number on a 5-point scale, from 1 (strong disagreement) to 5 (strong agreement). The total score ranges from 11 to 55, with higher score indicating perceived better employability. SPE has reported good internal consistency

A 18-item Individual Work Performance Questionnaire (IWPQ) is used to measure individual work performance. The IWPQ has a recall period of 3 months and a rating scale from 0 (seldom/never) to 4 (always/often) for task, contextual performance and counterproductive work behaviour. A mean score is calculated by adding the item scores, and dividing their sum by the number of items that range between 0 and 4, with higher scores reflecting higher individual work performance. The psychometric properties of the IWPQ indicated excellent internal consistency and good validity.

A 18-item Individual Work Performance Questionnaire (IWPQ) is used to measure individual work performance. The IWPQ has a recall period of 3 months and a rating scale from 0 (seldom/never) to 4 (always/often) for task, contextual performance and counterproductive work behaviour. A mean score is calculated by adding the item scores, and dividing their sum by the number of items that range between 0 and 4, with higher scores reflecting higher individual work performance. The psychometric properties of the IWPQ indicated excellent internal consistency and good validity.

A 18-item Individual Work Performance Questionnaire (IWPQ) is used to measure individual work performance. The IWPQ has a recall period of 3 months and a rating scale from 0 (seldom/never) to 4 (always/often) for task, contextual performance and counterproductive work behaviour. A mean score is calculated by adding the item scores, and dividing their sum by the number of items that range between 0 and 4, with higher scores reflecting higher individual work performance. The psychometric properties of the IWPQ indicated excellent internal consistency and good validity.

Usage is defined as an encompassing engagement, i.e., the time (in minutes) spent browsing the website and practicing the assigned homework in the previous weeks. Computer-generated indicators include the following: (1) session completion, (2) number of website visits, and (3) time spent on the website. At the end of the six-week program, attitude toward and satisfaction with the online training will be assessed using the self-developed eight-item usage and satisfaction of training. Each item is rated on a 4-point Likert scale from 1 to 4, and response options differed for the various items. The total score ranges from 8 to 32, and a high score represents better satisfaction of training. In addition, we have four open questions to obtain suggestions for improvement.