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DEVELOPMENT AND VALIDATION OF
PERSONAL RESOURCE INVENTORY
DOCTOR OF PHILOSOPHY (PSYCHOLOGY)
BY
AISHA BANO
SUPERVISOR
PROFESSOR DR. ALAY AHMAD
DEPARTMENT OF PSYCHOLOGY
PRESTON UNIVERSITY KOHAT
2020
DEVELOPMENT AND VALIDATION OF
PERSONAL RESOURCE INVENTORY
BY
AISHA BANO
UNDER SUPERVISION OF
PROFESSOR DR. ALAY AHMAD
Postdoctoral Fellow (USA, Univ.), PhD (Univ. of Pesh.) MA (AMU)
Founding Dean and Founding Head of Department Psychology
Founding Chief Editor Preston Journal of Social sciences
HEC Approved PhD Supervisor
Member BASAR and Academic Council
Preston University Kohat - Peshawar – Islamabad
A thesis is submitted to the Department of Psychology
Preston University Kohat
in partial fulfillment of the requirements for the
DEGREE OF DOCTOR OF PHILOSOPHY
IN PSYCHOLOGY
2020
DEVELOPMENT AND VALIDATION OF
PERSONAL RESOURCE INVENTORY
Submitted in partial fulfillment of the requirements for the
Degree of Doctor of Philosophy in Psychology
By
Aisha Bano
Registration Number: 1094-312007
Under guidance of
Professor Dr. Alay Ahmad
A thesis is submitted to the Department of Psychology
Preston University, Kohat
in partial fulfillment of the requirements for the
DEGREE OF DOCTOR OF PHILOSOPHY
IN PSYCHOLOGY
2020
CERTIFICATE OF APPROVAL
This is to certify that the research work presented in the thesis, entitled
“Development and Validation of Personal Resource Inventory” was conducted
by Ms Aisha Bano, under the supervisor Prof. Dr. Alay Ahmad, Dean / HOD
Psychology Department, Preston University, Kohat. No part of this thesis has been
submitted anywhere else for any degree. This thesis is submitted to department of
Psychology in partial fulfillment of the requirements for the degree of doctor of
philosophy in field of psychology department of Psychology, Preston University-
Kohat, Islamabad Campus.
SUPERVISOR CERTIFICATE
Certified that doctor of Philosophy (PhD) in psychology thesis titled
“Development and Validation of Personal Resource Inventory” submitted by Aisha
Bano in partial fulfillment for the award of PhD degree is a record of the
candidate’s genuine work carried out under my supervision had been approved for
submission to the department of Psychology, Preston University Islamabad
campus.
Prof Dr. Alay Ahmad
AUTHOR’S DECLARATION
I, Aisha Bano, Registration Number 1094-312007, student of PhD Psychology Degree program,
Preston University Kohat, Islamabad Campus, hereby declares that the PhD thesis titled
“Development and Validation of Personal Resource Inventory” is submitted in partial
fulfillment of PhD degree in Applied Psychology, is my original work and has not been
submitted previously by me for taking any degree from Preston University Kohat Islamabad
Campus and shall not, in future, be submitted by me for any degree from Preston University
Kohat or any other university or institution in the country / world.
At any time if my statement is found to be incorrect even after my graduation the university has
the right to withdraw my degree.
(Aisha Bano)
PLAGIARISM UNDERTAKING
I solemnly declare that research work presented in the thesis titled “Development and
Validation of Personal Resource Inventory” is solely my research work with no significant
contribution from any other person. Small contribution and help whatever taken has been duly
acknowledged and that complete thesis has been written by me.
I undertake that zero tolerance policy of the HEC and Preston University Kohat, Islamabad
Campus towards the plagiarism. Therefore, I as an author of the above titled thesis declare that
no portion of my thesis has been plagiarized and any material ised as references is properly cited
and referenced.
I undertake that if I am found guilty of any formal plagiarism in the above titled thesis even after
award of PhD degree, the university reserves the right to withdraw or revoke my degree and that
HEC and the university has the right to publish my name on the HEC university Website on
which names of students are places who submitted plagiarized thesis.
Name: Aisha Bano
COPYRIGHTS
All rights are reserved with Preston University. Material of this manuscript is protected by copy
rights notice. Any part of the document may not be reproduced or utilized in any other form or
means, electronic or mechanical, photocopying, recording, information storage and retrieval
system, without the permission of the Preston University authority.
DEDICATED TO
My Parents, Family, Teachers
&
All those who supported me
throughout the completion of my
studies
TABLE OF CONTENTS
Page
List of Tables i
List of Figures iii
List of Appendices iv
Acknowledgement v
Abstract vi
Chapter 1 Introduction 1
Background of Study 2
Problem Statement 4
Literature Review 5
Definitional Issues of Personal Resource 13
Theoretical Background 21
Measures of Personal Resource Variable 25
Correlates of Personal Resource 27
Personal resource and psychological wellbeing. 27
Personal resource and depression. 28
Personal resource and workplace stress. 30
Positive Psychology Research in Pakistan 33
Rationale of the Present Study 35
Research Design 36
Chapter 2 Study 1: Development and Psychometric Assessment
of Personal Resource Inventory 38
Aims and Objectives of Study 1 38
Method 38
Phase I: Content domain specification, item pool
generation, questionnaire development and evaluation 40
Results 45
Phase II: Factor Analysis and Reliability Assessment. 48
Results 51
Discussion 70
Chapter 3 Study 2: Construct Validity of Personal Resource
Inventory 75
Aim and Objectives of Study 2 76
Hypotheses of the Study. 78
Method 78
Sample. 78
Operational definition(s). 78
Measures / Instruments. 79
Procedure. 87
Results 89
Discussion 98
Chapter 4 Conclusion 102
Implications of the Present Study 102
Limitations of the Present Study 103
Future Directions 104
References 106
Appendices 119
i
LIST OF TABLES
Ser TITLES Page
Table 1 Inclusion Criteria for Positive Psychological Capital (PCC) by Luthans et al.
(2006)
16
Table 2 Demographic detail of focus group participants (N = 13) 46
Table 3 Item analysis comprising of alpha coefficient if item deleted and corrected
item total correlation coefficients (N = 451)
52
Table 4 Data Accuracy of Personal Resource Inventory (N = 451) 56
Table 5 Descriptive statistics of Personal Resource Inventory (N = 451) 57
Table 6 Factor Structure of Personal Resource Inventory (N = 451) 58
Table 7 Communalities, total item and Item Scale correlations for Personal Resource
Inventory
60
Table 8 Model Fit Summary along with the results of Confirmatory Factor Analysis
of Personal Resource Inventory
62
Table 9 Reliability estimates reporting Alpha (α), split half and Guttman reliability
coefficients of Personal Resource Inventory (N = 451)
66
Table 10 Demographic statistics with respect to gender, education and age of the
study sample (N = 451)
67
Table 11 Independent sample t – test comparing gender on Personal Resource
Inventory (N = 451)
69
Table 12 Pearson Correlation between Personal Resource Inventory and Warwick
Edinburgh Mental Well Being Scale (N = 200)
90
ii
Table 13 Pearson Correlation between Personal Resource Inventory and Depression,
Anxiety, Stress Scale (DASS - sub scale of depression) (N = 200)
91
Table 14 Pearson Correlation between Personal Resource Inventory and Subjective
Job Stress Scale (SJSS) (N = 200)
92
Table 15 Pearson Correlation between Personal Resource Inventory and
Psychological Capital Questionnaire (PCQ) (N = 200)
93
Table 16 Linear regression analysis using Personal Resource Inventory as predictor
variable for Warwick Edinburgh Mental Well Being Scale as dependent
variable (N = 200)
94
Table 17 Linear regression analysis using Personal Resource Inventory (PRI) as
predictor variable for Depression, Anxiety, Stress Scale - sub scale of
Depression (DASS - sub scale of depression) as dependent variable (N =
200)
95
Table 18 Linear regression analysis using Personal Resource Inventory as predictor
variable for Job stress as dependent variable (N = 200)
96
Table 19 Linear regression analysis using Personal Resource Inventory as predictor
variable for PCQ as dependent variable (N = 200)
97
iii
LIST OF FIGURES
Ser
TITLE
Page
Figure 1. Scree plot 55
iv
LIST OF APPENDICES
Ser Titles Page
Appendix – A Performa for indicators on construct of Personal Resource 119
Appendix – B List of indicators for construct of Personal Resource 120
Appendix – C List of indicators after excluding redundant items 125
Appendix- D Performa for selecting the representative items 128
Appendix – E List of most representative items for the construct of Personal Resource 132
Appendix – F Original form of Personal Resource Inventory 134
Appendix – G Final Form of Personal Resource Inventory 138
Appendix – H Warwick Edinburgh Mental Wellbeing scale 141
Appendix - I Depression Subscale of Depression, Anxiety and Stress Scale 142
Appendix – J Subjective Job Stress Scale 143
Appendix - K Psychological Capital Questionnaire (PCQ) 144
Appendix - L Permission Letter 146
\
v
ACKNOWLEDGEMENTS
In the writing of this thesis, I am grateful to Allah Almighty for granting me
strength to complete the thesis in all respects. My all praise be in name of Allah, the Most
Gracious and the Most Merciful.
I want to express my gratitude to Professor Dr. Alay Ahmed for his guidance,
commitment, valuable feedback and insightful contribution. I wish to express my special
thanks to the Chancellor of Preston University, Dr Firoza Ahmed, and Dr Shazia Khalid
who had always been concerned to all the issues of the students and provided the
facilitative environment. I would also like to thank all my teachers at Preston University
for their immense insight and command on knowledge. I also thank those who surround
me in any way for their endless cooperation. I would also extend my gratitude towards
parents, family, husband, daughter and fellow colleagues who steadfast support
throughout this time. I highly acknowledge the role of HEC in supporting education and
research culture in the domain of social sciences. I would like to thank Ms Hina Malik,
course coordinator for her extended efforts in best possible way during the study period. I
am exceedingly thankful to the reviewers who had guided me and led me to advance my
thesis effectually in the light of valuable suggestions. I am really obliged for the input of
qualified examiners and their contribution is really appreciable in this regard.
vi
ABSTRACT
Present research’s objective was development and validation of Personal Resource
Inventory for Pakistani sample. Work in scale development by Slavec and Drnovsek
(2012) provided the guidelines. Moreover, theorist’s work in positive psychological
strength prominently comprising of Park, Peterson and Seligman (2004); Luthans, Avey,
Avolio, Norman and Combs (2006); as well as Ruch, Martinez-Marti, Proyer and Harzer
(2014) became foundation for this present research. Study 1 comprised of development
and psychometric assessment of the inventory. Results of phase I yielded pool of 124
items after literature review and focus group (N = 13). Focus group discussions and
expert review helped in reducing the redundant, overlapping and repetitive items to a list
of 33. Results of phase II on sample of 451 employed, 62.3% men and 37.7% women in
private, government, semi-government organizations with mean age 28.19 (SD = 6.8),
mean job experience 5.1 (SD = 5.97), minimum education matric and highest PhD led to
item reduction after item analysis and factorization. Results of item analysis showed that
31 items out of 33 positively correlated (p < .01) with total scale’s score with alpha
coefficients above the criterion of .25. Principle Component Analysis yielded six factor
solutions for 24 items namely resilience, confidence, determination, self-regulation, self-
control and persistence with eigenvalues greater than 1 and communality values greater
than 0.4 explaining 51.45% of the total variance. Alpha Coefficient of.86 for the
factorically driven items showed the scale to be reliable. Confirmatory Factor Analysis
had shown an acceptable model fit with acceptable validity and reliability metrics. Study
2 comprised of estimation of convergent and divergent validity on the sample of 200
employed, men 55.5% and women 44.5% of private, government and semi-government
organizations with mean age 26.81 (SD = 5.7) and minimum education matric up to
PhD. Results showing Pearson Product Moment correlation coefficient values of .46 with
psychological well-being, -.52 with depression, - .49 with job stress and .93 with
Psychological Capital Questionnaire, confirmed the stated hypotheses. The impact
calculation through regression analysis of Personal Resource as Independent variable
and correlates as dependent variables showed that Personal Resource Inventory
accounts variance of 21% in psychological wellbeing, 27% in depression, 24 % in
employee ‘stress and 87% in Psychological Capital Questionnaire.
1
Chapter 1
Introduction
It is no hidden secret that the concept of mental strength is as old as mankind. For
years, main attention in psychology was on repairing psychological mechanisms and
curing the mental illnesses rather than to help out the individuals on proactive basis to
develop those personality strengths and capacities which are essential to flourish. It had
further been evaluated that these capacities which allow the individuals to withstand life’s
difficulties are the similar personality strengths which counter psychological, emotional
and physical damage caused by the illness in the person. When it comes down to the time
honored field of psychology, it becomes obvious that it follows a more shadowy
approach. It tends to focus on what’s the problem. More specifically tries to understand
the nature, causes and criteria of the problem. As it is apparent from the literature review,
that up till now science of psychology had talked more about illnesses, disease and what
is wrong with the person. With the rise of the field of positive psychology, it looks as if
there is a hope that this field can give the brighter approach and lends itself to focus more
on what’s right with the person. The evidence that the traditionally practiced domain of
psychology had only been focusing on what is wrong with the person and how to cure it
is seen vastly in the customary catalog of Diagnostic and Statistical Manual of
Psychological Mental Disorders Sixth edition (DSM VI) (American Psychiatric
Association, 2010) used by the world over group of practicing psychologists in all
divisions. This is a reference book for globally practicing mental health practitioners
termed as Diagnostic and Statistical Manual of Psychological Mental Disorders Sixth
edition (DSM VI) of Mental Disorders. It had undergone many versions. Latest version is
Diagnostic and Statistical Manual of Psychological Mental Disorders Sixth edition (DSM
VI). This diagnostic manual encompasses more about classifying and remedying the
anomalous psyche i.e. the abnormal and mentally unhealthy i.e. tries to explain what is
wrong with the person and it barely accounts for what is inside the person that makes a
2
person more normal and mentally healthy i.e as if it is missing something and it
leaves the notion of what is right with the person.
Background of the Study
Quite recently a novel approach that is acquiring pronounced distinction in the
field of psychology is termed as positive psychology. It mainly focuses on positive in
human personality rather negative in the personality. Positive psychology is solely to
comprehend and cognize those individuals who undergo deep sense of happiness,
intellectual acumen, and psychological, physical and social wellbeing. It had now been
evident that the capacities that allow people to thrive in life adversities are the similar
personality strengths which buffer and safeguard to counter to stress. This was among the
first call for the balanced approach for the field of psychology that instead the darker side
of human the field of psychology better study the brighter side of human personality
(Luthans, Youssef Morgan, & Avolio, 2007).
For the purpose of gaining remedial measures for treating mental illness and
dysfunctional behavioral patterns of the individuals, altogether the academic and
educationalists and professional psychologists have not considered strengths so far. By
consideration of the strengths the academic and educationalists and professional
psychologists could have helped the fully functioning individuals to thrive and even reach
the higher levels of their functioning. It had also been criticized that the field of
psychology had ignored those functional elements which contribute to flourishing,
instead focused on what individuals fail and the negative illness part of human side. The
turn in the field of psychology came when the president of American Psychological
Association Martin Seligman (2011) had challenged the field to start understanding what
was right with the people instead what was wrong with the people.
The above mentioned notion of the missing link gets support from the Youssef
Morgan and Luthan’s (2015) statement that there is very little focus on the positive
features of the dispositional functioning. To treat mental illnesses holistically we must be
able to work on the positive features of one’s personality along with psycho-
physiological symptoms of the person. Only in this way we are able to completely furnish
3
psychological principles of mental health for the mankind. Identification of human
strengths is the building block for positive psychology and is crucial for the process of
diagnosis just like the insurance and grant giver companies who make inquiries about the
potency of human strengths before going on in their project. The subject matter of
positive psychology comprises of positive individual traits or state like traits. Moreover,
these positive individual traits and state like traits that constitute human personality are
the unique human dispositional characteristics expressed through observable behavior
(Parks-Leduc, Feldman, & Bardi, 2015).
The proposed model for psychological assessment for counselors is much close to
the science of hygiology. It highlights normalities even of atypical one, with locating and
developing Personal Resources. Hence, the individual can be assisted in making more
effective use of these Personal Resource factor to safeguard them against diseases. Thus,
in the progress of the counseling, a counselor may be able to constitute and develop
hypothesis regarding the personality strengths and resources along with weaknesses and
deficits of the client’ personality. During the counseling process, the counselor may
enquire regarding the client that what are the strengths of my clients’ personality which
had been brought along to the counseling session to deal effectively with the presented
problem. In this way, the counselor may only be able to deal fully with the problem
presented in the session (Lopez & Synder, 2004).
Social science uptil now views the human strengths and virtues of altruism,
courage, honesty, duty, joy, health, responsibility and good cheer as derivate, defensive,
or downright illusions as compared to weakness and negative motivations of anxiety, lust,
selfishness, paranoia, anger, disorder and sadness. Early in 21st century Park, Peterson
and Seligman (2004) proposed values in Action (VIA) Classification of character
strengths which listed 24 virtues under six dimensions (Lopez & Synder, 2004). This was
an attempt to gauge positive mental health of the person who shows optimal mental
health. Their proposed model for psychological assessment for counselors is very much
close to the science of hygiology which emphasizes normalities even of abnormal person.
Quite a latest researches reveal that proposed character strengths yielded positive
correlation (r) with resilience related factors namely constructive and affirmative
4
emotions, self-efficacy, optimism, social backing, self-esteem and life fulfillment (Martí,
Luisa, & Ruch, 2017); with life satisfaction and positive affective states (Azañedo,
Barraca, & Fernández - Abascal, 2014).
Personal Resource is hence a widely studied topic in the domain of positive
psychology Within Positive Organizational Behavior (POB) the concept of Psychological
Capital (PsyCap) had served the best purpose of studying the employees’ dynamics in
their organizations (Bhat, 2017). The model of Psychological Capital (PsyCap) by
Luthans, et al (2006) and it’s four tenets of hope, optimism, resilience and self-efficacy
have yielded correlates to various variables of social science. Many researchers have
correlated the significance of Psychological Capital to positive mental health
(Taylor, Kemeny, Reed, Bower, & Gruenewald, 2000; Murray, Cardwell, & Donnelly,
2017; Selvaraj & Bhat, 2018) and work productivity (Mastenbroek, Jaarsma, Scherpbier,
Van Beukelen, Demerouti, & Jaarsma, 2014; Selvaraj & Bhat, 2018) and job satisfaction
(Luthans, Avolio, Avey, Norman, & Combs, 2006; Lu, Liu, Sui, & Wang, 2015; Therasa
& Vijayabanu, 2016).
Problem Statement
Positive Organizational Behavior (POB) is described as the “study and application
of positive personality resource strengths which could be measured and effectively
enhanced for improving workplace performance” (Luthans & Youssef-Morgan, &
Avolio, 2007, p.327). One such way is to develop a strength based approach based on
psychological resource capacities for Organizational Behavior (OB) and hence, the term
Positive Organizational Behavior emerges (POB) (Luthans, 2002).
In Pakistan, in the domain of Positive Organizational Behavior (POB) the gap is
yet to be filled scientifically and a more comprehensive as well as theoretically grounded
measure is still awaited. This study outcome will be development and initial validation of
psychometrically sound Personal Resource Inventory (PRI) in Urdu language for
Pakistani population, Further, it is proposed that the study results would be much in
accordance to the notion of personality strength based approach in positive psychology as
mentioned earlier (Taylor et al., 2000; Luthans, 2002; Lopez & Synder, 2004; Park et al.,
5
2004; Luthans et al., 2007; Mastenbroek, Jaarsma, Scherpbier, Van Beukelen,
Demerouti, & Jaarsma, 2014; Lu, Liu, Sui, & Wang, 2015; Parks-Leduc, et al., 2015;
Therasa & Vijayabanu, 2016; Murrayet al, 2017; Bhat, 2017; Selvaraj & Bhat, 2018).
Hence, the objectives of the present study were aligned with the above mentioned
problem statement.
Following were the objectives of the present study:-
1. To develop and validate an indigenous Personal Resource Inventory
2. To establish psychometric properties of indigenous Personal Resource
Inventory.
3. To find out the construct validity of Personal Resource Inventory.
Literature Review
Text review had shown that character strengths were discussed for the first time
by Park et al. (2004). Later by other active canvassers in the advent of positive
psychology (Shogren, Wehmeyer, Nirbhay, & Uyanik, 2017). Park et al. developed a
listing of twenty four (24) character strengths and termed them as Character Strength
Virtues (CSV). This Character Strength Virtues (CSV) classifies positive strengths of
personality. Likewise for all practical purposes Park et al. wrote a volume named
Character Strength and Virtues (CSV) in giving a practical line of action to the positive
psychologists. This text highlights the importance of identification of the individual’s
personality strengths through research and to increase and sustain its’ respective level for
wellbeing through the training programs.
For summing the discussion, the endowment of the listed twenty four (24)
character strengths contribute to one’s positive mental health , optimal human functioning
and should be the researcher’s focus in order to define Personal Resource for all
purposes. The Values in Action (VIA) Classification of character strengths by Park et al.
sorts positive traits that are likely to become Personal Resource of one’s personality (Park
et al., 2004).
Research results had revealed that emotional, interpersonal, intellectual, restraint
and theological strengths, yielded positive correlation (r) with resilience and related
6
factors. A hierarchical regression analysis showed that the character strengths comprising
of emotional, interpersonal, intellectual, restraint and theological strengths is accountable
for predicting 3 % of the variance in resilience. Among all the factors of character
strengths which had been mentioned in this research, emotional strength and strengths of
restrains were highly significant predictors of resilience (Martí, et al, 2017).
For a clear understanding the detail of Values in Action (VIA) Virtues is given
below:-
1. Wisdom and knowledge. According to Shogren et al. (2017) wisdom and
knowledge are cognitive strengths which encompasses the attainment and usage of
information. It comprises of creativity, curiosity, judgment, perspective and love of
learning. Creativity is the ability to think unique and in creative ways to do various
things. Curiosity is the ability to take notice of an ongoing experience very keenly.
Judgment is the ability to think things thoroughly and to examine it from all aspects;
further to be steady and not to jump to conclusions right away. Love of learning is the
ability to grasp new skills. Perspective is the ability to wisely advise to others entailing
means of seeing the ecosphere which make logic to thyself and others.
2. Courage . According to Shogren et al. courage is a sentimental asset
which includes the exercise of willpower to achieve goals despite exterior or inner
obstruction. It comprises of bravery, perseverance, honesty and zest. Bravery is the
ability to accept challenges, strain, or agony; communicating for what’s factual even if
there’s hostility; acting on persuasions even if spurned; embraces bodily courageousness
but is not limited to it only. Perseverance is the ability to conclude whatever one twitches;
staunching in a course of act in spite of difficulties; getting it out the door; inclination
towards finishing chores. Honesty is the ability to speak what is the truth nevertheless
largely presenting thy self in an appropriate and reasonable way and thus acting in an
honest manner; being without fabrication; moreover, taking accountability for one’s
feelings and actions. Zest is the capability to approach life with enthusiasm and vigor;
and to not doing things midway or reluctantly; living lifetime as an escapade; blooming
and activated.
3. Humanity. According to Shogren et al. humanity is an Interactive asset
that encompasses tending and helping others. It comprises of love, kindness and social
7
intelligence. Love is the ability for esteeming the near relations. Kindness is the ability
for doing and performing noble deeds for others, taking care and helping them out. Social
Intelligence is the ability for emotional intelligence. Being aware of the feelings of others
and oneself rationally.
4. Justice. According to Shogren et al. justice is the civic strength that
underlies prosperous communal and social life. It comprises of teamwork, fairness and
leadership. Teamwork is the ability for thriving as an affiliate of an assemblage or a
team; to be faithful to the group; doing one’s due part posed by the group. Fairness is the
ability for handling all individuals alike conferring to notions of fair-mindedness and
justice; not allowing feelings prejudice decisions about others; giving everyone a
reasonably rational chance. Leadership is the ability for inspiring a cluster of which one
is a fellow to get things completed and at the similar time sustain good relations within
the group; establishing collected activities.
5. Temperance. According to Shogren et al. Temperance is strength which
can safeguard against excess. It comprises of forgiveness, humility, prudence and self
regulation. Forgiveness is the ability for pardoning folks who have done erroneous;
accepting others’ inadequacies; letting people have a second chance; not being revengeful
Humility is the ability for authorizing one’s endeavors speak for themselves; not
regarding oneself as more exceptional than one is. Prudence is the ability for being
cautious about one’s choices; not taking unwarranted risks; not saying or doing things
that may be regretted later. Self regulation is the ability for regulating one’s feelings and
doings; being well organized; controlling one’s desire for food and sentiments.
6. Transcendence. According to Shogren et al. transcendence are unique
personality virtues that prosper connections to the world and give a purpose to one’s life.
It comprises of appreciation of beauty as well as excellence, gratitude, hope, humor and
spirituality. Appreciation of beauty and excellence is the ability for observing and
escalating splendor, brilliance, and skilled concert in several domains of life from nature
to art, mathematics and science. Gratitude is the ability for being mindful of and
appreciative for the good things that occur; taking stretch to say thanks. Hope is the
ability for expectant of the best in the upcoming and working to attain it; believing that a
good prospect is something that can be taken around. Humor. is the ability for liking to
8
giggle; bringing smiles to others faces; seeing the things from the light angle; making not
essentially telling jokes. Spirituality is the ability for having clear dogmas about the
greater purpose and meaning of the creation; knowing where one fits within the larger
scheme; to have beliefs about the meaning of life that shape behavior and deliver
coziness.
Positive psychology deals with rational health of positive kind. Conversely, it is
different from the more traditional and conventional form of psychology which only
deals with mental illnesses of negative kind. Positive psychology seems to discuss
Personal Resource synergies in one way or another. It can be seen attempting to define
mental health through the facets of personality, or more precisely personal resources
capacities (Fredrickson, 2011). It is when the prominently growing field of positive
psychology gained momentum only then the concept of Values in Action (VIA) of Park
et al. became very current for discussion purpose in psychology.
The ultimate rationale behind positive psychology is thus the study of optimal
personality functioning via exploration of personality strengths and which had later
became the underlying guiding principle for the field of positive psychology as well.
Positive psychology asks slightly different questions, such as what works for human
adaptation rather than what doesn’t work for man’s adaptation or what is right for this
person rather than what is wrong for or with this person. Out of the three sub domains of
positive psychology i.e. personal, individual and collective, it is the individual level
which tries to explore proposed factors in the form of strengths of personality, which
permit individuals and communities to flourish (Wang, Liu, Zou, Hao, & Wo, 2017).
Whereas, with the advancement of more and more researches in this field to understand
the factors and strengths of personality which enhance adaptability, it is found that they
function in the long term and accumulate in form of Personal Resource (Lopez & Synder,
2004; Park et al, 2004; Fredrickson, 2011; Parks-Leduc, Feldman, & Bardi, 2015;
Youssef-Morgan & Luthan, 2015; Vinje, Langeland, & Bull, 2017).
World Health Organization (WHO) definition seems to follows a more optimistic
approach. It seems to lay emphasis on the positive dimension of mental health
9
envisioning mental wellbeing as not merely the absence of mental disease however, the
manifestation of rather something positive in the personality. World Health Organization
(WHO) operationalized mental health as, “a state of complete physical, mental and social
wellbeing, and not merely the nonexistence of disease” (as cited in World Health
Organization, 2017). Research had demonstrated that various fundamental components of
Psychological Capital are related to wellbeing. Luthans et al. (2006) had also
operationally defined Psychological Capital (PsyCap) through virtues of hope, resilience,
optimism and self-efficacy. Vaillant (2012) stressed the requirement to outline mental
health in a customarily sensitive way. It is a necessity to empirically and longitudinally
authenticate criteria for mental strength with reference to prevailing culture. Slade (2010)
research findings have importance and utility for the mental health counselors. It had
given greater emphasis on promoting individual’s personality strengths in the course of
treating psychological illnesses. In his view, it is rationalized that for enhancing positive
mental health some positive individual’s traits like forgiveness, wisdom, altruism and
tolerance are to be given greater emphasis. Further, mental health may be seen as the
dominance of positive emotions and personality strengths may be seen as bounciness.
Thus, it is evident from the above discussion that Personal Resource is a
multidimensional phenomenon and different researchers are in an attempt to fill the gaps
in literature in order to define the concept of strengths of person’s personality. In his
research, the researcher tended to conceptualize mental strength as the existence of
manifold human métiers rather than the nonexistence of flaws.
One of the views is that positive sentiments are believed towards increasing
person’s functional adaptiveness as divergent to negative emotions. In cooperation,
constructive and destructive emotions are thought to work by broadening and constricting
the individual’s thought action behavioral loop and hence, the individual is likely to
perform those behaviors which are of importance for adaptivity for him.
One of the underlying principle discovered in the broaden and build theory of
positive emotions proposes, positive emotions of any person have the potential to
momentarily increase thought action repertoire, i.e. cognitive variables influencing
behavior is thus enhanced. This is beneficial in many ways for the person. One of the
10
benefits is adaptive in nature through building of resources within the personality for
future use. These resources range from physical, rational, communal to psychological
resources as well (Fredrickson, 2011). Positive feelings gets its significance by building
an array of resources in the long run including physical as of health, social as of building
positive relations with others, large friend’s circle, intellectual as of knowledge, decision
making, organization and psychological as of resilience, optimism, meaning in life that
can create rebound effect from future adversities. Luthans, Youssef-Morgan, and Avolio
(2015) after drawing from the broaden and build theory appraised the meditational role of
positive emotions in building and maintaining Personal Resource factors. This in turn
gets support by Avey’s (2014) research findings that Psychological Capital (PsyCap)
relates to positive emotions. Together, the higher order constructs comprising
Psychological Capital line up with the broaden and build theory of Fredrickson in
literature. Both, positive and negative emotions are thought to work by broadening and
constricting the individual’s thought-action-behavioral loop respectively and hence, the
individual is likely to perform those behaviors which are of adaptive nature.
Keeping akin to the research purpose, in Positive Organizational Behavior (POB)
the relationship between Personal Resource and positive affective state needs to be
scientifically explored. It is evident that the person’s positive affective state can be
demonstrated through his work engagement which could be a significant marker for
employee’s sustenance. The hypothesis i.e. Personal Resource relates positively to
positive affective states, gets support from a research findings that positive affectional
state may build Personal Resource capacity of self-efficacy, self-esteem and optimism
significantly (r = .23, p < .001helpful for the long run for goal achievement for
employee’s through their work engagement (Xanthopoulou, Bakker, Demerouti, &
Schaufeli, 2009). Hence, the role of personality factors in organizational behavior is
confirmed and validated through various researches. Therefore, it is needed that an
inventory centered on the philosophy of personality strengths be empirically developed.
Luthans and Youssef-Morgan (2017) refer hope, self-efficacy, optimism and
resilience as those psychological resources which ultimately get benefited via positivity
loop. The positive dimensionality of the variables of Psychological Capital (PsyCap)
11
trigger positive affective states of the person which in turn facilitates the broadening of
one’s thought action behavioral loop. The four mentioned constructs of Psychological
Capital (PsyCap) namely hope, self-Efficacy, optimism and resilience are accountable for
triggering positive appraisal of situations. For example, hope will promote generation of
multiple pursuits towards goal attainment; self-efficacy will promote intentionally
choosing of challenging goals based on positive self-appraisal; optimism promotes
viewing their chances of success as high and at last but not the least resilience promotes
recovery from setbacks. Together, these four constructs align with the broaden and build
theory as discussed and reference earlier. This notion also gets support from the findings
of another study. Similar findings were obtained showing that it had been revealed that
the positive emotions experienced by the person, finally build Personal Resource
repertoire over a period of time and thus increases individual adaptiveness to adversities
whereas contrary to this negative affect i.e. neuroticism leads to harmful behavior
(Soltaninejad, Fathi-Astiani, Khodabakhsh, Mirsharafoddini, Nikmorad, & Pilevarzadeh,
2014).
Broaden and build theory of positive emotions proposed that a psychological
resource repertoire of positive capacity is built over time under the influence of chronic
and overriding positive emotions as opposed to negative ones that can have rebound and
shielding effect from life misfortunes (Fredrickson, 2011). Thus, Psychological Capital
had role in marinating positive psychological growth and reducing tendency for crime.
Thus, the inventory of Personal Resource variable based on Luthans et al (2006) model
of higher order psychological construct will be investigated for relationship and
association with the precursors of crime’s such as depression and stress. The four core
elements of Psychological Capital (PsyCap) namely self-efficacy, hope, optimism and
resilience are theory based (Dirzyte, 2013; Yousaf-Morgan & Luthans, 2013; Youssef -
Morgan & Luthans, 2015) and have valid measurement and are thus, open to research
and development (Page & Donohue, 2004). Luthans and Youssef-Morgan (2017) stated
that the higher order constructs of Psychological Capital (PsyCap) are theory and
research based. Nearly, all of their articles discuss the importance of the need of research
within different cultures. Positive Psychological Capital is explored in the Quranic verses
through their content analytic study. It is found that the categories of (1) behavior
12
modification, (2) belief in divine help, (3) brotherhood, (4) bravery, (5) contentment, (6)
civility, (7) credibility, (8) encouragement of virtue, (9) emotional regulation, (10)
excellence, (11) forgiveness, (12) generosity, (13) gratitude, (14) honesty, (15)
hopefulness, (16) humility, (17) justice, (18) knowledge, (19) lawful spending, (20)
learning, (21) meaningfulness, (22) mindfulness, (23) moderation, (24) obedience, (25)
patience, (26) peace, (27) determination, (28) positivity, (29) prosperity, (30) repentance,
(31) Resilience, (32) reward, (33) self-actualization, (34) self-awareness, (35) self-
control, (36) sincerity, (37) social leadership, (38) truthfulness, (39) trust, and (40)
wisdom stands under the definition of positive Psychological Capital (PsyCap) owing to
their quality of contributing towards wellbeing and mental health of the person. Hence,
the construct is of relevance to our Asian society and particularly with reference to the
value system (Riaz & Summayya, 2015). The model of Psychological Capital (PsyCap)
including four 4 basic makers of hope, optimism, resilience and self-efficacy could be
extended to fit other psychological constructs as well. With Psychological Capital
Questionnaire (PsyCap Q) as an integral part; the new Compound Psychological Capital
(PsyCap) Scale 12 exhibits the factor structure of Psychological Capital (PsyCap) with a
very good model fit (Lorenz, Beer, Pütz, & Heinitz, 2016).
Positive Psychology requires classifying positive traits as it will be backbone to
continue with research. For this purpose the philosophical and religious traditions in
Confucianism, Taoism of China, Buddhism and Hinduism of South Asia, the Athenian,
Judaism, Christianity and Islam of the West are examined for moral behavior and good
life. Core virtues which recurred in nearly all traditions are courage, justice, humanity,
temperance, wisdom and transcendence. This provides a foundation of human strengths
and virtues for defining positive personality traits (Dahlsgaard, Peterson, & Seligman,
2005).
Al-Ghazali taught the golden rule of happiness and happiness core construct flows
in when human cherish higher faculties of reasoning and imagination than exercising
lower faculties of mere physical pleasures. Happiness also comes with self-knowledge.
Five behavioral pattern are indicative of mental health namely sense of responsibility,
13
self-confidence, goal orientedness, willpower and freedom and optimism (Musawi, S. R.,
Muttinaqi-Far, 2020).
Characteristics of the personality of Imam Husayn (a’) for determination of a
noble men are firm determination, firmness on the path of truth, valor and Forbearance.
These qualities are inherent to a flourishing personality and optimal functioning (Al-
Qurashi, 2020).
According to Imam Hasan al-Banna among the first thing a Muslim should be
concerned is oneself. A Muslim is recognized by ten strengths of personality which are
strong body, good character, cultured thought, able to earn a living, belief, correct sense
of worship, able to control his desires, be careful about the time, organized in his affairs
and beneficial to those around him (Diwan, 2019).
Hence, it can be concluded from the aforementioned discussion that
Psychological Capital (PsyCap) is evidence based, scientific and developable construct.
New positive psychological constructs are likely to be included for the sake of imminent
investigations. It is seen that additional illustrations akin to the construct of Psychological
Capital (PsyCap) due to positive notions as predicted by personal resource are related to
workplace performance (Schaufeli &Taris, 2014); psychological wellbeing (Luthan, et al,
2015) effective management practices and personality development Selvaraj & Bhat,
2018).
Definitional Issues of Personal Resource
Park et al. (2004) describe character strengths as “positive traits reflected in
affect, behavior and cognition of a person’s personality” (as cited in Niemiec, 2013, p. 2).
Many psychologists alternatively use term of Personal Resource as character strengths.
Different researches have used terminology of Character Strength for Psychological
Capital (PsyCap). It had also been the main focus of positive psychology research.
Character strength is synonymous to the facets of personality and human strengths for
optimal functioning (Hobfoll et al., 2003), factors for optimal human functioning
14
(Seligman, 2011), psychological resources (Fredrickson, 2011), positive self-evaluations
(Wang et al., 2017), and Psychological Capital (Luthans & Youssef-Morgan, 2017).
The mentioned researches highlighted in the literature refer in common to the
ideas of resiliency, perceived sense of being in charge of the situation and the ability to
positively evaluate capability to exercise abilities as and when deemed necessary to
enhance adaptability. Keeping in consideration that Personal Resource is associated to
resiliency and the ability of the person to effectively control and influence environment
(Schaufeli &Taris, 2014). Luthans et al. (2006) refer Psychological Capital (PsyCap) as
personal resource.
Inclusion criteria. Luthans, et al (2006) asserts that the construct to be a resource
or capital it must be with a positive focus; theory based and have a valid measure.
Luthans and Youssef -Morgan (2017) highlighted that there are several new
psychological resources which have the possibility of being included along with
Psychological Capital (PsyCap) and it is only through the research work that their
adequacy to best fit in the Psychological Capital (PsyCap) model could be determined.
Page and Donohue (2004) proposed that the model of Positive Psychological
Capital (PPC) encompassing the constructs of hope, optimism, resilience and self-
efficacy lends itself to further development and also allow the inclusion / addition of
other relevant constructs as they fulfill the inclusion criterion in the positive
Psychological Capital (PPC) model. Therefore, extensive literature review was done to
extend the concept of Personal Resource to other psychological constructs which showed
the potential to be included in Positive Psychological Capital (PPC) model.
A construct must be assessed for its’ possible inclusion in the model of positive
Psychological Capital (PPC) by comparing to the mentioned criterion. Likewise, for any
variable must meet the succeeding benchmarks in order to be incorporated into the
concept of Positive Psychological Capital (PPC).
The psychological construct and variable must be stranded in scheme and enquiry,
must have useable measurement, comparatively exclusive to the pitch of organizational
behavior, state like i.e., uncluttered to expansion as opposed to trait like and which are
15
thus comparatively permanent and they must have a positive influence on maintainable
concert. For any psychological construct to come upon the model of positive
Psychological Capital (PPC) model it must have the characteristics of being unique i.e.
must be of competitive advantage; be predominantly positive in its’ nature; be a
measurable concept; be a developable concept and be impactful (Luthans et. al., 2006).
16
Table 1.
Inclusion Criteria for Positive Psychological Capital (PCC) by Luthans et al. (2006)
Inclusion Criteria Description
Positive Focus Derived from positive psychology literature
Measurable Must be validly measurable
Developable Must be open to development
Impactful Must have a clear and noteworthy sway on enactment
Inimitable / unique Must give a potential source of competitive advantage in an
organization
Distinctive Must add value to the four (4) basic constructs of positive
Psychological Capital i.e. Hope, Optimism, Resilience and
Self efficacy
Note. Criteria for inclusion in PPC model using trust as an example. Reprinted [Adapted]
from Positive Psychological Capital. A preliminary exploration of the construct by Page
& Donohue (2004). Copyright (2004) by Department of Management Monash University
Business and Economics. Adapted with permission.
17
Psychological capital. Several researchers have studied effectively the variables
of self-efficacy, resilience, hope and optimism however; recent empirical findings had
supported the fact that the aforementioned psychological qualities are positive
psychological capacities which may contribute to a considerable extent singly or in
combination. Psychological Capital marks available personal Resources having extensive
theoretical and empirical support, valid and reliable measurement, malleable nature and
performance impact in the workplace settings (Luthans et al., 2017). Psychological
Capital (PsyCap) is analytically defined by Luthans, et al (2007) as, “an individual’s
positive psychological state of development that is characterized by (1) having
confidence (self-efficacy) to take on and put in the necessary effort to succeed at
challenging tasks; (2) making a positive attribution (optimism) about succeeding now and
in the future; (3) preserving towards goals and, when necessary, redirecting paths to goals
(hope) in order to succeed; and (4) when beset by problems and adversity, sustaining and
bouncing back and even beyond (resiliency) to attain success” (p. 334).
Psychological Capital had been widely studied in the organizational setup as it
had marked the potential for competitive edge through intervention strategies for the
employees benefit. Employees who are high in Psychological Capital are more self-
efficacious, resilient, hopeful and optimistic. This means that being self-efficacious the
employee make belief that they can confidently handle the assignments and impart their
knowledge via skills to the organizational work. Being resilient they can withstand any
adversity and do not turn off by the setbacks and obstacles faced during work; being
hopeful they have the goal directed energy through which they can strive their work
related goals and being optimistic they have positive and meaningful attitude towards
their job life. Thus, Psychological Capital (PsyCap) is proposed to have the ability to
promote one’s self into what one can become in the future through the development and
capitalization of what one already possesses. Being such a significant personal resource
the theory and its derivative Psychological Capital Construct may be culturally validated
through the systematic research methodology adopted specifically for this research
project. The present research is a step in the same direction as it tends to to develop and
validate an inventory by employing Psychological Capital virtues as proposed by Luthans
et al.
18
Personal Resource connotes different meanings for different psychologists,
theorists and researchers of social sciences. Personal Resource is described by Hobfoll,
Johnson, Ennis and Jackson (2003) as these facets of the personality that are in general
linked to resiliency and refer to one’s sense of being in charge of, and being able to
effectively influence environment. Personal Resource is seen as, “positive self-
evaluations that are linked to resiliency and refer to individual’s sense of their ability to
control and impact upon their environment successfully” (Wang et al., 2017, p. 3).
Similar elaboration is found in another explanation. Personal Resource refer in common
to the portrait of a person showing resiliency, perceived sense of being in charge of the
situation and the ability to positively evaluate capability to exercise his potentials and
abilities as and when deemed necessary to enhance his adaptability in a given situation
(Mastenbroek et. al. 2014). All theorists seem to refer the same characteristics when
defining Personal Resource. For a more detailed view the notions of adaptability be
understood. Thereof, the theorists are far more intelligent to identify the basic ingredients
of human personality for optimal functioning and divert the attention of the researchers to
a new prospect within the domain of positive psychology.
When summing up the above discussion, it is observed that for the construct of
Personal Resource different terms such as facets of personality and human strengths for
optimal functioning (Hobfoll et al., 2003); positive self-evaluations (Wang et al., 2017);
factors for optimal human functioning (Seligman, 2011); psychological resources
(Fredrickson, 2011) had been used in literature.
Therefore, the construct of Personal Resource as seen from the aforementioned
discussion deals with adaptability of the individual in its broader aspect and also deals
with the factors of personality in its narrower aspect which later on will become the
building blocks for rationalizing upon the construct. Below are some of the highlights of
different researches in which it is seen that there is an attempt by researchers to define
Personal Resource through Psychological Capital (PsyCap). The four constructs namely
hope, optimism, resilience and self-efficacy fulfill the inclusion criteria of PPC proposed
by Luthans et al. (2006). These form an integral part of empirically supported higher
order construct namely Psychological Capital (PsyCap) (Sipio, Falco, Kravina, & Carlo,
2012). Thereof, these constructs constitute the building blocks of personality strengths.
19
They need to be operationally defined and elaborated for research purpose in larger
detail.
Psychological Capital is operationally defined by Luthans et al (2006, p. 388) by
the defining components of hope, optimism, resilience and self-efficacy. Hope is defined
as “a positive motivational state based on an interactively derived sense of successful (a)
agency (goal directed energy) and (b) pathways (planning to meet different goals”. Self-
efficacy is defined as “the individual's conviction or confidence about his or her abilities
to mobilize the motivation, cognitive resources or courses of action needed to
successfully execute a specific task within a given context”. Resilience is defined as “the
capacity to rebound or bounce back from adversity, conflict, failure or even positive
events, progress and increased responsibility”. Optimism is defined as “a positive
explanatory style that attributes positive events to personal, permanent, and pervasive
causes and interprets negative events in terms of external, temporary and situation
specific causes. In contrast, a pessimistic explanatory style attributes positive events to
outside, temporary, and situation specific causes and adverse negative events to
individual, everlasting and pervasive ones”. In the subsequent section, inclusion criteria
for a variable into Psychological Capital (PsyCap) and Personal Resource is provided.
The researches conducted in this line are also presented as evidence. But, first the
definition for Personal Resource be presented for further understanding. Psychological
resource capacities of self-efficacy, resilience, hope and optimism turn out to be higher
order construct for Psychological Capital (PsyCap) and fulfill the inclusion criteria as
given by Luthans and Youssef Morgan.
Self efficacy as personal resource. Self efficacy is defined by Luthans, et al
(2007) as,”one’s conviction (or confidence) about his or her abilities to mobilize the
motivation, cognitive resources and courses of action needed to successfully execute a
specific task within a given context” (p. 328). It is stated by Luthans and Youssef Morgan
that of all the criteria meeting point of Positive Organizational behavior, the self-efficacy
is the best fit for all the criterion points. Thus, the development of self-efficacy can take
place in training intervention programs. Specifically, related to employees’ experience at
20
workplace, several factors of self-efficacy make it practically relevant to Positive
Organizational Behavior.
Hope as psychological resource. Hope is defined by Luthans and Youssef
Morgan as,” a positive motivational state that is based on an interactively derived sense
of successful (1) agency (goal directed energy) and (2) pathways (Planning to meet
goals)” (p. 330). Research supports the relevance of hope to the workplace and its
development through training interventions. Cross cultural application of hope and its
role in workplace settings is getting momentum.
Optimism as psychological resource. Optimism is defined by Luthans and
Youssef Morgan as,”an attributional style that explains positive events through personal,
permanent and pervasive causes and negative events through external, temporary, and
situation specific ones (p. 331). In particular, with reference to the inclusion of optimism
in Positive Organizational Behavior it’s relationship with work performance had been
supported through research. Optimism through learning of more effective goal setting
strategies could be developed and open to research field.
Resilience as psychological resource. Resilience is defined by Luthans and
Youssef Morgan as, “the capacity to rebound or bounce back from adversity, conflict,
failure, or even positive events, progress and increased responsibility” (p. 332). In
positive Psychology, from Positive Organizational Behavior perspective resilience is
quite learnable and could be developed in individuals through training programs. It is
viewed as a process rather than an outcome. As a process, resilience tends to build
effective coping mechanisms during the phase of adversity. In workplace settings
resilience tends to bring individual’s back to normal level of performance. In positive
psychology resilience is not limited to reactive capacity which is only expressed in times
of adversity, rather Positive Organizational resiliency incorporates proactive
dimensionality and allows adversities to be viewed as opportunities for learning.
Hope, self-efficacy, optimism and resilience are Personal Resource capacities
(Luthans et al., 2015) demonstrating positive correlation with stress coping (Rabenu &
Yaniv, 2017); enhanced positive mental health (Selvaraj & Bhat, 2018) good
organizational fit (Therasa & Vijayabanu, 2016; Zaman, Bibi, Mohammad, & Karim,
2017) and negative correlation with depression (Aliyev & Karakus, 2015).).
21
Theoretical Background
As with the shifting concept of focusing on the positive approach of personality
strengths within organizations, the field of psychology now had wide scope and
implications in the workplace settings. There is a broad agreement that for fully
functional individuals there must be a more balanced approach in psychology.
Developed by Luthans, et al (2006) the notion of Positive Organizational Behavior (POB)
is a response to the need of a proactive approach for incorporating personality’s strengths
thus, allowing room for applying positive psychology to organizational settings.
Psychological Capital had wide application in Positive Organizational Behavior (POB)
(Luthans et al., 2017). Positive Organizational Behavior (POB) is defined as, “the study
and application of positively oriented human resource strengths and psychological
capacities that can be measured, developed, and effectively managed for performance
improvement in today’s workplace” (Luthans, et al. 2007, p. 327). Essentially, the present
research began with an aim to develop an inventory within the framework of Positive
Organizational Behavior (POB) that would integrate defining characteristics of the
strengths of personality which are more culturally relevant. To the best of our knowledge
there is no fully accomplished attempt to develop and validate Psychological Capital and
to integrate the variables of psychological abilities and capacities to it.
According to the theory of Psychological Capital (PsyCap) self-efficacy,
resilience, optimism and hope are those psychological resource human capacities which
exert remarkable effect on the employee’s behavior together in conjoint fashion rather
separately they are limited in their effect. Regarding the application of positive
psychology at workplace, Positive Organizational Behavior (POB) emphasizes those
components of employee’s behavior encompassing job satisfaction, job performance,
organizational citizenship and intrinsic motivation etc. for the research intent (Luthans et
al., 2007). In order to generate positive thinking in workplace settings there is a need to
inculcate positive approaches to Organizational Behavior (OB) (Liu, Xu, Wu, Yang, &
Wang, 2015). As the progress goes on, this higher order construct of Psychological
Capital had gained focus and attention in various other life domains like anxiety,
22
depression, wellbeing, substance use, violence tendency, work performance, job
satisfaction, bully behavior, satisfaction with life and meaningful coping (Bhat, 2017).
Another imperative facet which justifies the worth of the proposed model for the
research study pertains to its comprehensiveness as per the choice of the variables. This
proposed theory incorporates the subjective probability of personality strengths and the
organizational probability of work related behaviors. From the analysis level, the working
ideal presents amalgamate of personal variables of Psychological Capital and
organizational variables of job related stress. With this purpose, the subsequent model
have been explained further in larger detail to gauge the construct of Personal Resource
from researcher’s point of view. As the research and development progressed in the field
of psychology, the chief concern raised by the psychologist’s was that the field over-
emphasized the negative aspects at the cost of positive.
A study on the intervention techniques for wellbeing and depression in an internet
based randomized placebo controlled study had proved to be revolutionary. The research
aimed to find out the impact of gratitude visit, three good things and character strength
interventions and further a placebo control group for their potential in enhancing
wellbeing and alleviating depression. It concluded that happiness could be enhanced
through strength based interventions only (Gander, Proyer, Ruch, & Wyss, 2013). Still
another research had related the personality traits with how people cope with stress
particularly stress caused by factors related to job. The research by Harzer and Ruch
(2015) focuses on character strengths as personality traits to study how individuals’ cope
with life adversities. The basic assumption was that in the sample representing various
occupations the character strengths correlate with coping and buffer the effects of work
related stress on job satisfaction. The findings of the research suggested that character
strengths are trainable personal resources in order to improve coping with work related
stress and also to decrease the negative effects of stress. The findings of the research are
significant and imperative for providing evidence for the role of personality variables in
coping with work related stress.
Specifically, talking with reference to Psychological Capital it had been seen that
it is widely studied on the sample of employees and their work related stress. Their unit
of analysis had been the relationship of Psychological Capital and several professional
23
behaviors, their performance and job related work stress. A great effort had been done for
reviewing the literature which existed on Psychological Capital with the objective of
developing an agenda for its future research. The study results provided a roadmap for
the scholars to progress the development of the field. Measurement invariance of the
Psychological Capital across cultures of Brazil, China, Germany, Italy, Mexico, Poland,
South Africa, Sweden, Turkey, United States and United Kingdom on 56,363 employees
indorse the second order factor structure for the Psychological Capital in all National
Cultures of the world (Newman, Ucbasaran, Zhu, & Hirst, 2014). This was confirmed by
a study done by Ashraf and Khan (2017). It had been demonstrated that the items of
Psychological Capital Questionnaire (PCQ) were internally consistent in Pakistani culture
and all the items had positive moderate correlations with the full Psychological Capital
Scale showing it to be a valid and reliable measure to be studied in Pakistani culture. For
the selection, development and management of human resource potential, a positive
approach had been emphasized. Psychological Capital constitutes an imperative variable
to be capitalized upon by various institutions and organizations. Strengths in positive
psychology’s scope are researched upon by the researchers as measurable constructs.
Their function is to render optimal functioning of the person in environment to maximize
adaptation.
It had been quite a recent advancement that positive psychology focuses on
human strengths for optimal functioning for defining mental health (Hobfoll et al., 2003;
Mastenbroek, et al., 2014; Wang, et al., 2017). The field of positive psychology seems to
address mental healthiness through the notion of strengths of personality more vigorously
through research, seminars and workshops. It highlights in its scope that psychology’s old
fashioned approach is to focus on mental illness and dysfunction of people yet the turf of
positive psychology have the potential to focus on the person’s personality strengths
which may ultimately empower an individual to flourish. It is seen that mental health
could be understood only by unlocking the mysteries of psychological repertoire.
Optimism affects general levels of mental health in individuals (Malik, 2013);
Psychological Capital brings happiness through the path of success (Bayramoglu &
Sahin, 2015); positive state is momentary as opposed to state like factors such as
resiliency, hope, optimism and self-efficacy which are flexible as compared to trait like
24
factors and these have a relation to work happiness (Wang et al., 2017). It is seen in light
of the above mentioned literature that PCC criterion fulfilling constructs could correlate
significantly with the variables of interest within Organizational Behavior (POB) and a
new dimensionality for future researchers is possible.
Researches have discussed the contribution of Personal Resource in job demand
model. According to Tastan (2016) Psychological Capital (PsyCap) could be defined
exclusively with resource capacities of hope, resilience, optimism and self-efficacy.
Hope, the first resource capacity is a positive motivational condition that is centered on
collaborative effect of agency and pathways. Agency means goal directed energy
confined within a person and pathways means planning to meet the goals. Optimism, the
second positive resource capacity is the ability to relate adverse events as exterior,
unstable and specific. Likewise, could be inferred from a likewise explanation such as
this event is not my fault, it have occurred this time only and it could be this single event
solely. While pessimists on the other hand, deduce the events as internal, steady and
global. It could be inferred from a likewise explanation such as this event is altogether
my fault, will occur every time and it could happen to me again in future. Resilience, the
third positive resource capacity is defined as the talent to positively handle and adapt
during risk and adversity. Self-efficacy, the fourth positive resource capacity is defined
as self-evaluation of one’s aptitude to magnificently implement actions which are
necessary to reach the desired outcomes. Psychological Capital (PsyCap) tends to ooze
out as a problem focused coping strategy for job searchers. It helps the unemployed to
use numerous proactive strategies for searching a suitable job with a belief that they keep
the right means to be reemployed. Results of one of the study showed that Psychological
Capital (PsyCap) as a coping strategy is related to person’s perceived future
employability. Unemployed workers with advanced echelons of Psychological Capital
(PsyCap) tends to perceive themselves as more employable which helps to keep them
motivated to constantly look for the professional opportunities (Chen & Lim, 2012). The
Park et al. (2004) research results showed that Psychological Capital (PsyCap) found in
the unemployed equals transcendence incumbent in the hope virtue of Values in Action
(VIA) Classification. It keeps unemployed motivated to search according to their
capabilities and abilities for the right job.
25
Measures of Personal Resource Variable
Psychological capital questionnaire (PCQ). Psychological Capital
Questionnaire is an introspective self-report questionnaire. It measures the dimensions of
self efficacy, resilience, hope and optimism. It has 24 items and six items measuring each
dimension. The four factors make up a resource which is of core value to Psychological
Capital. Its application is wide and formally in organizational settings. Correlational
study between Big Five Personality Inventory and Psychological Capital showed a
moderate positive correlation with extraversion, openness and conscientious whereas, a
negative correlation with neuroticism and no correlation with agreeableness (Lorenz et
al., 2016).
Character Strength Rating Form (CSRF). Ruch, Martinez-Marti, Proyer and
Harzer (2014) research results findings suggest that Character Strength Rating Form
(CSRF) is a 24 item valid instrument for measuring positively valued traits which are
mostly related to positive life’s outcome. It had significant and acceptable correlation
coefficient with Values in Action Inventory of Strengths (VIA-IS) based on the
professional outcome of Park et al, (2004) in the field of Character strengths.
Relationship between Psychological Capital and Personal Resource
In the present research, it had been found that Personal Resource is a significant
correlate of various other variables. This is of importance and it would help to establish
the construct validity of the variable under investigation. For translating it into practical
purpose, this research will seek support for the link between the variable in investigation
and variables of mental health, depression and workplace stress. Detail is provided
subsequently. Hypotheses based on literature review are postulated .Hypotheses was
statistically analyzed and their explanation was sought. Detail of which is also provided.
Positive Psychological Capital (PPC) emphasizes that personality strengths and
psychological resource entities can be comprehended as Personal Resource for their
capability to increase personals victory within a stimulating and unclear work milieu
(Rabenu & Yaniv, 2017). Positive psychological capacities may come out to be a
Personal Resource as they bear potential to enhance work engagement of the employees.
26
An organization in order to produce more productive employees needs to work on these
psychological capacities. One of the outcomes of enhancing psychological capacities of
hope, resilience, optimism and self-efficacy is reduced cynicism, stress and anxiety
(Rabenu & Yaniv, 2017). This is in line to the research findings of Xanthopoulou et al.
(2009) whose results demonstrated that various occupational resources and Personal
Resource are in reciprocal relationship to each other hence resources evolve in caravans.
It means that existence of one resource may bring another resource in future. One of the
study result showed that occupational resources of professional autonomy and perceived
opportunities for professional development were in reciprocal relationship to Personal
Resource of self-efficacy, self-esteem and Optimism with accountability of 16 %
variance in job resources and 14 % variance in Personal Resource. Hence, the notion of
probability of resource interdependence given by the aforementioned discussion
conservation of resource theory had been established by some of the study results.
Relating to the purpose of the present research it could be concluded that those
psychological constructs which may trek together, exert their conjoint effects.
This is also in accordance to the Hobfoll et al. (2003) conception of resource
Caravans. They explained that different resources tend to aggregate and sustain each
other. He introduces the term of Caravans or resource passageways. They proposed that
for organizational managers to work on one Personal Resource they should foster the
other Personal Resources (PR) as well which could be potential markers for that
particular Personal Resource. This gets support from the research finding that hardiness,
self-efficacy and social support are the resource caravans which may lead to resilience
(Chen, Westman, & Hobfall, 2015).
According to Conservation of resource theory, deficit of any one resource at a
particular moment may lead to defensive attempt to conserve the left behind resources.
This is rather a proactive strategy. Resources tend to conserve the mental health of
psychologically healthy individuals. Such individuals show the ability to substitute one
resource for another to attain the same goal. The researchers have highlighted the
common outcome of Psychological Capital (PsyCap) and conservation of resource (COR)
to be work engagement. Thus, they are of the opinion that Psychological Capital
27
(PsyCap) is a Personal Resource which is likely to build various resources over the period
likewise to the conservation of resource theory. Wang et al. (2017) explained
Psychological Capital (PsyCap) as Personal Resource strength and stated that
Psychological Capital (PsyCap) is a most effective Personal Resource in enhancing work
engagement as it directly helps to reduce the burnout effects in nurses who are
performing a very demanding and tiring professional obligations. As seen in the
mentioned researches, it is seen when Human Resource (HR) Managers wanted to
enhance work engagement of employees, it was found that the Psychological Capital
(PsyCap) was influencing the capacity of employees to engage with the work quite
effectively. In other words, personality strengths acting as psychological capacities have
the potential to deploy against each other as a substitute. By providing intervention akin
to Psychological Capital (PsyCap) it is found that the person’s social adaptability by
positively coping could be enhanced. The Psychological Capital could be regarded as a
Personal Resource as it is seen to be a protective factor against psychological distress and
depressive symptoms (Zhou, Peng, Wang, Chen, Ye, Deng, Yan, & Liao, 2017).
Correlates of Personal Resource
Personal resource and psychological wellbeing. It is better to enhance
individual’s personality strengths rather than to treat illnesses alone (Slade, 2010). Hence,
personality strengths play an important role in enhancing one’s overall psychological
wellbeing. It’s practical implications in clinical division lies for the health counselors and
the clinical psychologists who are struggling along with the ill person with a sense of
duty to cure and aid the person in the process of treatment. By working through
identification and fully understanding the personality strengths of the ill person the
counselor is infact making the client independent for coping up the illness in future. The
client is able to thrive with the illness by providing an alternative to the illness within
himself. Also it is of more education for the client that his own personality strengths have
the potential to safeguard him against diseases. Hence, by keeping in view the importance
of the subject matter the objective of this research was to develop a culturally sensitive
inventory with psychometrically sound factor solution. Moreover, by virtue of the
28
research methodology followed it was open to encompass those variables as well which
fulfill the criterion for annexation in the prototypical Model of PCC.
Research is suggestive that higher order construct of Psychological Capital
(PsyCap) in school children had the potential to enhance their mental health (Selvaraj &
Bhat, 2018). Likewise, the research findings demonstrated that the idea of improving
psychological wellbeing of the individuals is more practical by targeting the unique
Personal Resource capacity through an intervention program. It could bring more useful
and fast track results as well. For example, it was found that the psychological wellbeing
of the person was more associated with happiness incumbent in the list of virtues of
character strengths. It was further confirmed that Psychological wellbeing was related in
general to the character strengths. Happiness virtue comprising of hope, zest, gratitude,
curiosity and love are more related to psychological wellbeing of (Hausler, Strecker,
Huber, Brenner, Hoge, & Hofer, 2017).
Literature review of the latest researches showed that quite a number of
researchers adopt an empirically testifiable model of personality strengths thus,
incorporating Psychological Capital / Personal Resource in order to investigate the
wellbeing of the employed workers. The level of Psychological Capital (PsyCap)
becomes the estimate of person’s overall psychological strength and hence, determines
employees’ overall organization fitness (Therasa &Vijayabanu, 2016). By 1889, US
Army soldiers established interesting findings that those soldiers who were high in
Psychological Strength profile in preemployments i.e. before joining the Army had
reported less mental health problems in postemployment i.e. after joining the institution.
Nationally, Abbas and Raja (2015) findings revealed that individuals who were found
high in Psychological Capital had reported lesser job stress (Krasikova, Lester, & Harms,
2015). These findings suggest that Psychological Capital (PsyCap) invariably relates to
workplace performance and job stress. Therefore, after getting support from literature
review in this study a hypothesis regarding the relationship between Personal Resource
and workplace stress was formulated (see Chapter 3).
Personal resource and depression. Depression is sadness and in addition to it
persistent experience of indecisiveness, feelings of worthlessness, hopelessness and
thoughts of self-harm. People with low self-esteem, who are easily overwhelmed with
29
stress and are pessimistic by nature, are more likely to experience depression (World
Health Organization, 2017). General Strain theory by Agnew (1992) highlights that
stressors trigger adverse emotions such as anger, frustration and depression in the
absence of appropriate coping. Subsequently, a resort for the stressed and emotionally
desperate person could be committing a crime (Furukawa, 2015). Furukawa research
statistics showed that the occurrence of violent crimes increase up to 3.7 % in men and
0.5 % in females after the diagnosis of depression. Adolescents who underwent
depression had higher chances of engaging in crime and the estimated loss is about 219
million dollars annually.
Findings showed that Psychological Capital (PsyCap) had significant negative
relationship with depression in Pakistani sample. In students for the sake of reducing
their violent tendencies it is necessary to reduce the student’s negative feelings such as
anxiety, stress and burnout effects. Further as an alternative strategy, it is necessary to
enhance Psychological Capital through the intervention programs. The study results
confirmed the fact that it is highly important to strengthen student’s Psychological
Capital in order to reduce their violence tendencies. Students with higher levels of
Psychological Capital (PsyCap) were more resilient, hopeful, optimistic, self-efficacious
and less susceptible to negative feelings of anxiety and burnout. Thereof, the students
with higher Psychological Capital were found less stressed and depressed. The prevalent
scenario curtails burden of psychological stress due to geographical terrorism and its
detrimental effects on our country. Thereof, it is of significance to investigate those
personality factors which safeguard against effects of stress caused by fear. Findings
support the link between terrorism and its exhaustive effects on mental health. It is found
that there is a significant association between the nous of terrorism and psychiatric
morbidity in Pakistani sampleAlthough people of Pakistan are sufferers in terms of being
victims and also carry the agony of its label as they tend to be part of the unabridged
scenario. It is uniquely proclaimed that individual’s with sound mental health definitely
be possessed with some sort of personality strengths which had shielded and safeguarded
them against getting depressed and psychologically ill in stressful milieu (Aliyev &
Karakus, 2015).
30
Personal resource and workplace stress. Stress is a form of over stimulated,
overwrought, incapable to relax, touchy, without difficulty upsets, irritable, easily
startled, nervy, jumpy, fidgety, and intolerant of interruption or delay. Stress is an
uncomfortable emotional experience of a person accompanied by predictable behavioral
changes (Levibond &Levibond, 1995). Stress is hence, a state in which there is a
noticeable incongruity between the strains made on an organism and the organism's
competency to reply to these demands. (Shafaghat, Zarchi, & Kavosi, 2018).
It is obvious and known to the health practitioners that globally unhealthy chronic
stress management is a major contributor of depression and psychological illnesses. In
addition, researches had revealed a link between stress of acute and chronic nature with
substance abuse (American Psychological Association, 2017). The key point is that stress
affects health of the person depending upon the individual’s psychosocial resources
(Schneiderman, Ironson, & Siegel, 2016). Stress would produce noticeable symptoms of
fatigue, depression, inability to concentrate, irritability, anxiety, regression, arousal and
impulsive behavior in Pakistani sample (Nathawat & Meenal, 2014). In Pakistan more
statistics for suicide is reported each year and violence is on surge in society over past
five years. There is seen high prevalence of depression and stress in refugees residing in
Pakistan. There remains a need to employ a working strategy to safeguard individuals
against detrimental effects of stress and reduce tendency of crime. In organizational
setting, research findings of a study is suggestive that stress had revealed to be the chief
cause of decrease in employee’s commitment within organizational setup (Bhatti, Bhatti,
Akram, Hashim, & Akram, 2016).
When addressing the topic of stress and its’ detrimental effects the researchers
attempt to focus on the personality aspects in order to find an answer to the problem. The
answer to the problem suggests that something resides in the person which had played a
significant role in safeguarding him from experiencing stress and it’s related disorders
and deviant behaviors. This study tries to find out an association between variable of
Personal Resource and workplace stress.
When to look for the role played by personality strengths in combating stress, it is
noted to be an inner alteration in light of the reality of the stressful events, and their
assigned meaning. Here is where philosophers had admitted the role of strengths of ones’
31
personality in making adjustments after encountering stressor. The eminent philosophers
had discussed the role of ones’ personality traits or state like traits in a way that under
stress of a sundry nature and force, one may undergo responses including degree of
dependence on personal self-convictions, credence, greater aptitude to admit the agony
and suffering, realization of one's defenselessness, consciousness of the ultimate Creator,
confidence on entreaty, introspection and increased sagacity of resolution in life (Troy &
Mauss, 2017). Successful stress coping entails a number of personality factors. Some are
individuals’ perception of stress, sufferings of ones’ life, personal skillfulness, capability
in solving the problem, pronouncement in personal assurance and belief in God.
The relevance of Personal Resource mainly derives from its openness to
development in organizational settings. This offers revenue for interventions for the
employees of the organizations for their capacity building. These interventions becomes
cost effective and helps to enhance wellbeing of the employees’ (Luthans & Youssef-
Morgan, 2017). Personal Resources provides a reservoir of potentials to an engaged
employee i.e. who you are in terms of. self-efficacy, hope, resilience and optimism just
like economic capital. whatever you have in terms of finances and assets. Social capital
entails who you know in terms of relations and networks. Per se, the positive inherent
quality has connections to better quality health, inspiration, obligation and recital. Thus, it
has hypothetically wide range importance in organizational behavior (Caza & Cameron,
2013). It is seen that Personal Resource is remarkably related to employees on job
performance i.e. workplace fulfillment, and their commitment to the organization
(Luthans et al., 2015). This is in line to the study results providing evidence that by
increase in Psychological Capital (PsyCap), a decrease in counterproductive behaviors
such as deviance, abusiveness, inefficiency and turnover is seen in sample of Peshawar
city, Pakistan (Zaman et al., 2017).
For the sake to make the concept more cultured to scientific field, Luthans
proposed a model of positive logistic behavior. Notion of Positive Organizational
Behavior (POB) is the study and application of positively oriented personality resource
strengths and psychological capacities which could be measured and developed for
performance improvement in workplace settings (Luthans & Youssef-Morgan, 2017).
32
Positive Psychology in organizational setting have mainly to do with the strength based
approach to workplace setting. With the discovery of this many researchers have tried to
establish the significance of this construct for workplace setting through empirical
evidence. Three (3) models to positivity in workplace settings have been evident. These
include Positive Organizational Behavior (POB) (Luthans, 2002), Positive Organizational
Scholarship (POS) (Caza & Cameron, 2013) and a more recent approach of
Psychological Capital (PsyCap) (Luthans et al., 2007; Luthans & Youssef-Morgan,
2017).
Research calls to study positive phenomenon within organizations under the scope
of Positive Organizational Scholarship (POS). Positive is meant something for
flourishing; organizational is meant for workplace settings and scholarship is meant for
theoretical and empirical up keeping for studying something positive in workplace
settings. The empirically testifiable precursor of Positive Organizational Scholarship
(POS) is Positive Organizational Behavior (POB) and Psychological Capital. Whereas,
Psychological Capital (PsyCap) proposes an individual’s personality strength based
approach open to research. In this connection, positive psychologists had also studied
different virtues of personality. Constructs of gratitude, responsibility, self-efficacy,
Meaning in Life (MiL) with other social constructs of work productivity, life satisfaction,
leadership and desirable organizational behaviors had been correlated (Caza & Cameron,
2013).
Positive Organizational Behavior (POB) (Luthans, 2002; Luthans & Youssef-
Morgan, 2017) and it’s derivative Psychological Capital (PsyCap) (Luthans et al., 2006;
Luthans et al., 2007; Luthans et al., 2017) had been largely drawn from the theory and
investigation in Positive Psychology (Seligman, 2011; Park et al., 2004) and successfully
applied to workplace settings (Luthans et al., 2015; Luthans et al., 2017). In the scope of
Positive Organizational Behavior (POB) constructs of hope, resilience, optimism and self
efficacy belonging to the higher order (Sipio et al., 2012) theory based variable of
Psychological Capital (PsyCap) (Luthans et al., 2006; Luthans et al., 2007; Luthans et al.,
2015; Luthans et al., 2015; Luthans et al, 2017) is the focus of this study.
33
Therefore, this study tends to include constructs which fulfill the inclusion
criterion for Positive Psychological Capital with the hope of extending the concept. Yet
final decision will be based on the obtained factor solution and will be reviewed in the
light of literature review.
The introduction and review of literature had helped the researcher to build upon
the rationale of the present research. Topic under investigation is of significance for
Pakistani population.
Positive Psychology Research in Pakistan
Nationally, few of the researches have highlighted the importance of exploring
Psychological Capital (PsyCap. Many of the researches have used English version of the
scale of Psychological Capital. Keeping in view the field of researches in Pakistan the
portfolio of the researches chiefly remains to be the workplace and sample were of the
employees. These researches states implication which could be helpful for the
organizations i.e educational institutes, private and public sector departments etc.
An important study’s results which is also quite latest, in the field of
Organizational psychology had demonstrated that Psychological Capital moderates the
connection between positive legislative support and organizational citizenship behavior
which means that employee’s with high Psychological Capital (PsyCap) neutralizes the
effect of environmental detriments and engage in those behaviors which may benefit the
organization in its’ true sense. One of the study’s results in Pakistan demonstrated that
Psychological Capital (PsyCap) is a significant predicator of work centrality and hence
organizations should contribute positively towards building employee’s Psychological
Capital (PsyCap) (Anjum, Ahmed, & Karim, 2014).
Keeping in view the above national level study results thus the importance of
Psychological Capital (PsyCap) is emerging within Pakistan with a need to better
understand those factors that contribute to employee’s success and as well as contribute
to the individual’s wellbeing. It had been seen that these mentioned researches have used
an internationally developed twenty four item questionnaire of Psychological Capital
(PsyCap) by Luthans et al. (2007).
34
Presently, the present research was designed in such a way to develop and
validate a self-report measure of personality strengths based on the theoretical model of
Luthan’s et al. of Personal Resource as there was felt a need for a sound indigenize
measure for future use which is deemed necessary in Pakistani culture and may be also
very close to the indigenous concept of positive personality characteristics in Pakistani
sample and be theory based too so that the indigenous measure should be construct
validated instrument for future usage. This self-report measure of Personal Resource will
be in Urdu language. Personal Resource Inventory (PRI) is based on the extensive
literature review of personality strengths and the model of Psychological Capital
(PsyCap) proposed by Luthans, Avey, Avolio, Norman and Combs (2006). In the
subsequent section, there is an attempt to operationally define Personal Resource variable
in the light of emerging domain of positive psychology researches which emphasizes on
optimum functioning, character strengths, and Psychological Capital (Psychological
Capital (PsyCap) (Luthans, et al., 2006) as its valuable constructs. The literature review
on the aforementioned positive psychology’s constructs is given subsequently for
elaboration purpose. But, first the theoretical framework for this research work is given.
The theoretical framework on the Personal Resource encompasses the Positive
Organizational Behavior theory (POB) by Luthans et al. (2007) which focuses on human
personality strengths and it’s resources for developing organizational strength based
model for better performing employee’s of the organization. This is precisely very much
in accordance to the notion of the arena of positive psychology as described earlier in
introduction section.
In connection to the aforementioned development on the construct of
Psychological capacities in Pakistan, the present research is an attempt to develop and
validate a scale which operationalizes the positive psychological capacities based on the
working model of Luthan et al. as well as show adequate psychometric properties for the
sample.
35
Rationale of the Present Study
Relatively a new research topic in Pakistan in the field of positive Psychology. By
working on the positive dimensions of personality the practitioners could be proactive to
work on the personality dimension which plays vital role in human flourishing. This
study is unique in its’ kind as it identifies positive personality strengths in Organizational
framework. No such research on this topic had been conducted in Pakistani culture up to
my knowledge. Therefore, psychological variables of positive nature are still to be looked
for within Pakistani context. In contrast in culturally shared countries a rapid portfolio of
research exists on Personal Resource variable (Zaman et al., 2017). Therefore, this
research will bring advancement and will guide a line of action for the upcoming
researchers to study such an important variable in Pakistan. Further implications are to
mention strategies to make use of positive psychology in Pakistan.
With the advent of 21st century, this generation had witnessed an edgy time with
respect to maneuvers of joy and happiness. It is here where the interplay of positive and
negative dispositional character traits creates differences between the fully flourishing
and not flourishing. By working on the positive dimensions of personality we can be pre
preemptive and proactive to the personality issues which are playing vital role in human
flourishing. Hence, the scope of this research is relatively quiet broad and to bring forth
the idea of measurement of positive personality strengths in order to gauge something
more positive than negative. In today’s scenario where human is facing disparaging
conditions of life versus death fluctuations in food, education, economic and health it is
evident that the sustainers may be conferred with something positive in their personalities
which make lives worthy of .living. It had been preliminarily assumed that if Personal
Resource is found allied with psychological wellbeing and counteracting stress, the
implication that it may provide will be a great, comprehensive and systematic for Human
resource managers, health practitioners and educationists. Therefore like any other capital
i.e. social and intellectual, these tend to be the “human resources which care very much
developable through intervention programs and training sessions” (Luthans et al., 2006,
p. 388). The four constructs which are already discussed in detail, “when combined as
higher Order Constructs have synergistic effect and predicts performance and
36
satisfaction better than any of the individual strengths that make it up” (Luthans, et al.
2006, p. 388).
In Pakistan ample researches have been conducted on the construct of mental
illnesses, stress, depression, and workplace stressors until now, but, researches in
progress are found on the construct of Personal Resource and its dynamics. Organizations
are now more focused on providing trainings to their employees’ and Personal Resource
provides the framework for their training sessions. So it had helped to cut short the
wastage of the money and time spent on training workshops as the training workshops
become more targeted, result oriented and full of objectivity.
The development and validation of the inventory will add to the growing expertise
in the domain of positive psychology. Also newly constructed questionnaire will fill the
void present in the arena of positive psychology research within Pakistan. Moreover,
Urdu language will make the inventory more culture specific.
Research Design
To achieve the stated objectives the study 1 will be carried out in two phases.
Phase I will comprise of content domain specification and item pool generation and its’
finale will be finalization of an inventory for further analysis. Phase II will comprise of
item analysis, factorial and reliability analysis and its’ finale will be item reduction and
establishment of psychometric properties of the indigenous Personal Resource Inventory.
Further, to achieve the stated objectives the study 2 will be carried out. This study
comprises of construct validation including convergent, divergent and con-current
validity of the inventory.
In sum, the present research will be cross-sectional and exploratory in its nature.
Study 1 will be designed to systematically generate items for the given content domain
specification. Later steps will be carried out to refine the items of the pool including item
reduction through item analysis, factor solution and psychometric analysis of the
inventory. Study 2 will help to establish construct validity of the inventory. Construct
37
validity studies for the stated hypotheses, including convergent validity, divergent /
discriminant validity and con-current validity will be established. Finally, gender
difference will be seen through t - test on the variable of Personal Resource Inventory in
the sample. The present study results’ will be supported by literature review done akin to
the variable of Personal Resource and its relationship with other variables of interest.
38
Chapter 2
Study 1: Development and Psychometric Assessment
of Personal Resource Inventory
Aim and Objectives of Study 1
The aim of study 1 of the present research was development and psychometric
assessment of Personal Resource Inventory. The objectives of study 1 were:-
1. Development of Personal Resource Inventory.
2. Psychometric assessment of Personal Resource Inventory.
Method
The steps carried out to accomplish the aforementioned objectives of study 1
followed Slavec and Drnovsek (2012) framework of scale development in Social
Sciences.
1. Development of the inventory involved content domain specification, item
pool generation, literature review, focus group discussions and item
reduction.
2. Psychometric assessment of the inventory involved reliability analysis
Steps for scale development. Slavec and Drnovsek (2012) had critically assessed
the methodology adopted for scale development of one hundred and ninety seven (197)
research papers which had been cited in the two top ranked journals of Journal of
Business Venturing and Entrepreneurship Theory and Practice during the period of 2009
and 2010. Through this review they were able to suggest a very comprehensive
framework for scale development for the researchers. It comprises of three phases. Based
on the works carried out for scale development by the Carmines and Zeller (1979),
Churchill (1979), Pedhazur and Pedhazur Schmelkin (1991), Nunnally and Bernstein
(1994), Bagozzi and Edwards (1998), DeVellis (2003) and Netemeyer (2003) it is stated
39
that, “the scale development process comprises of three phases namely the theoretical
importance and existence of the construct, representativeness and appropriateness of data
collection and statistical analysis and as evidence for the construct” (as cited in Slavec
and Drnovsek, 2012, p. 43).
The steps which provided the guideline for the present study were comprehensive
and all inclusive. Following steps confers to the modus operandi of scale development as
laid down by Slavec and Drnosvek (2012) Steps are as follows:-
Step 1 Content domain specification,
Step 2 Item pool generation,
Step 3 Questionnaire development and evaluation through literature review, focus
group discussions and expert review (in part to content validity
assessment),
Step 4 Item reduction and dimensionality assessment through factor
analysis (in part to construct validity assessment) &
Step 5 Reliability assessments,
Step 6 Construct validity (convergent, divergent and concurrent validity).
Keeping in view, of the above mentioned framework for scale development and
also by taking into account other relevant sources of literature on scale development a
reasonable methodology for developing an inventory was carried out for the present
study. Extensive literature review provided evidence regarding the theoretical foundation
of the variable. Focus group discussions helped to indigenously extend the available
literature based knowledge regarding the variable under study. Deductive approach is
useful in creating a quality research instrument especially in those cases where theoretical
foundation for the construct already exists (Anastasi & Urbina, 2003; Slavec &
Drnovsek, 2012; Barry, Chaney, & Piazza-Gardner, 2013).
Study was carried out in two phases. Phase I comprised of content domain
specification, item pool generation and questionnaire development and evaluation.
whereas, phase II comprised of item reduction, dimensionality and reliability assessment
40
as mentioned in Slavec and Drnovsek (2012) model. In the subsequent section the two
phases are discussed in detail.
Phase I: Content domain specification, item pool generation, questionnaire
development and evaluation. Based on the framework of Slavec and Drnovsek (2012),
the content domain for the study construct was done. The content domain specification
helped the researcher to explore the underlying conceptual model for the variable under
study. Afterwards, the research variable was operationally defined by using relevant
theoretical model (Luthans, et al (2007) and consulting relevant definitional issues in
literature. In lieu to it for the variable under study, the next step was gathering of an item
pool. Focus group, committee approach and literature review was carried out for this
purpose (Boateng, Neilands, Frongillo, Melgar-Quiñonez, & Young, 2018). For phase I
the steps carried out are narrated sequently.
Step 1 Content domain specification. It involved defining the study variable of
Personal Resource. For the items to have face and content validity, the items could be
generated from numerous sources including proposed respondents and review of
associated literature (Kumar, 2015). Both, the inductive and the deductive approaches for
scale development qualify as an important step in the process. The difference between the
two approaches lies in their different methodology. Inductive approach involved the
deployment of experts, focus groups and interviews. Whereas, the deductive approach
involved the usage of various sources like web search engines and journals for existing
scales on the variable under investigation (Morgado, Meireles, Neves, Amaral, &
Ferreira, 2017). Extensive literature review was done in this connection. Historical
progress of the construct was reviewed which helped to finalize the operational definition
of the construct. All the gathered record was kept systematically for review. The
operational definition of the construct under study was handed over to bilingual experts
for translation. Their mean experience was 10.3 years and mean age was 36.7 years.
Next, the subject matter experts were requested to finalize the operational definition of
the construct for the present study. Agreement was sought on the translated version. No
major disagreement on the provided translations was found. This took a week time period
and each session lasted for forty minutes approximately. Next, the finalized definition
41
was handed over to two bilingual experts for back translation. According to World Health
Organization (2019) the items be translated back to English by an independent translator
considering cultural equivalence and not linguistic equivalence. The translated version
was evaluated through a committee approach including the subject matter expert and the
researcher herself. This committee followed the survey guidelines of Survey Research
Center (2016) and compared translated versions with the definition provided by Luthan’s
theoretical model. Discrepancies were sought for finalizing the definition. No major
discrepancy was found. The definition was finalized by the researcher in the light of
suggestions and next step involved generation of respective indicators for this operational
definition of Personal Resource. Keeping akin to the purpose of the carried out research,
a handout containing the operational definition of the construct under study was prepared
for administration (See Appendices - Appx A).
Step 2 Item pool generation. This step was carried out by distributing a handout
citing the operational definition of the variable. This served the purpose of gathering the
indicators for the variable. Sample comprised of those individual’s which had the
prospective subject’s characteristics for this research. The indicators generated from
focus group and literature was combined.
(a) Focus group. After distribution of the handouts citing the operational
definition of the variable of Personal Resource, the next step was generation of as much
indices as possible. The respondents were instructed to list as much as indicators i.e.
descriptive statements for the cited operational definition. The handouts were distributed
to all those individuals who had the prospective subjects’ characteristics. For collecting
the indices from the sample, each participant was given verbatim instructions. Each
session began with the explanation of the objective of the present research. Following
this, the subjects were asked to provide at least five indicator (s) and statements at
minimum for the operationally defined variable. The responses were recorded. The
sample comprised of thirteen employees of private, government and semi government
organizations. Gender wise distribution of the sample showed that among them six were
males and seven were females. Their age range was from 17 to 57 years. Their
educational qualification was Matric (n = 03), Inter (n = 04), Graduation (n = 02),
42
Masters (n = 02), M.Phil. (n = 01) and PhD (01). At this point, the indices gathered were
reproduced in the form of statements and an item pool for the variable was thus,
prepared.
(b) Literature review. This comprised of extensive literature review on the
construct of Personal Resource by the researcher. Items collected through literature were
pooled together and handed over to subject matter experts for their relevancy. After an
initial purview, the pooled version of items was handed over to two bilingual experts for
translation. Minimum education of the bilinguals was of Matric. With the help of another
two bilinguals all the items were back translated. Subject matter expert evaluated the
back translations and required changes were made for minimizing the cultural
irrelevancy. The translators and expert were thanked for their cooperation (see
Appendices - Appx B). The phase of tem pool generation took a month time period.
Step 3 Questionnaire development and evaluation. Item pool developed for the
variable of Personal Resource through previously carried out steps were reviewed by the
researcher. A total of one hundred and twenty four statements were obtained. An in depth
and literary look on all the items in terms of their content and face validity by the
researcher and subject matter expert showed that some of the items overlapped
conceptually with each other and others were peculiar. This review concluded in
removing those overlapping items from the item pool. This yielded a new list with
reduced number of items for the variable of Personal Resource (see Appendices – Appx -
C).
A Performa was prepared containing all the items were pooled together randomly.
This pooled version of items was handed over to the subject matter experts. Sample
comprised of four (04) subject matter experts and gender wise distribution of the sample
showed that three were males (n = 3) and one was female (n = 01). Their educational
qualification ranged from Masters to PhD with minimum five years of experience and at
stretch twenty years of experience. They were instructed to read carefully the operational
definition of the psychological construct of Personal Resource. They were further
instructed to select the most representative items for the conceptual definition. They were
43
instructed to pick and then tick mark the representative item keeping in view the cited
operational definition. Whereas, cross mark the item which is judged as non-
representative for the provided definition. Moreover, it was requested to make use of
extra sheet and clearly refer to the item number when suggesting (see Appendices - Appx
- D).
As a result of this activity, another list of items was generated this had face
validity for the variable under study (see Appendices - Appx - E). The agreed upon items
were retained and other items were discarded. Items were placed together in an inventory
form which was to be administered on a larger sample. Questionnaire containing
descriptive statements with Likert type response categories was thus prepared (see
Appendices - Appx - E). The response categories ranged from absolutely applies to me
up to not at all apply to me. Six point answer options ranged from “absolutely applies to
me (6) بلکل ہاں لاگو ہوتا ہے, Moderately applies to me (5) زیادہ تر ہاں لاگو ہوتا ہے, Mostly
applies to me (4) کسی حد تک ہاں لاگو ہوتا ہے, Not really applies to me کسی حد تک نہیں لاگو ہوتا
(3), No hardly applies to me (2) زیادہ تر نہیں لاگو ہوتا, Not at all applies to me بلکل نہیں لاگو
.(1) ہوتا
The demographic variables for the study inventory were also finalized by the
researcher. Demographic information sheet was specifically designed to collect the
demographic information of the sample like age, educational qualification, gender and
work experience. Ethical issues were taken into consideration by abiding to the ethical
principles specified by American Psychological Association (APA). Code of conduct
(2002) included guaranteeing that participation was voluntary and that privacy of the
respondents was retained (Anastasi & Urbina, 2003). Keeping in view, the confidentiality
of the participant’s the inventory did not ask the participants to mention their names. This
kept their anonymity in the current research. Whereas, they were to deliver the details of
their ages, gender, educational background and job experience (see Appendices - Appx -
E). Instructions served to introduce the researcher, the field to which the researcher
belongs and as well as the topic concerning the research. The participants were also
guided through the given set of instructions. They were given instructions to read each
item and mention their responses. The participants were selected randomly and
44
comprised of prospective subject employees of private, government and semi government
organizations. No issue pertaining to item comprehension and instructions surfaced
during this administration phase. The participants were thanked for their cooperation at
the end.
45
Results
This section discusses the results.
Step 1 content domain specification, item pool generation, questionnaire
development and evaluation. Operational definition of the variable was finalized for the
study and was presented in Urdu Language (see Appendices - Appx - A).
Step 2 item pool generation. As a result, the recorded indices were one hundred
and twenty four. These indices were reproduced in statement form for the inventory (see
Appendices – Appx B).
46
Table 2
Demographic detail of focus group participants (N = 13)
Focus Group Participants
Gender wise distribution
Age Range distribution
Age in years Males
n
Females
n
Total
(N)
06 07 13 17 – 57a
Note. aAge range comprises for the total number of focus group participants
Table showed gender wise distribution and age range distribution of the focus
group participants. The group comprised of six male and seven female participants and
their minimum age was 17 years and maximum age was 57 years.
47
Step 3 questionnaire development and evaluation. Analysis of these items was
done by the researcher in supervision of the subject matter expert. It was found that a
total of forty nine items were similar in their content and also did not represented peculiar
theme. These items were omitted and as a result lists of seventy five items were generated
(see Appendices - Appx - C). These seventy five items were randomly pooled together to
prepare a handout. The purpose of this step was to refine the items and select the most
representative ones from the list by administering on a very small sample. By the
feedback obtained from the participants, this step yielded selected items which were most
relevant to the operational definition (see Appendices - Appx - D). Resultantly, thirty
three statements were retained (see Appendices - Appx - E). The retained items were
presented with necessary instructions and the demographic information sheet (see
Appendices - Appx -F). The selected items had reasonable comprehension and with
adequate set of instructions. Items were organized in random order in the final
representation of the inventory. Six point Likert scale allowed the subjects to answer the
questions adequately without being getting felt forced to answer a limited set of choices.
It had six point Likert type response options ranging from absolutely applies to me بلکل
mostly applies to me ,(5) زیادہ تر ہاں لاگو ہوتا ہے moderately applies to me ,(6) ہاں لاگو ہوتا ہے
no hardly ,(3) کسی حد تک نہیں لاگو ہوتا not really applies to me ,(4) کسی حد تک ہاں لاگو ہوتا ہے
applies to me (2) زیادہ تر نہیں لاگو ہوتا, not at all applies to me (1) بلکل نہیں لاگو ہوتا. This also
contained the demographic information sheet to gather demographic detail of the
participants. The confidentiality of the participants was maintained by asking the
participants not to mention their names. This kept their anonymity according to the
guidelines of the research as laid down by American Psychological Association.
Whereas, they were to provide detail of their age, gender, educational background and
job experience in the demographic information sheet. The responses generated by the
steps revealed that all the items of Personal Resource Inventory (PRI) were
comprehensive and understandable at this stage. For Urdu typing of the statements
Inpage XP edition software was made into use. Hence, an indigenous theoretically
grounded inventory to measure positive strengths of personality was developed through a
standardized empirical procedure. The preliminary results indicated that there was no
48
confusion in the vocabulary of the items for the proposed sample and the developed
inventory is now ready to be administered on the large sample of the study.
Phase II: Factorial analysis and reliability assessment. The inventory which
was developed during phase I comprises of thirty three items. In phase II it was
administered on the larger sample. Raw data obtained was statistically analyzed for item
reduction and the goal was to compute a reasonable factor solution for the set of items.
Step 4 dimensionality assessment. One of the objectives of the study was to
investigate the factor solution of the Personal Resource Inventory (PRI) and its finale will
be item reduction. The chief aim of this phase was instrument testing. According to
Nunnally and Bernstein (1994), the ultimate goal is to identify items which are least
related or not at all related to the domain under study and requires deletion. According to
Boateng et al. factor analysis is a regression model in which observed standardized
variables are regressed on unobserved factors. The regression coefficients are also
correlations representing the loadings of each observed variable on each factor.
Commonly used methods are scree plot, the variance explained by the factor model and
the pattern of factor loadings. The extraction of factors can be used to reduce items. Items
with factor loadings below 0.30 are considered inadequate. steps were employed to carry
out the phase in desired manner. Item total correlation, inter item correlation and scale if
item deleted were calculated. Item total correlation is also called polyserial correlation
which determines the relationship between each item and the total scale’s score.
Correlation lower than .30 is less desirable and is a cue for potential deletion of the item
from the scale at this stage. Inter item correlation determines the extent to which score on
one item is related to the summed score of all the other items in a scale. It is also
measuring the degree to which items in a scale are measuring the same content.
Correlation lower than .30 is less desirable and is a cue for potential deletion of the item
from the scale at this stage. Scale if item deleted gives the reliability coefficient of the
scale in case this item gets deleted. Thus, if item deleted coefficient value is higher in
case of it’s deletion than the alpha coefficient value of the scale in case it is retained, is a
cue for item’s potential for deletion (Squires, Estabrooks, Newburn-Cook, & Gierl, 2011)
49
During this phase, the main objective was to reduce items and find out the factors
on which the items finally loaded in order to obtain a factorically driven structural model
for the variable of Personal Resource. SPSS was employed for item total correlation, inter
item correlation, scale if item deleted and factor analysis. For the sake of achieving the
aforementioned objectives the inventory was administered on the sample criterion. Detail
of sample is provided in the sample section
Step 5 reliability assessment. The main purpose of this examination was to assess
the psychometric properties of Personal Resource Inventory (PRI) that would fulfill the
criteria of reliability (Anastasi & Urbina, 2003). According to Boateng et al. reliability is
the consistency of results when the inventory is administered repeatedly. Predominantly
used techniques to assess reliability are Cronbach’s alpha and test re test reliability.
Cronbach’s alpha is a measure of internal consistency of the scale. A value of 0.70 is
acceptable. Whereas, a value of 0.80 to 0.95 are indicator of a good quality measurement
scale.
Sample. Sample of this phase of the present study comprised of four hundred and
fifty one (451) employees working in private, government and semi government
organizational sectors. Sample was drawn using convenient random sampling technique.
The demographic variable features of the study sample included educational
qualification, gender, and age range and job experience. The gender wise distributions of
the sample comprised of two hundred and eighty one were males (62 %) and one hundred
and seventy were females (38 %). Their age range was from 17 to 57 years with mean
age of 28.19 (SD = 6.8). The sample’s educational detail yielded that 10.9 % had
qualification matric, 22 % had qualification inter, 32.6 % had qualification of graduation,
27.7 % had qualification of masters, 5.1 % had qualification of M.Phil, and 1.8 % had
qualification of PhD. Mean job experience was 5.1 years (SD = 5.97).
Procedure. Personal Resource Inventory (PRI) was distributed both individually
and in groups. Firstly, the participants were assured of the confidentiality and the goal
which the researcher was aimed to achieve at the end of this study. The instructions
elaborated how to complete the handout. They were requested to read the instructions
50
carefully and also to ask any query at this stage. For establishing rapport with the
respondent brief information about the researcher, her organization and research project
was shared with the respondents of the study. They were also briefed about the research
objectives and their expected role in the present research. It was told that they will be
given an inventory in which they had to answer the questions after taking their consent
and fill the demographic variable details which had been especially designed to align
along with the objectives for the present project. The written instructions were also
reproduced verbally to the subjects to reduce any ambiguity. Any inquiry generated by
the sample in this phase of the present study was answered. It was communicated to the
respondents that they were to select from the given options in a way that the option which
is most accurately describing them should be the answer to the given statement. To
encourage the respondents to answer all the questions deliberately they were told that
there are no correct or incorrect answers to the queries. It was told to the respondent to
mark the option in the light of their individual personal views as this is very vital from
the prospect of the aim of the current research. As the options represented a degree of
their agreement or disagreement therefore, the option which is most accurately describing
their opinion for the particular statement be tick marked only. They were instructed to
attempt each and every item and to provide only one answer for each item. After the
completion, the research booklets comprising of the inventory and demographic
information sheet were collected and the respondents were thanked for their cooperation.
A debriefing session was carried out at the end to answer any of the respondents’
questions. Their queries were answered in the debriefing session at the end. They were
assured that the data will be used for analyzing the results of the present research which is
aimed at development and validation of Personal Resource Inventory (PRI). At the end
participants were thanked for their cooperation.
51
Results
The following section describes the results of this phase of study.
Step 4 dimensionality assessment. As the objective of this step was determining
the factor solution of the indigenous Personal Resource Inventory (PRI),.therefore, the
items were subjected to item total correlation and Principal Component Analysis (PCA).
Item total correlation (r) was computed for the inventory with the determination
of ascertaining the internal consistency correlation (r) of the scale in order to statistically
analyze whether all the items were significantly measuring the respective construct.
Internal consistency was calculated through item total correlation. Item total correlation
(r) reflects the point to which any one item is correlated with the remaining items in a set
of items under consideration. This also finds out the internal consistency reliability using
the criterion none other than the total score on the test itself, at an initial stage for the
researcher to gauge into the items which are used for conceptually defining the
psychological construct in social sciences. The item total correlation coefficient (r) is
symbolized by r. This r is a measure of the strength which analyzes the extent to which
the items are significantly measuring their respective construct (Parsian & Dunning,
2009).
For the purpose, items of the scale were individually correlated with the
corresponding total scale score through correlation analysis. Table shows Cronbach’s
alpha item if deleted to provide evidence for the item reduction.
52
Table 3
Item analysis comprising of alpha coefficient if item deleted and corrected item total
correlation coefficients (N = 451)
Personal Resource Inventory Cronbach’s alpha coefficients
Item no.
Alpha coefficients
if item deleted
Item total
Correlation
1a
Corrected item total
Correlation
2b
1 .86 .43** .43**
2 .86 .33** .34**
3 .86 .46** .46**
4 .86 .47** .47**
5 .86 .30** 31**
6 .86 .38** .38**
7 .86 .48** .49**
8 .86 .49** .49**
9 .86 .50** .51**
10 .86 .50** .50**
11 .86 .45** .47**
12 .86 .39** .39**
13 .86 .60** .70**
14 .86 .35** .36**
15 .86 .54** .54**
16 .87 -.19c
17 .86 .32** .33**
18 .86 .46** .46**
53
19 .86 .60** .60**
20 .86 .58** .58**
21 .86 .35** .36**
22 .86 .46** .46**
23 .86 .54** .54**
24 .86 .30** .31**
25 .86 .53** .53**
26 .86 .49** .50**
27 .87 .11*d
28 .86 .49** .48**
29 .86 .49** .50**
30 .86 .38** .39**
31 .86 .53** .53**
32 .86 .45** .45**
33 .86 .54** .54**
Cronbach’s alpha coefficient .88.
Note. ** p < .01. * p < .05.aItem total correlation between 33 items and total scale’s
score. bItem total correlation between 31 items and total scale’s score. c weak non-
significant inverse item total correlation coefficient. d Weak significant item total
correlation coefficient which falls short of criterion of 0.25.
Above table shows that item 16 and 27 suggests for their deletion by estimating
reliability coefficient higher to be .87 in case if they gets deleted. Moreover, in case of
deleting these two items the item total correlation coefficient (r) of the thirty one (31)
items are significant at p < .01 and well above the criterion of 0.25 (Nunnally &
Bernstein, 1994). Out of thirty three items the two items, one of which did not show
significant correlation coefficient exhibiting weak non-significant inverse item total
correlation coefficient and the other item, which had weak significant item total
correlation coefficient and falls short of criterion of .25 coefficient were deleted. In this
54
way thirty one (31) items obtained for the final form of Personal Resource Inventory
entered in Exploratory Factor Analysis. The item total correlation of 31 items showed
improved significant correlation coefficients ranging from .31 to .70 at p < .01 alpha
level. Correlation utilized statistical analysis of Pearson Product Moment correlation
coefficient amid a single item score and the aggregate scales’ score of all the items of the
inventory.
55
Figure 1. Scree plot
Close examination at the scree plot showed elbows and leveling off at the fourth
elbow formation. The X-axis of plot shows eigenvalues and Y axis shows corresponding
number of items in the inventory.
56
Following the review of item correlation (r) for the sake of sequentially directing
factor analysis, it is imperative to come to a decision for sample adequacy. Kaiser Meyer
Olkin (KMO) statistics is used for sampling adequacy. Estimation of Bartlett’s test of
Sphericity was also carried out. Summary of the result is tabularized.
Table 4
Data Accuracy of Personal Resource Inventory (PRI) (N = 451)
N α KMO value BTS Components
Extracted
Variance
Explained
(%)
451 .85 889 2375.917*** 6 51.45
Note. N = Number of items; a = Cronbach’s Alpha; KMO = Kaiser-Meyer-Olkin
Measure of Sample Adequacy; BTS = Bartlett’s Test of Sphericity; p < .000. df = 276.
Principal Component Analysis (PCA) with Promax rotation (Promax) was done
by employing SPSS. Kaiser Meyer Olkin Measure (KMO) of Sampling Adequacy (KMO
value) of 0.889 is considered to be sufficient which shows that the data for factoring of
the scale is adequate. Bartlett’s Test of Sphericity (BTS) provided information in regard
to item correlation (r) to signify that items have some relation with the construct of the
instrument. In this case Bartlett’s Test of Sphericity is significant (x2 (451) = 2375.917; df
= 276; p < .000) which indicates that correlation (r) within the R matrix is sufficiently
different from zero which shows that the items do support the purpose of the test and
further warrants factor analysis. Therefore, at this stage the set of items were reduced by
an appropriate factor solution.
57
Table 5
Descriptive statistics of Personal Resource Inventory (N = 451)
Components Range
Items α M SD Potential Actual Skewness Kurtosis
PRI-Full inventory 24 .86 88.68 18.04 1-144 37-130 -0.06 -0.39
Resilience 5 .74 20.98 5.75 1-30 06-30 -0.34 -0.73
Confidence 5 .69 18.24 5.19 1-30 05-30 -0.03 -0.49
Determination 4 .59 15.64 4.17 1-24 5-24 -0.10 -0.64
Self-regulation 4 .58 12.65 3.88 1-24 4-23 -0.08 -0.29
Self-control 3 .48 10.57 3.30 1-18 3-18 -0.14 -0.50
Persistence 3 .46 10.57 2.94 1-18 3-18 -0.07 -0.21
Note. α = Cronbach’s Alpha; M = Mean; SD = Standard Deviation.
58
Table 6
Factor Structure of Personal Resource Inventory (N = 451)
Item
PRI Components
Resilience Confidence Determination Self-
Regulation
Self-
control Persistence
1. .705
2. .670
3. .664
4. .584
5. .563
6. .641
7. .615
8. .608
9. .503
10. .496
11. .577
12. .561
13. .547
14. .526
15. .713
16. .611
17. .573
18. .427
19. .338
20. .764
21. .696
22. .727
23. .492
24. .482
Note. N = 451. Total variation explained by factors is 51.45 %. . Extraction method is
Principal Component Analysis (PCA). Rotation Method is promax rotation
59
Factors of Personal Resource Inventory (PRI). Dimension reduction done through
factor analysis resulted in six factor solution explaining 51.45 % of the total variance. A
close examination at the scree plot showed emergence of elbows. The scree plot is always
downward and the point where the plot is leveling off depicts the number of the factors to
be retained for further analysis. The output window of the SPSS lists linear components
and the eigenvalues related with each component before extraction, after extraction and
after rotation. Principal Component Analysis was employed as the main purpose was
identification of factors in the process of data reduction. Six factors emerged which
explained 51.45% of the total variance. The initial eigenvalue showed that the first factor
explained 24.4% of the variance, second factor explained 6.5% of the variance, third
factor explained 6.1% of the variance, forth factor explained 5.2% of the variance, fifth
factor explained 4.9% of the variance and sixth factor explained 4.3% of the variance. All
the factors had eigenvalues just above one. Close examination at the scree plot revealed
that the plot had elbows and after sixth factor it leveled off. Since the extracted factors
were conceptually related with each other, promax rotation method was employed to
obtain pattern matrix for explaining factor loadings. Six factor solution explained a
reasonable variance of 51.45 %; secondly, scree plot had demonstrated that eigenvalues
of solution model leveled off after sixth factor; thirdly, most of the items had shown
reasonable communality value above 0.3 (Parsian & Dunning, 2009).
A total of 24 items were finally retained under the six factor solution explaining
51.45 % of the variance. Items 31, 20, 25, 33 and 3 loaded on to Factor 1. Items 28, 1,
23, 15 and 19 loaded on to Factor 2. Items 6, 13, 10 and 4 loaded on to Factor 3. Items
14, 29, 32 and 18 loaded on to Factor 4. Items 9, 2 and 30 loaded on to Factor 5. Item
21, 11 and 26 loaded on Factor 6. Factor loadings of all six factors ranged from .338 to
.76. These obtained factors were labeled as Resilience, Confidence, Determination, Self-
regulation, Self-control and Persistence respectively after their due content analysis.
60
Table 7
Communalities, total item and Item Scale correlations for Personal Resource Inventory
Item Item
no. Extraction PRI
total item and Item Scale correlations
Resili
ence
Confid
ence
Determi
nation
Self-
Regul
ation
Self-
Control
Persisten
ce
1 3 .592 .476** .640**
2 20 .565 .616** .742**
3 25 .559 .544** .714**
4 31 .577 .559** .737**
5 33 .453 .561** .685**
6 1 .525 .441** .638**
7 15 .499 .537** .677**
8 19 .487 .604** .694**
9 23 .457 .526** .671**
10 28 .525 .491** .668**
11 4 .435 .465** .661**
12 6 .480 .396** .648**
13 10 .557 .524** .651**
14 13 .556 .601** .729**
15 14 .540 .365 .673**
16 18 .450 .537 .630**
17 29 .547 .508 .698**
18 32 .450 .442 .667**
19 2 .608 .604 .735**
20 9 .565 .616 .634**
21 30 .581 .413 .698**
22 11 .473 .458 .713**
23 21 .547 .353 .689**
24 26 .443 .502 .683
**. Correlation is significant at the 0.01 level (2-tailed)
61
The table highlights are extracted communality values. The communalities in this
table are all high indicating that the extracted components represented the variable well.
Total item and Item scale correlation coefficients indicated that the inventory is internally
consistent. The item test correlation is generally employed to support the contention that
the item is a good contributor to what a test measures. It has sometimes been called as an
index of item validity.
Confirmatory Factor Analysis
The Confirmatory Factor Analysis (CFA) indices has values ranging from zero
(0) to one (1) with the values of higher obtained score for the index is indicative of a
better fit but exception to Root Mean Square Error of Approximation (RMSEA) and Root
Mean Square Residual (RMSR) (the lesser the value is indicative for a better fit)
62
Table 8
Model Fit Summary along with the results of Confirmatory Factor Analysis of Personal
Resource Inventory (N = 451)
Model Fit Indices
for Confirmatory
Factor Analysis
Acceptable Range
CFA for Personal
Resource
Inventory
Interpretation
Chi Square (CMIN) ≤ 5
Leass than 2 to 5
989.483 / 588 =
1.683 Exact fit
Root Mean Square
Residual (RMSR)
The smaller the RMSR, is
the better; RMSR of zero
indicates a perfect fit
.11 Very Good &
Acceptable fit
Comparative Fit
Index (CFI)
Ranges from 0 to 1; a value
close to 1 is a very good fit .87
Good
& Acceptable fit
Tucker – Lewis
Index (TLI)
Ranges from 0 to 1; a value
close to 1 is a very good fit .86
Good
& Acceptable fit
Parsimony Adjusted
Goodness of Fit
Index (PGFI)
Range of .50 .79 Fair
& Acceptable fit
Root Mean Square
Error of
Approximation
(RMSEA)
≤ .05 (perfect fit)
.05 - .08 (fair fit)
.08 – 1 (poor fit)
.03 Perfect
& Acceptable fit
Goodness of Fit
Index (GFI)
≤ 1
A value of one (1) indicates
a perfect fit
0.89 Good &
Acceptable fit
Normed Fit Index
(NFI) NFI ≥ .90 (good fit) .74
Fair
& Acceptable fit
Adjusted Goodness
of Fit Index (AGFI) AGFI ≥ .90 (good fit) .88
Good &
Acceptable fit
Note. Reference source is AMOS IBM 18 Users’ Guide by Arbuckle (2016)
63
Based on the fit indices the table values refer to an acceptable fit for the six )
factor model in the given sample of the present study. The table summary shows all those
indices which helped to decide the acceptable model fit for the measurement model of
factor obtained in Exploratory Factor Analysis (EFA)
64
Step 5 reliability assessment. The purpose of this part was to assess the
psychometric properties of Personal Resource Inventory (PRI) that would fulfill the
criteria of reliability. Reliability is the consistency of results when the inventory is
administered repeatedly. Predominantly used techniques to assess reliability are
Cronbach’s alpha and test re test reliability. Cronbach’s alpha is a measure of internal
consistency of the scale. A value of 0.70 is acceptable whereas, a value of 0.80 to 0.95 is
indicator of a quality measurement scale (Boateng et al. 2018). In case of split half
reliability there are two sets of scores and a reliable test will give a reasonable to high
correlation among the two sets of scores. This will further establish that the person who
had attempted on the test had done pretty well on both the occasions. This leads the
researcher to believe that the test is measuring the same construct and further it is
evidence for the scale’s internal consistency reliability estimate. One point of deep
concern for the researcher is the time interval between the two administrations. The
interval should not be too short and not be too long. This form of internal consistency
assumes that the test is repeated and both the tests focused on the construct being
measured (Anastasi & Urbina, 2003). The analysis is run between the two split halves of
the administered test by SPSS. Usually the Spearman’s rho correlation is run between the
two split halves of the test to generate split half coefficient reliability.
The best way of determining the reliability was to have estimates of internal
consistency of the measure. For this purpose, Cronbach’s Alpha, correlation coefficients
(r) was computed and the summary of the result was presented in table. Green, Chen,
Helms and Henze (2011) narrated good practices for investigating, recording and
inferring the internal consistency reliability of the instrument. According to them, the
worthy practice is to record internal consistency of the scale as alpha. They have
mentioned that the coefficient estimate is more of a sample statistics summary rather than
the property of the constructed scale. Their article also investigated the earlier and recent
reliability reportages rehearsed and practiced in an ample sample of published articles
repertoire over the period of three decades from 1989, 1996 and 2006. Results suggested
that conventional reliability reporting practices had not been upgraded and improved over
the passage of time and by large not to be referred as a good practice. Green et al.
suggested the researchers to carry out an initial analysis of their data set for the sake of
65
determining and governing the best fit of their data set for reliability estimate. For this the
researcher had to be clear of the underlying assumption of their carried out reliability
analysis. Also the reliability coefficient implies the use of the scale with the near to same
sample characteristics in order to obtain consistent results. Therefore, it suggest
encouraging the researchers to spot the actual people for their data set for adopting
improved practices for investigating, recording and inferring the internal consistency
reliability.
This part reports the psychometric properties of Personal Resource Inventory
(PRI). Descriptive and inferential statistical exploration involved calculating the
reliability of the instrument. Cronbach’s Alpha (α) and inter scale correlation were made
of use to calculate the reliability of the inventory. These obtained properties will relay
important information about the internal consistency of the inventory. Alpha reliability
and split half reliability are calculated by employing SPSS software. Table showed good
estimation of internal consistency of the inventory in the current study on 451 unit of
analysis. The rule provided by Anastasi and Urbina (2003) tells that scale’s reliability of
.8 is reasonably good and should be the researcher’s goal which had been achieved for
the present carried out research.
66
Table 9
Reliability estimates reporting Alpha (α), split half and Guttman reliability coefficients
of Personal Resource Inventory (N = 451)
Personal Resource
Inventory
Total no. of items
Alpha coefficient
24 .86**
PRI Subscales
Resilience
5 .74**
Confidence 5 .69**
Determination 4 .59 **
Self-regulation 4 .58**
Self-control 3 .48**
Persistence 3 .46**
Split half coefficient Part I (n = 12) .74
Part II (n = 12) .79
Guttman Split half Coefficient .82
Note. ** p < .01.
Cronbach’s alpha reliability coefficient ranges from 0 to 1. The computed alpha
coefficient value of .86 is reasonably good. It is important to keep in mind that while a
value of .86 indicates good internal consistency of the items in the inventory yet it does
not mean that the scale is unidimensional. Factor analysis is a method for determining
the dimensionality of the scale.
67
Descriptives of sample. Descriptive of the study sample regarding gender,
education and age were tabulated. Statistical results are presented in the tables with a
summary at the end of each table. In this section t test result is also reported.
Independent samples t - test studied differences between low and high scorers of
Personal Resource Inventory (PRI).
Table 10
Demographic statistics with respect to gender, education and age of the study sample (N
= 451)
Demographic
Category
Statistical Summary
Grand
total
Sample
demographics Frequency Percent %
Gender
N = 451
Men n = 281 62.3 %
Women n = 170 37.7 %
Educational
qualification
attained
Matric
f = 49
10.9 %
Inter f = 99 22 %
Graduation f = 147 32.6 %
Masters f = 125 27.7 %
M.Phil f = 23 5.1 %
PhD f = 8 1.8 %
Age Min age = 17
Max age = 57 Mean = 28.19(SD = 6.8)
Table shows the sample characteristics of 451 unit of analysis, out of which
62.3% were males and 37.7 % were females. Highest percentage of educational level
achieved was Graduation. (32.6 %; f = 147). The sample mean age was 28.19 (SD = 6.8)
with minimum age value of 17 and maximum age value of 57. Overall look at the
demographics depicted a reasonable representation of the sample. Hence, the sample was
considered to be acceptable.
68
Gender. Gender plays its’ role in exhibiting differences in various psychological
capacities. It is seen from the results on three hundred and sixty two (362) Chinese
employees that masculinity and femininity do play different roles in mediating the
relationship of Psychological Capital (PsyCap) with other social science research variable
(Ngo, Foley, Ji, & Loi, 2014). Likewise, Youssef-Morgan and Luthans (2015)
recommended studying gender differences on Psychological Capital (PsyCap). Research
finding of flood victims of Pakistan showed that male survivors had showed higher
positive Psychological Capital (PsyCap) than female survivors (Aliyev & Karakus,
2015). It is also found that gender differences on the variable of Psychological Capital at
times exist and other time does not exist. Caza, Bagozzi, Woolley, Levy and Caza
(2010) study findings suggested that the measure of Psychological Capital (PsyCap)
stood equivalent for both the genders. In literature, looking for antecedents to
Psychological Capital (PsyCap) the demographics are often controlled and even if not
controlled gender is rarely related and tends to exhibit weaker relationship with
Psychological Capital (Luthans & Youssef-Morgan, 2017). Demographics stood out to be
independent variables (IV) for the research as they are not manipulated during the
research. So, their results inferences could be generalized for the decision of sample
adequacy rather than hypothesis testing. Concluding the information gathered from the
literature review, it is the seen that there is reasonable distinction and varied findings with
respect to gender on Psychological Capital (PsyCap) in diverse cultures. This could be
due to the sociological and cultural differences in socialization of both genders in distinct
cultures. In the present study, differences were sought for the two independent categories
of gender. For this purpose Independent samples t - test was computed. Table
summarizes the independent sample t - test for gender on Personal Resource Inventory.
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Table 11
Independent sample t – test comparing gender on Personal Resource Inventory (N = 451)
Gender variable
Men
n = 281
Women
n = 170
t df 95% CI
for Mean
Difference
Cohen d
Personal
Resource
Inventory
M
112.3
SD
22.90
M
113.02
SD
20.60
2.02
449
4.96, 3.45
.03
Note. p = n.s.
Results of the independent sample t - test comparing gender on Personal Resource
Inventory marked non-significant differences between scores of males and females, t
(449) = 2.02, p = .15, with females receiving slightly higher scores than males. This
means that in the study sample females with mean score on Personal Resource of 113.02
(SD = 20.60) received slightly higher score than males with mean score on Personal
Resource of 112.3 (SD = 22.90) which is non-significant.
70
Discussion
The present research is a cross-sectional and non-experimental in nature. The
objective of study 1 was development and reliability assessment of Personal Resource
Inventory. For this purpose the first step was to identify the conceptual domain for the
present research. Scale development is rather a systematic process. The aim and
objectives of the study guided the process of research. The phase I of the present study
undertook objective of the development of an inventory measuring Personal Resource
variable based on Slavec and Drnovsek (2012) framework of scale development. As seen
from the study results that retained thirty one items of Personal Resource Inventory (PRI)
had correlated significantly with the total scales’ score. All the thirty one (31) items
presented in Personal Resource Inventory (PRI) showed a reasonable significant positive
correlation (r) ranging from .31 to .70 with the total scale score. Hence, from the afore
mentioned result, at this stage each item may be regarded as a valid indicator of the
quality being assessed by the Personal Resource Inventory (PRI). Taber (2017) states
that “use of Alpha Coefficient (α) reliability became popular when Cronbach (1951)
suggested the use α as more convenient to usage of Kuder Richardson standard formula
twenty” (as cited in Taber, 2017, Para. 43). According to Taber, the Alpha Coefficient
(α) reliability estimate, offers a measurement of equivalence emphasizing the
obtainability of similar measurement outcomes when using different sets of scales’ items.
Alpha Coefficient (α) reliability estimate is appreciated by a scale measuring a single
latent construct and rather is less informative for those scales measuring several latent
constructs. The high value of Alpha does not suggest that all the items in a scale are
gauging the similar and alike entity. Rather the high value of Alpha does suggest only
that every item in a scale is measuring something similar to some of the other items in the
scale. Sijtsma (2009) narrates that, “both very low and very high values of Alpha go
either with uni dimensionality or multi dimensionality of the data, keeping in mind that
the value of Alpha also relates to the number of items in the scale” (as cited in Taber,
2017, Para. 48).
Regarding reliability analysis, the obtained Cronbach’s Alpha coefficient (α)
reveals satisfactory internal consistency reliability. Thus items are consistent with one
71
another and measure the same construct providing the evidence that Personal Resource
Inventory (PRI) is a reliable measure for gauging the psychological construct of positive
nature i.e Personal Resource. As a rule of thumb, the value of Alpha be 0.70 for any
instrument to have an acceptable / satisfactory / adequate degree of self-consistency. The
coefficient value of .88 showed satisfactory reliability (Anastasi & Urbina, 2003). The
Split half reliability coefficient obtained in the present study indicates the Guttman score
of the Personal Resource Inventory (PRI) with a given time period. Thus, both types of
reliability estimates demonstrated the evidence that Personal Resource Inventory (PRI) is
a reliable measure to be used with the Pakistani sample.
The Phase II comprised of item reduction through factor analysis. In the present
study an iterative methodology was adopted for item reduction. In this phase factor
loadings of the items and communality after extraction was examined. Items retained in
the factor solution were found to give the factor loadings above the criterion in the
pattern matrix along with a reasonable communality value. Scree plot and the criterion
values supported six factor solutions to be reasonable for the given set of items. In order
to decide upon the item reduction and appropriate factor solution, a combination of
methodology was used in the present study. The rules described by researchers and
statisticians have been used to determine the factors to be finally retained. Traditionally
and statistically proven method is Kaiser’s eigenvalue which is greater than one rule,
scree test, the variance explained and the pattern matrix (Bryman & Cramer, 2005;
Parsian & Dunning, 2009). Principal Component Analysis helped to recognize central
variables which expound the configuration of correlation amongst a set of the observed
variables. Principal Component Analysis may help to generate hypothesis regarding
causal mechanisms or to screen variables for the further analysis. For testing the
dimensionality vis-a-vis factor structure of Personal Resource Inventory and for deriving
items which are to be included in final Personal Resource Inventory the raw response
data was analyzed using Principal Component Analysis. Principal Component Analysis
more accurately called as variable reduction procedure was employed in dimension
reduction of factors which are generated using the Luthan’s et al. model (2006).
Dimensionality assessment is a statistical procedure involving factor analysis in which
items cluster together on the basis of their measuring capacity for the same construct.
72
Hence, all the related items which had the defining capacity for the construct are grouped
together. Each factor is then interpreted on the basis of the content analysis especially
with the highest factor loading in that grouping. Loadings mean the degree of association
among items and a common factor (Parsian & Dunning, 2009). It helps to reduce the
larger theoretically based set to smaller sets with a supposition behind that the smaller
dimension sets will account for most of the variance in the observed variable.
Nevertheless, dimension can only be reduced if only some items are correlated to each
other as it may be measuring the same dimension of a relatively broader dimension. For
performing Principal Component Analysis the sample must be adequate which is usually
calculated by employing Kaiser Meyer Olkin (KMO) statistics. KMO statistics varies
between 0 and 1. A value of 0 shows that there is diffusion in correlation (r) pattern and
no distinct reliable factors are present and factor analysis will be inappropriate. Whereas,
a value of 1 shows presence of distinct reliable factors due to high correlation (r) among
variable data sets and factor analysis will be appropriate. Kaiser (1974) recommended a
value of > 0.5 as acceptable and described values between 0.5-0.7 as mediocre .08 as
good and values > 0.9 as superb (Parsian & Dunning, 2009). Bryman and Cramer (2005)
suggested 1 core decisive “factor to be used to decide how many factors must be retained
i.e. factors that have Eigenvalues greater than 1 (Eigenvalues > 1)” (p. 330). Since the
extracted factors were correlated to each other and a large data set was used therefore,
Promax rotation was selected. Principal Component Analysis using Promax rotation was
executed using SPSS for examining the internal structure of the retained items of
Personal Resource Inventory. Kaiser Criterion of Eigenvalues > 1 was employed. The
output window of the SPSS lists linear components and the eigenvalues related with each
component before extraction, after extraction and after rotation. For the given set of items
the communality values greater than .4 suggests an acceptable contribution of items and
the scree test proposed an appropriate amount of factors to be retained (Osborne, et al.,
2008). Based on Kaiser Criterion, the six factor solution had eigenvalues greater than 1
hence, satisfying Kaiser Criterion. Items retained on the basis of factor loadings and cross
loadings are shown in the table. Both the Scree Plot and the eigenvalues support the
conclusion that the items could be reduced to given components. The first factor is
stronger and explains much variance and the rest factors starting from second to sixth
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makes demarcating elbow of the scree plot and the scree plot flattens out after the fifth
component. The best way of determining the reliability of the instruments was to have
estimates of internal consistency of the measures (Anastasi & Urbina, 2003). For this
purpose, Cronbach’s Alpha, correlation (r) coefficients was computed and the result was
presented in table. Green et al. (2011) description narrates good practices for
investigating, recording and inferring the internal consistency reliability.
Upon summing, the results show that the appropriateness of the data as
determined by Bartlett’s test of sphericity and Kaiser Meyer Olkin Measure (KMO value)
is found to be adequate. The retention of factors was decided on scree plot and the Kaiser
criterion. Based on Fabrigar, Wegener, MacCallum and Strahan (1999) typology the
variance explained by all the factors was satisfactory. The factors obtained through
Principal Component Analysis (PCA) have support from literature.
Difference between male and female on the variable of Personal Resource in
sample was statistically calculated using independent sample t - test. Results showed that
the females received non-significantly slightly higher score on Personal Resource
variable than males. Consistent to the research findings in which the females are
documented to receive higher scores on Positive Psychological Resource comprising of
optimism, resilience, self-efficacy and hope ( Salih & Al-Dulaimi, 2017).
In South Asia beneficial steps had been taken over and above the past years to
improve the role of females in chief aspects. Whereas, in Pakistan during 21st century
considerable advances had been made in recognizing the role of females in achieving the
country’s political, economic, educational, health and Sustainable Development Goals
(SDG) (Pakistan Horizon, 2014). Bridging the gender gap in society is one of the goal
from the seventeen sustainable development goals of the United Nation. Dr Aisha Ghaus
Pasha, Provisional Minister Finance, stated that government of Pakistan in line to global
strategy towards gender equality has also integrated that both gender may get equal
opportunities in preparing, designing, implementing, monitoring and evaluating various
policies, regulatory measures and spending programs (Pakistan Today, 2017). The
Gender Gap World report in the year 2017 embraces one hundred and forty four countries
on their progress towards gender equality in various domains of economic participation,
74
educational achievement, health opportunities and politics (The Global Gender Gap
Report, 2017).
75
Chapter 3
STUDY 2: CONSTRUCT VALIDITY OF PERSONAL
RESOURCE INVENTORY
Behavioral study / research practitioners, in order to ensure the integrity and
vitality of their collected data may ensure the psychometrics of the scale in terms of its’
validity. The study results of Barry et al. (2013) based on nine hundred and sixty seven
(967) published articles comprising of seven (7) eminent health, educational and
behavioral journals across the period of years of 2007 and 2010 suggests that the
researchers are becoming consistent to best research practices. In order to maximize the
usefulness and applicability of their research verdicts, the researchers must weigh and
appraise the psychometric properties of the implemented scale. For the validity studies
Personal Resource is correlated with measures of psychological wellbeing, depression,
workplace stress and Psychological Capital. Sample comprises of the working employees
of government, semi government and private organizations. Several readings have also
established that persons who have a sagacity of life resolution also depict greater levels of
wellbeing and do not incline to tussle with concerns like depression and stressors (Vinje
et al., 2017).
For the newly developed inventory, it was hypothesized that a positive correlation
exists between Personal Resource Inventory (PRI) and Mental health, negative
correlation exists between Personal Resource Inventory (PRI) and depression (Taylor et
al., 2000; Murray et al, 2017; Selvaraj & Bhat, 2018). A negative correlation exists
between a theoretically related construct of job stress of employees and Personal
Resource Inventory (Abbas & Raja, 2015; Therasa & Vijayabanu, 2016).
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Step 6 Construct Validity including Convergent, Divergent Validity
Validation is an ongoing process which starts with domain specification and
operationalizing the construct. It continues till it’s generalizability with other constructs
(Boateng et al. 2018). Here, same is the case by correlating the newly developed Personal
Resource Inventory (PRI) with the above mentioned scales. Covarying in an agreement
or disagreement is important for the validity studies. Covarying in an agreement is termed
as convergent validity and covarying in disagreement is termed as divergent or
discriminant validity. Further, correlating it with a scale of theoretically similar construct
is termed as concurrent validity. These validity studies are more specifically termed
under umbrella of construct validity. Factor Analysis is in part of validity study This
section of the present research was conceded to establish construct validity of the
Personal Resource Inventory (PRI). For the stated purpose, study 2 was carried out in
three steps. Detail is as follows:-
Aim and Objectives of Study 2
The aim of study 2 is to establish construct validity of the inventory.
The objectives were as follows:-
1. To establish the convergent validity of the indigenous Personal Resource
Inventory.
2. To establish divergent validity of the indigenous Personal Resource
Inventory.
Study 2 could be divided in two parts for it’s understanding:-
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Part 1. This part was carried out to establish the convergent validity of the
Personal Resource Inventory by correlating it with the measure of mental health i.e.
Warwick Edinburgh Mental Well Being Scale and Psychological Capital Questionnaire..
Part 2. This part was carried out to establish the divergent / discriminant validity
of the Personal Resource Inventory (PRI) by correlating it with the measure of depression
i.e. Depression, Anxiety and Stress Scale – sub scale of Depression (DASS - sub scale of
depression) and with the measure of workplace stress i.e. Subjective Job Stress Scale
(SJSS).
One way to find out construct validity is by subjecting the obtained data to
statistical analysis of Pearson Product Moment Correlation. The scale is validated in the
light of too high, too low and weak correlations. Another way is by subjecting the data to
Regression analysis between scale scores. Regression analysis has many advantages like
it quantifies the association of scale’s scores in a meaningful way aiding judgment of
validity. It also avoids confounding the validity in the underlying variation of the sample
and therefore, the results are applicable from one sample to another sample where
underlying variation may differ. Regression model have the additional facility to
examine discriminant validity by adding potential alternative measures (Boateng et al.
2018). Thus, both correlational analysis and regression analysis was carried out to find
out the results of construct validity studies of Personal Resource Inventory.
After the relevant literature review the following hypotheses were framed in track
with the above mentioned objective of the present study
78
Hypotheses of the Study
Following hypotheses were formulated for empirical testing:-
1. Personal Resource Inventory and its subscales will positively correlate with a
measure of Psychological wellbeing.
2. Personal Resource Inventory and its subscales will negatively correlate with a
measure of Depression.
3. Personal Resource Inventory and its subscales will negatively correlate with a
measure of workplace stress.
4. Personal Resource Inventory will positively correlate with a measure of
Psychological Capital Questionnaire.
5. Personal Resource Inventory will positively impact psychological wellbeing.
6. Personal Resource Inventory will negatively impact depression.
7. Personal Resource Inventory will negatively impact Job stress.
8. Personal Resource Inventory will positively impact Psychological Capital
Questionnaire.
` Method
Sample. A total of two hundred (200) working employees participated in a study
carried out for correlating the newly constructed indigenous measure of Personal
Resource termed as Personal Resource Inventory (PRI) with mental wellbeing,
depression, workplace stress and Psychological Capital Questionnaire. The sample
characteristics showed that 54 % were males and 46 % were females. Their mean age was
M = 27.93 (SD = 6.1). Their Mean job experience was M = 4.5 (SD = 5.49). Highest
educational qualification was Masters 35 %.
Operational definition(s). Following section provides operational definitions of
the constructs of the study:-
Personal resource. Personal Resource is defined as, “an individual’s positive
psychological state of development that is characterized by (1) having confidence (self-
efficacy) to take on and put in the necessary effort to succeed at challenging tasks, (2)
79
making a positive attribution (optimism) about succeeding now and in the future, (3)
preserving towards goals and, when necessary, redirecting paths to goals (hope) in order
to succeeds and (4) when beset by problems and adversity, sustaining and bouncing back
and even beyond (resiliency) to attain success” (Luthans et al., 2006, p. 334).
Psychological wellbeing. Psychological wellbeing is defined as, including
positive affect / mental state of optimism, cheeriness, relaxation, satisfying relational
connections and positive operation vigor, flawless rationality, self-approval, subjective
growth, mastery and sovereignty (Parkinson, 2006).
Depression. Depression, is defined as the symptoms of dysphoria, feelings of
helplessness, feelings of hopelessness, devaluation of ones’ life, lack of interest, less
involvement in activities, anhedonia and inertia (Levibond & Levibond, 1995)
Subjective job stress. It is defined as the work related environmental
characteristics or events which are perceived by employee’s to impact their health and
wellbeing (Rauf & Farooq, 2014).
Measures/instruments. Keeping in view the operational definition(s) of the
constructs, the scales of Personal Resource Inventory (PRI) for measuring Personal
Resource, a measure of mental health i.e. Warwick Edinburgh Mental Well Being Scale
(WEMWBS), measure of psychological illness i.e. Depression, Anxiety and Stress Scale
– sub scale of Depression (DASS - sub scale of depression), measure of workplace stress
i.e. Subjective Job Stress Scale (SJSS) and Psychological Capital Questionnaire was
administered in the present study.
Detail of all of the above mentioned study instruments castoff in this study is
given as below in the subsequent section;
1. Personal resource inventory (PRI). Personal Resource Inventory
developed in this study was employed to inspect the stated hypotheses of the convergent,
divergent and concurrent validity. Positive strengths of personality is measured through
the scores on Personal Resource Inventory. It determines an individual’s positive
psychological state of development based on those individualistic characteristics which
80
provide them the ability to bounce back when faced with life adversities, points out
positive events directly to inner and more permanent causes, motivated to achieve their
anticipated goals and one’s confidence regarding his / her ability to take on inspiring
tasks and to spread out exertion in order to achieve goals magnificently and wisdom that
their life is meaningful. Consistent with the conceptual model of Luthans et al. (2007)
these factors were labeled as self-efficacy, resilience, hope, optimism and Meaning in life
respectively. Full marks are an indication of positive strengths of personality for the
variable of Personal Resource. Score which is above the mean score be evidence for the
presence of higher attributes of positive strengths of personality for the variable of
Personal Resource, whereas a score which is below the mean be an evidence of a lower
degree of attributes of the positive strengths of personality for the variable of Personal
Resource.
Personal Resource Inventory measures positive dimensions of personality on six
point Likert type scaling with given answer options ranging from “absolutely applies on
me (6) بلکل ہاں لاگو ہوتا ہے”, “Moderately applies on me (5) زیادہ تر ہاں لاگو ہوتا ہے”, Mostly
applies to me (4) کسی حد تک ہاں لاگو ہوتا ہے”, “Not really applies to me کسی حد تک نہیں لاگو
بلکل Not at all applies to me“ ,”(2) زیادہ تر نہیں لاگو ہوتا No hardly applies to me“ ,”(3) ہوتا
The mean score on Personal Resource Inventory (PRI) is Mean = 71.98 .(1) ”نہیں لاگو ہوتا
(SD = 15.56) (see Appendices - Appx (Appendix- G). Cronbach’s alpha of .85 provides
evidence that the inventory is a reliable tool to measure Personal Resource variable (see
Appendices - Appx - H).
Warwick Edinburgh mental wellbeing scale (WEMWBS). Psychological
wellbeing includes positive affect, mental state of optimism, cheeriness as well as
relaxation, satisfying relations and positive operation vigor, flawless rationality, self-
approval, subjective growth, mastery and sovereignty (Parkinson, 2006). It is measured
by the scores on the 14 item Warwick Edinburg Mental Wellbeing Scale. Total score is
an indication of level of one’s positive psychological functioning. Score which is
overhead the mean score designates high positive mental functioning whereas, a score
underneath to mean score epitomizes lower degree of positive psychological functioning.
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The items of the scale are based on the literature of the positive mental health of
individual. As in literature the positive psychic strength is a chief preeminent pointer of
psychological wellbeing. The rationale to use Warwick Edinburgh Mental Well Being
Scale (WEMWBS) in the present study is to measure person’s overall positive rational
health. The positive mental health is one of the superlative indicators of psychological
wellbeing. This can be valuable information when it is to say that individuals who have
high positive mental health experiences more psychological wellbeing. This makes it a
sound instrument for the present study.
It is a fourteen item positively articulated scale and five answer category based
scale. Answer options range from none of the time کبھی بھی نہیں; rarely کبھی کبھار; some of
the time بعض اوقات; often اکثر اوقات and all of the time ہر وقت. It assess previous two weeks
period. Respondents were to answer on the five (5) answer sorts ranging from none of the
time to all of the time to gain strong suit of agreement with the stated item statements.
The scores on each item ranges from one (1) to five (5). For the response category none
of the time کبھی بھی نہیں’ a score of one (1); for the response category rarely بھی کبھارک a
score of two (2); for the response category some of the time بعض اوقات score of three (3);
for the response category often اکثر اوقات a score of four (4) and for the response category
all of the time ہر وقت a score of five is usually given to the respondents. All the sentences
are constituted to measure in the similar direction and no reverse scoring is required.
Adding up the item scores on the five point measure gives a total score on Warwick
Edinburgh Mental Well Being Scale (WEMWBS). Extreme score which can be gotten by
tallying up the item values on the five (5) point Likert scale is seventy (70). Overall score
is an indicative of extent of one’s positive perceptual and psychic functioning. Score
which is overhead the mean score specifies high positive psychological functioning
whereas a score which is underneath mean characterizes lesser grade of positive
psychological functioning (see Appendices - Appx - I).
Cultural validation of Warwick Edinburgh Mental Well Being Scale (WEMWBS)
shows that he Alpha Coefficient (α) reliability of this scale was found to be .87 in this
study Whereas the split half reliability was found to be .79 and .81 in this study. The
reliability index was in line to the findings of Waqas et al. (2015) which was found to be
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.89. Warwick Edinburgh Mental Well Being Scale (WEMWBS) is also found to
demonstrate reasonably good degree of convergent validity ranging from moderate to
high with the scales of health EuroQol Health Status Visual Analogue Scale (EQ – 5 D
VAS), Positive and Negative Affect Scale – Positive Affect sub scale (PANAS – PA),
Scales of Psychological well being (SPWB), Short Depression Happiness Scale (SDHS),
Emotional Intelligence Scale (EIS), Satisfaction with Life Scale (SWLS), Global Life
Satisfaction (GLS) and WHO Well being Index (WHO – 5 Scale) and divergent validity
ranging from moderate to high with the scales of Positive and Negative Affect Scale –
Negative Affect sub scale PANAS – NA and General Health Questionnaire (GHQ – 12).
Aforementioned study results render Warwick Edinburgh Mental Well Being Scale
(WEMWBS) to be a suitable measure for establishing convergent validity (Taggart,
Frances, Friede, Tim, Weich, Scott, Clarke, Aileen, Johnson, Mark, & Stewart-Brown,
Sarah, 2013) (see Appendices - Appx - I).
2. Depression, Anxiety and Stress Scale (DASS - sub scale of depression).
Depression includes the symptoms of dysphoria, feelings of helplessness, feelings of
hopelessness, devaluation of ones’ life, lack of interest, less involvement in activities,
anhedonia and inertia (Levibond & Levibond, 1995) . The symptoms of depression are
measured through the 14 item Depression, Anxiety and Stress Scale (DASS - sub scale
of depression). Entire score is an indication of amount of one’s level of depression. Score
above the mean shows high levels of depression however, a score underneath the mean
denotes lower levels of depression in the individual (Aslam & Kamal, 2017).
The Depression, Anxiety and Stress Scale – sub scale of Depression (DASS - sub
scale of depression) is a numerical measure of sorrow along the representative axes of
depression, anxiety and stress. It is a tool designed to measure the defined scope of
anxiety, depression and stress symptoms by Levibond and Levibond (1995) at the
University of North South Wales. In part the depression sub scale of Depression,
Anxiety and Stress Scale (DASS - sub scale of depression) assesses the symptoms of
dysphoria, feelings of helplessness, feelings of desperateness, depreciation of ones’ life,
dearth of attentiveness, less involvement in activities, anhedonia and inertia experienced
by the individual. It is also apt for screening the normal adolescents and adult population
(Imam, 2006). The rationale to use the Depression, Anxiety and Stress Scale (DASS - sub
83
scale of depression) in the present study was to measure one’s overall distress level and
to establish convergent validity of the inventory. For establishment of the divergent
validity there must be a measure to obtain negative correlation of any reasonable degree
with Personal Resource variable. Operationalized to measure positive psychological
strength of personality therefore, for establishing divergent validity a measure measuring
negative mental state is needed. Theoretically, DASS sub scale of depression corresponds
to the tripartite model. The postulate of the tripartite model of depression suggests that
depression and anxiety has a non-explicit factor of general suffering in conjoint.
Construct validity showed medium high correlation of 0.65 to 0.75 with index of
convergent validity and low correlation of -.0.22 to 0.07 with index of divergent validity.
In evidence of criterion validity for Depression, Anxiety and Stress Scale (DASS - sub
scale of depression) a statistically significant difference between the scores of two
diagnostic groups were also obtained. Findings conclude that Depression, Anxiety and
Stress Scale (DASS - sub scale of depression) is a psychometrically sound research
evidence based instrument. It can be used by occupational health care professionals as it
shows specificity to rule out depression in working employees encountering any sort of
mental health problem. This makes it a sound research instrument to be used for the
stated objective of establishing divergent validity for Personal Resource inventory
(Aslam & Kamal, 2017) (see Appendices - Appx - J).
The Depression, Anxiety and Stress Scale (DASS - sub scale of depression) is a
fourteen positively worded item scale with four answer categories from did not apply to
me at all to apply to me very much or most of the time (see Appendices - Appx - J). It is a
self-report scale which means that the individuals have to report the answers by
themselves by ticking the right response option to measure severity in order to amount
the range to which they have underwent each symptom over the previous week. For
response category did not apply to me at all یہ مجھ پر ہرگز لاگو نہیں ہوتا ہے a score of zero
(0); applied to me to some degree or some of the time ا حد تک مجھ پر لاگو ہوتکبھی کبھار کسی
a score of one (1); applied to me to a considerable degree, or a good part of the time ہے
a score of two (2); and for the response category زیادہ تروقت؍مناسب حد تک مجھ پر لاگو ہوتا ہے
apply to me very much of the time or most of the time اکثر اوقات ؍بہت زیادہ حد تک مجھ پر لاگو
a score of three (3) is given. All the items are framed to measure in the same ہوتا ہے
84
direction and no reverse scoring is required. Adding up the item scores on the five point
measure gives a total score on Depression, Anxiety, and Stress sub scale of Depression.
Maximum score by totaling up the item values on the four point Likert scale is forty two.
Full score is an indication of degree of one’s sadness or the severity of symptoms of
depression experienced by the person. Score exceeding the mean shows high levels of
depression whereas, a score lower to the mean statistical value represents lesser levels of
depression in the study sample.
Cross cultural validation of Depression, Anxiety, and Stress Scale (DASS – sub
scale of Depression) showed that the reliability index according to the findings of Aslam
and Kamal (2017) was found to be .72 in Pakistani sample. The present study results
showed reasonable psychometric properties of the Depression, Anxiety and Stress Scale
(DASS - sub scale of depression) of 0.94 Cronbachs’ alpha. Furthermore, construct
validity showed medium high correlation of 0.65 to 0.75 with index of convergent
validity and low correlation of -.0.22 to 0.07 with index of divergent validity
(Nieuwenhuijsen et al., 2003). Ediz, Ozcakir and Bilgel (2017) study results documented
a moderate degree of convergent validity of Depression, Anxiety and Stress Scale
(DASS) with Beck Depression Inventory (BDI) and measures of Anxiety. Crawford and
Henry (2010) documented convergent validity for Depression, Anxiety and Stress Scale
(DASS) with Hospital, Anxiety and Depression scale developed by Zigmond and Snaith
(1983) and divergent validity with Positive and Negative Affect Scale – Positive Affect
sub scale (PANAS – PA). These study results render Depression, Anxiety, and Stress
Scale (DASS – sub scale of Depression) to be a suitable measure for establishing
divergent validity Index of Personal Resource Inventory (PRI) (see Appendices - Appx -
J).
3. Subjective job stress scale (SJSS). The employees’ workplace stress is
measured through 5 item Subjective Job Stress Scale (SJSS) (Rauf & Farooq, 2014). Full
score is a guide of degree of one’s level of workplace stress. The high score which is
above the mean represents high levels of experienced occupational stress among the
employees whereas, low score which is above the mean represents low levels of
experienced occupational stress among the employees. It is a five items scale with Likert
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type answer categories of strongly agrees to strongly disagree. Reliability index showed it
to be a reliable measure of job stress among the employees. The scale’s Cronbach’s
Alpha Coefficient (α) is .82, Split half Guttman coefficient is .86, and test retest
reliability is .70 in Pakistani sample. Therefore, the tool was customary to be an adequate
measure of Job Stress in Pakistani employees.
The Subjective Job Stress Scale (SJSS) is a four positively and negatively worded
item scale with five answer categories extending from strongly disagree مکمل اختلاف to
strongly agree مکمل اتفاق. It is a self-report scale which means that the individuals have to
report the answers by themselves by ticking the right response option.. Subjects are
asked to record their responses against any one of the five point answer categories
ranging from strongly disagree مکمل اختلاف to strongly agree مکمل اتفاق.
The Alpha reliability index in the findings of Rauf and Farooq (2014) was found
to be .82, split half reliability Guttman index was found to be .86 and test re test
reliability coefficient was found to be 0.70 in Pakistani sample comprising of Karachi,
Lahore and Multan (see Appendices - Appx - J). The study results therefore, showed
reasonable psychometric properties of the Subjective Job Stress scale (SJSS). Moreover,
Rauf and Farooqi study results documented a moderate degree of convergent validity of
Subjective Job Stress scale (SJSS) with Perceived Stress Scale (PSS) (r = .86, p < .01)
and divergent validity with Rosenberg Self Esteem Scale (RSES) (r = - .72, p < .01) and
Job Satisfaction Survey (JSS) (r = - .69, p < .01). The study results render Subjective Job
Stress Scale (SJSS) to be a suitable measure for establishing divergent validity Index of
Personal Resource Inventory(see Appendices - Appx– J).
4. Psychological capital questionnaire. Psychological Capital is measured
through 24 items comprising of four dimensions of self-efficacy, resilience, hope and
optimism in Psychological Capital Questionnaire (PCQ) (Luthans et al., 2007). The score
is the total points obtained after adding the raw scores of all the items. The high score
which is above the mean represents high levels of abilities of Psychological Capital
among the employees whereas, low score which is above the mean represents low levels
of abilities of Psychological Capital. Full score is a guide to one’s level of PsyCap i.e.
self-efficacy, resilience, hope and optimism collectively termed as higher order core
psychological constructs. The scale is relatively introspective in nature as the
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respondents are to answer on the basis how they think about themselves with reference to
the asked questions at present. The PCQ takes 15-20 minutes to complete and can be
administered individually or in groups. Items 1-6 are pertaining to self-efficacy subscale
and are adapted from Parker (1998), items 7-12 are pertaining to hope subscale and
areadapted from Snyder et al. (1996), items 13-18 are pertaining to resilience subscale
and are adapted from Wagnild and Young (1993) and items 19-24 are pertaining to
optimism subscale and are adapted from Scheier and Carver (1985). Responses are
scored on six point Likert type response category from 1 to 6 being 1 is equal to strongly
disagree and 6 is equal to strongly agree. Item 13, 20 and 23 are reverse scored i.e. for
these items 1 is scored as 6 and 2 is scored as 5, 3 is scored as 4, 4 is scored as 3, 5 is
scored as 2 and 6 is scored as 1. The PCQ is a twenty four positively and negatively
worded item scale with six answer categories from strongly disagrees to strongly agree.
Full score is an indication of degree of one’s abilities of Psychological Capital. Score
exceeding the mean shows high levels of Psychological Capital, whereas a score lower
the mean statistical value represents lesser levels of Psychological Capital in the study
sample. Cross cultural validation of Psychological Capital Questionnaire (PCQ) showed
that the alpha Coefficient (α) reliability of the scale was found to be .90 and its subscales
namely self-efficacy to be .90, hope to be .86, resilience to be .67 and optimism to be .55
(Grobler & Joubert, 2018). The study results therefore, showed reasonable psychometric
properties of the Psychological Capital Questionnaire (PCQ) rendering it to be a suitable
measure for establishment of the concurrent validity Index for Personal Resource
Inventory (PRI) (see Appendices - Appx– K).
6. Demographic information sheet (DIS). Demographic Information Sheet
is specifically designed to collect the information regarding the variables like age,
educational qualification, experience and gender from the respondents. Later the gathered
demographic information could be made of use to generate useful generalizable study
outcomes. Ethical concerns were also taken into consideration by adhering to the ethical
code as specified by the Ethical Doctrines of Psychologists and Code of Conduct by
American Psychological Association (APA) for Psychological Research (APA) (2002).
This included ensuring that participation from the subjects was voluntary and that
anonymity was retained through an Informed Consent Form (Anastasi & Urbina, 2003).
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Customarily the demographic sheet is filled by the respondent himself to give in all the
relevant details before attempting the questionnaire. Accordingly, this sheet also serves
the purpose for establishing the rapport with the subject and clarify the purpose for which
the respondent is committed (see Appendices - Appx - G & H )
7. Informed consent form (ICF). Informed Consent Form is a letter
describing to the respondent of the study about the researchers’ introduction, organization
and purpose of the research specifically designed for. This included confidentiality issues
as well. The respondents were assured that the information provided by them during the
research data collection will be kept confidential by the researcher and will only be used
for the research purpose. After obtaining the respondent’s consent for the research the test
booklet is administered finally (see Appendices - Appx– G & H).
The five instruments namely Demographic Information sheet (DIS), Personal
Resource Inventory (PRI), Warwick Edinburgh Mental Well Being Scale (WEMWBS),
Depression Anxiety and Stress Scale (DASS - sub scale of depression), Subjective Job
Stress Scale (SJSS) and Psychological Capital Questionnaire (PCQ) were presented in the
form of a booklet. The consent form for taking the consensus of the individuals to partake
in the exploration was also attached. Instructions for the completion of the instruments
were provided at the top of each scale.
Procedure. The subjects were approached both individually and in groups for the
purpose of data collection. They were also briefed about the research objectives and their
expected role in the research project. It was told that they will be given a booklet of
questionnaires in which they had to complete the all the papers centered portfolios along
with consent and a biographical inventory premeditated for the present research
objectives. The written instructions were reproduced verbally to the subjects as well. It
was told to the respondent that they were to select from the given options, the option
which is most accurately describing them. And there were no correct or incorrect reply to
the interrogations. Moreover, the plaintiffs were fortified to spot the very first answer of
the interrogation that would come to their awareness. It was told to the respondent to
mark the option in the light of their own personal views as their personal individual views
are very vital for the research objectives. They were instructed to attempt each and every
item and to record only one answer for each item. After the completion, the research
88
booklets were collected and the respondents were thanked for their cooperation and their
queries were answered to constitute the debriefing session. Afterwards the assortment of
the data, for the tenacity of analysis the underdone scores of the portfolios collected from
the four hundred and fifty one (451) units of analysis were laden onto a spreadsheet for
the purpose of statistical analysis. The following section describes the results of this part
of the study.
89
Results
Step 6 Construct validity (convergent and divergent validity). Preliminary
statistical analyses relating to the hypotheses of the study were also performed for
gaining insight of the association and differences among variables. Following section
demonstrates the study results for the stated hypotheses. Correlational analysis was
carried out to find out the association of Personal Resource Inventory, psychological
wellbeing measured by the Warwick Edinburg Mental Well Being Scale, depression
measured by the Depression, Anxiety and Stress Scale (DASS - sub scale of depression),
workplace Job related stress measured by the Subjective Job Stress scale and
Psychological higher order abilities as measured by Psychological Capital Questionnaire.
Pearson Product Moment Correlation Coefficient (ρ) was employed for computing the
association among the study variables. Regression analysis was carried out to predict one
variable i.e. dependent variable from the other i.e. Independent variable. Regression is
reported to illustrate the gradation of linear affiliation between a single or more variables
and a criterion variable. The standardized regression weights (betas) and their allied
probabilities (p values) are of chief significance because the beta weights will permit
comparing the strength of each predictor. These estimates show the certainty with which
one can predict the value of the dependent variable for a given value of independent
variable. It was decided to conduct a separate linear regression analysis for each of the
variable owing to their unique nature. The regression procedure used Personal Resource
Inventory as independent variable and WEMWB, DASS - sub scale of depression and
SJSS as dependent variable.
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Hypothesis 1. Personal Resource Inventory and its subscales will positively
correlate with a measure of Psychological wellbeing.
Table 12
Pearson Correlation between Personal Resource Inventory and Warwick Edinburgh
Mental Well Being Scale (N = 200)
Variables Warwick Edinburgh Mental Well Being Scale
Personal Resource Inventory .46 **
Subscales of PRI
Resilience .37 **
Confidence .34**
Determination .39**
Self-regulation .26 **
Self-control .22**
Persistence .26**
Note. ** p < .01
Above table showed moderate significant positive correlation between the two
measures of personal resource and psychological wellbeing. The correlation coefficients
among the subscale’s of Personal Resource Inventory and Warwick Edinburgh Mental
Well Being Scale are significant at .01 level and range form.22 to .39.
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Hypothesis 2. Personal Resource Inventory and its subscales will negatively
correlate with a measure of Depression.
Table 13
Pearson Correlation between Personal Resource Inventory and Depression, Anxiety,
Stress Scale (DASS - sub scale of depression) (N = 200)
Variables Depression, Anxiety, Stress sub Scale
Personal Resource Inventory -.52 **
Subscales of PRI
Resilience -.42 **
Confidence -.42**
Determination -.40**
Self-regulation -.34 **
Self-control -.28**
Persistence -.24**
Note. ** p < .01
Above table showed satisfactory significant negative correlation between the two
measures of personal resource and depression. The correlation coefficients among the
subscale’s of Personal Resource Inventory and Depression, Anxiety, Stress Scale (DASS
- sub scale of depression) are significant at .01 level and range from -.24 to -.42.
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Hypothesis 3. Personal Resource Inventory and its subscales will negatively
correlate with a measure of workplace stress.
Table 14
Pearson Correlation between Personal Resource Inventory and Subjective Job Stress
Scale (SJSS) (N = 200)
Variables Subjective Job Stress Scale (SJSS)
Personal Resource Inventory - .49 **
Subscales of PRI
Resilience - .36 **
Confidence - . 43 **
Determination - .39 **
Self-regulation - . 33 **
Self-control -..21**
Persistence -..24**
Note. ** p < .01
Above table showed satisfactory significant negative correlation between the two
measures of personal resource and job stress. The correlation coefficients among the
subscale’s of Personal Resource Inventory and Subjective Job Stress Scale are significant
at .01 level and range from -.21 to -.43.
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Hypothesis 4. Personal Resource Inventory will positively correlate with a
measure of Psychological Capital Questionnaire (PCQ).
Table 15
Correlation between Personal Resource Inventory and Psychological Capital
Questionnaire (PCQ) (N = 200)
Variables Psychological Capital Questionnaire
Personal Resource Inventory .93 **
Subscales of PRI
Resilience . 71**
Confidence .73**
Determination .57**
Self-regulation . 71**
Self-control . 52**
Persistence . 55**
Note. ** p < .01.
Above table showed high significant positive correlation between the two
measures of personal resource and Psychological Capital Questionnaire. The correlation
coefficients among the subscale’s of Personal Resource Inventory and Psychological
Capital Questionnaire are significant at .01 level and range form.52 to .73.
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Hypothesis 5. Personal Resource Inventory will positively impact Psychological
wellbeing.
Table 16
Linear regression analysis using Personal Resource Inventory as predictor variable for
Warwick Edinburgh Mental Well Being Scale as dependent variable (N = 200)
Variables B SE β β t. 95% CI
(LL, UL)
Constant 27.28 3.0 9.07**
(21.35, 33.20)
Personal
Resource
Inventory
(PRI)
.24 .03 .46 7.2***
(.17, .30)
Note. R2 = .21. Adjusted R2 = .21. ** p < .001. *** p < .0001. Please read b as
Unstandardized Coefficients. SE as Standard Error and β as Standardized Coefficients. CI
as confidence interval. LL as Lower Limit. UU as Upper Limit.
Table reports linear regression analysis for the study variables. A linear
regression analysis revealed that Personal Resource comprising of Optimism, Resilience,
Hope and self-efficacy as measured by the Personal Resource Inventory (PRI) was a
highly significant forecaster of the link between the variables accounting for 21% of the
variance in Positive Psychological Well Being. Therefore, it can be said that mental
health could be significantly predicted from Personal Resource in the employees. In the
table summary the coefficient of determination which is R2 value explains the expanse of
variation in the Dependent variable (DV) that could be explained by the Independent
Variable (IV).
The table displays that the Independent variable (IV) statistically significantly
forecast the Dependent Variable (DV), F (1, 198) = 52.64, p < .0001 (i.e the regression
model is the good fit for the data.
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Hypothesis 6. Personal Resource Inventory will negatively impact Depression.
Table 17
Linear regression analysis using Personal Resource Inventory (PRI) as predictor
variable for Depression, Anxiety, Stress Scale - sub scale of Depression (DASS - sub
scale of depression) as dependent variable (N = 200)
Variables B SE
β β t.
95% CI
(LL, UL)
Constant 40.00 2.4 16.70***
(35.28,
44.72)
Personal
Resource
Inventory (PRI)
- .22 .026 - .52 -8.6***
(.-28, -.17)
Note. R2 = .27. Adjusted R2 = .27. *** p < .000. Please read b as Unstandardized
Coefficients. SE as Standard Error. β as Standardized Coefficients. CI as confidence
interval. LL as Lower Limit. UU as Upper Limit.
Table informs linear regression exploration for the study variables. A linear
regression analysis revealed that Personal Resource as measured by the Personal
Resource Inventory (PRI) was a highly significant forecaster of the bond between the
variables accounting for (27%) of the variance in Depression. Therefore, it can be said
that depression could be significantly predicted from Personal Resource in the
employees. The table highlights that the Independent variable (IV) statistically
significantly predict the Dependent Variable (DV), F (1, 198) = 74.27 p < .0001 (i.e the
regression model is the good fit for the data).
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Hypothesis 7. Personal Resource Inventory will negatively impact Job stress.
Table 18
Linear regression analysis using Personal Resource Inventory as predictor variable for
Job stress as dependent variable (N = 200)
Variables B SE β Β t. 95% CI
(LL, UL)
Constant 11.99 .83 14.4***
(10. 3, 13.6)
Personal
Resource
Inventory
(PRI)
-.07 .01 -.49 -7.9**
(-.09, -.05)
Note. R2 = .24. Adjusted R2 = .24. ** p < .001. *** p < .000. Please read b as
Unstandardized Coefficients. SE as Standard Error and β as Standardized Coefficients. CI
as confidence interval. LL as Lower Limit. UU as Upper Limit.
Table informs linear regression exploration for the study variables. A linear
regression analysis revealed that Personal Resource as measured by the Personal
Resource Inventory (PRI) was a highly significant forecaster of the bond between the
variables accounting for (80%) of the variance. Therefore, it can be said that job stress
could be significantly predicted from Personal Resource in the employees. The table
highlights that the Independent variable (IV) statistically significantly predict the
Dependent Variable (DV), F (1, 198) = 62.002, p < .000 (i.e. the regression model is the
good fit for the data).
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Hypothesis 8. Personal Resource Inventory will positively impact PCQ.
Table 19
Linear regression analysis using Personal Resource Inventory as predictor variable for
PCQ as dependent variable (N = 200)
Variables B SE β Β t. 95% CI
(LL, UL)
Constant 7.9 2.2 3.6***
(3.6, 12.34)
Personal
Resource
Inventory
(PRI)
.88 .024 .93 36.42**
(.83, .93)
Note. R2 = .87. Adjusted R2 = .87. ** p < .001. *** p < .000. Please read b as
Unstandardized Coefficients. SE as Standard Error and β as Standardized Coefficients. CI
as confidence interval. LL as Lower Limit. UU as Upper Limit.
Table informs linear regression exploration for the study variables. A linear
regression analysis revealed that Personal Resource as measured by the Personal
Resource Inventory (PRI) was a highly significant forecaster of the bond between the
variables accounting for (80%) of the variance. Therefore, it can be said that PsyCap
could be significantly predicted from Personal Resource in the employees. The table
highlights that the Independent variable (IV) statistically significantly predict the
Dependent Variable (DV), F (1, 198) = 1326.22, p < .000 (i.e the regression model is the
good fit for the data).
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Discussion
The purpose for this contemporaneous research was development and validation
of a psychological measuring instrument in the field of positive psychology. Work on
Psychological Capital by Luthans et al. (2006) and later investigated by Avey (2014) was
reviewed. It was learnt that historical roots of the research variable are found in Park et
al. (2004) and Hobfolll et al. (2003). The inventory underwent several stages of analysis.
Hypotheses of the study were formulated for further investigation. Concluding results
were based on inferential statistics of correlation and regression model.
To establish convergent validity it was hypothesized that Personal Resource
Inventory will show a positive correlation with a measure of psychological wellbeing and
theoretically similar construct. To establish divergent validity, it was hypothesized that
Personal Resource Inventory will show a negative correlation with a measures of
depression and workplace stress experienced by employees having the prospective
subjects characteristics Study 2 was premeditated to find out the relationship of Personal
Resource Inventory with an established measure of psychological wellbeing i.e. Warwick
Edinburg Mental Wellbeing scale (Waqas, Ahmad, Haddad, Taggart, Muhammad,
Bukhari, Sami, Batool, Najeeb, Hanif, Rizvi, & Ejaz, 2015). Sample comprised of two
hundred employees working in private, semi-government and government organizations.
Results yielded a significant positive correlation (r (200) = .46**, p < .01) between the
two measures. Correlation between a theoretically similar construct scale and Personal
Resource Inventory was computed. Results yielded a significant positive correlation (r
(200) = .93**, p < .01) between the two measures. Correlation of Personal Resource
Inventory with an established measure of depression, Anxiety and Stress Scale - (DASS -
sub scale of depression) was computed. Results yielded a significant negative correlation
(r (200) = -.52**, p < .01) between the two measures. The third part was carried out d to
find out the relationship of Personal Resource Inventory with an established measure of
Subjective Job Stress Scale. Results yielded a significant negative correlation (r (200) = -
.49**, p < .01) between the two measures. Results of regression analysis showed that
Personal Resource Inventory (PRI) was a highly significant predictor of the relationship
between the variables, accounting for 21% of the variance in Positive Psychological
99
wellbeing, 27 % of the variance in Depression, 24% of the variance in job stress and 87%
of the variance for PCQ. Hence the objective of this research, which was to establish
validity of the indigenous version of Personal Resource Inventory (PRI) both through
the correlational analysis and regression analysis, was thus accomplished.
The study results are validated in the light of researches which showed that the
scale of Warwick Edinburgh Mental Wellbeing Scale is mental health measuring
instrument. Whereas, Depression, Anxiety and Stress Scale (DASS - sub scale of
depression) is depression illness measuring instrument (Aslam & Kamal, 2017).
Therefore, as Personal Resource Inventory comprising of healthy attributes of personality
such as resilience, confidence, determination, self-regulation, self-control and
persistence. Therefore, in the light of literature review a positive correlation between
Personal Resource Inventory and Warwick Edinburgh Mental Wellbeing Scale and a
negative correlation between Personal Resource Inventory and Depression, Anxiety and
Stress Scale (DASS - sub scale of depression) was expected. Hence, Pearson correlation
statistics of .46 between Personal Resource Inventory and Warwick Edinburgh Mental
Wellbeing Scale and, Pearson correlation statistics of .52 between Personal Resource
Inventory and Depression, Anxiety and Stress Scale (DASS - sub scale of depression)
supported the stated hypotheses 1 and 2 in the present study. Whereas Subjective Job
Stress scale (SJSS) is a measuring instrument specifically designed to measure workplace
stress and counterproductive workplace behaviors (Rauf & Farooq, 2014).
The stated hypothesis 3 regarding the relationship between Personal Resource
Inventory and workplace stress is of importance for the field of positive organizational
behavior. The components of Personal Resource Inventory namely resilience, confidence,
determination, self-regulation, self-control and persistence are significant contributors in
employee behavior. Therefore, the correlation index between the two could be useful to
understand the dynamics of association between the two study variables. In literature,
Psychological Capital encompassing Hope, efficacy, Resilience and Optimism becomes
the estimate of person’s overall psychological strength and hence helps to determine
one’s organization fitness. By a correlation value of .93 between Psychological Capital
Questionnaire and Personal Resource Inventory, it had turned out to be theoretically
100
related to personality strengths. Therefore, it could be regarded as a significant
contributor to the overall organizational fit of the employees (Therasa & Vijayabanu,
2016; Luthans et al., 2017). Findings of a research revealed that individuals who were
high in Psychological Capital reported low levels of job stress (Abbas & Raja, 2015).
Hence, Pearson correlation statistics of .49 between Personal Resource Inventory and
Subjective Job Stress Scale supported the stated hypotheses 3 in the present study.
Aforementioned theoretic and pragmatic link extended on the relationship between
Personal Resource Inventory and Workplace stress is consistent to the research findings
of Guan, Li and Ma (2017), in which the findings suggested that higher the levels of
Psychological Capital lower will be the level of workplace stress.
The stated hypothesis 4 regarding the relationship between Personal Resource
Inventory and a theoretically similar construct is of importance for the field of positive
psychology. The higher order constructs of hope, optimism, resilience and self-efficacy
fulfills the inclusion criteria of Positive Psychological Capital (PCC) insisting that these
building blocks of personality strengths are with a positive focus; theory based and have a
valid measure. Page and Donohue (2004) proposed that the model of Positive
Psychological Capital (PPC) encompassing the constructs of hope, optimism, resilience
and self-efficacy lends itself to further development and also allow the inclusion /
addition of other relevant constructs as they fulfill the inclusion criterion. Therefore, a
very high correlation of .93 is suggestive of the adequacy of Personal Resource variable
comprising of six factors of Resilience, confidence, determination, self-regulation, self-
control and persistence to best fit in the PCC model. According to Luthans et. al., (2006)
for any psychological construct to come upon the model of positive Psychological Capital
(PPC) model it must have the characteristics of being unique i.e. must be of competitive
advantage; be predominantly positive in its’ nature, be a measurable concept, be a
developable concept and be impactful. To my best of knowledge, there is very little
evidence examining the association among the variables of newly indigenously
developed Personal Resource Inventory and Psychological Capital. Although there is
much evidence showing that the defining components of Personal Resource Inventory are
significant contributors towards profession of marketing which is a highly competitive
and demanding field. The correct set of actions is needed to be taken up for survival. The
101
enduring characteristics of resilience, confidence, determination, self-regulation, self-
control and persistence are hallmarks of a successful entrepreneurship through an
established link of Psychological Capital (Lee & Yang, 2019). The above mentioned
research results is in line to some of the worth mentioning findings. Significant research
had been carried out on the Personal Resource model in Pakistan so due to the focus on
positive intervention with the qualitative research design the assessment of Personal
Resource may be carried out in extensively in Pakistan society.
Following this, linear regression analysis was carried out to expel and determine the
amount of variance explained by the Personal Resource Inventory for the variables of
psychological wellbeing, depression, Job stress and Psychological Capital. This also
provided evidence for the convergent and discriminant validity for the newly developed
inventory. Results showed that Personal Resource inventory accounts for 21% of
variance in psychological wellbeing, 27% of variance in depression, 24 % of the variance
in employee ‘stress and 87% of the variance in PCQ in the sample. The underlying
theoretical framework of positivity loop demonstrates that positive emotions over a
period of time increases psychological Personal Resources of augmented mindfulness,
resolution in life, societal support, life satisfaction and decreases depressive symptoms in
the person. Further, it is proposed that the study results would be much in accordance to
the notion of personality strength based approach in positive psychology as mentioned
earlier (Taylor et al., 2000; Luthans, 2002; Lopez & Synder, 2004; Park et al., 2004;
Luthans et al., 2007; Mastenbroek, Jaarsma, Scherpbier, Van Beukelen, Demerouti, &
Jaarsma, 2014; Lu, Liu, Sui, & Wang, 2015; Parks-Leduc, et al., 2015; Therasa &
Vijayabanu, 2016; Murray et al, 2017; Bhat, 2017; Selvaraj & Bhat, 2018).
In sum, it can be concluded that Personal Resource Inventory had good construct
validity and it is evidence based scientific and developable concept in Pakistani culture as
well.
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Chapter 4
Conclusion
It was concluded from the research findings that Personal Resource Inventory is a
valid and reliable research inventory that can be generalized to a widespread population
of adolescents-adulthood and old age; male and female of age range (20-60 years); with
minimum education level Matric and maximum post doctorate; belonging to any field of
work.
Implications of the Present Study
1. The present research was a pioneer research in the area of Personal Resource, so it
was those personality traits / characteristics which were of positive nature and were
theoretically driven by the field of positive psychology. It was also apparent by literature
that with regard to positive strengths of human personality there was insufficient
literature as more focus had been given to the disease model of human personality. The
diagnostic manual pertains to the psychological disorders and is found devoid of those
personality traits which increases human adaptability. However, the future research may
be conducted to provide understanding of the positive dimensions of human personality.
The comparison may be done between different groups of individuals belonging to
different socioeconomic classes.
2. The findings have important implications in intervention models specially
designed to combat with criminal tendency and enhance peace based on individualistic
school of thought. This research has implications for policy makers, clinicians and
educationists.
3. Gender difference on the variables of Personal Resource is non-significant and
not marked. Therefore, gender discrimination and inequality may not override any
intervention, school of thought, organizational packages, educational opportunities and
policies at government or private level. Otherwise, as the research result shows that the
103
gender, if discriminated, may not be benefitted adequately despite being enriched with
adequate resources at personal level.
Following is recommended:-
1. Data from other provinces be included to and may vary in their demographics as
well in order to increase generalizability of results.
2. Predictive validity study be done and criterion validity be established. The
longitudinal study of the sample be done. As it had been discussed under the Positive
Organizational Behavior (POB) theory framework therefore, organization outcome
behaviors be correlated predictively so as to establish a wide perspective in validity for
PRI.
3. Results are to be obtained from other sample groups as well for example clinical
population, children of younger age and uneducated population to establish construct
specification for Personal Resource Inventory (PRI). As Personal Resource refers to
strengths of personality and certain demographics undermine its presence universally for
example, data was collected from educated and employed individuals for the sake of POB
markers. But it is suggested that uneducated and unemployed be also studied.
Limitations of the Present Study
Knowledge of the limitations of the study improves future researches (Morgado et
al. 2017). There are certain limitations of the present research:-
1. The sample size used in the present research is not large enough. For further
research a national sample may be included in the study. It will help particularly, to
establish norms, concurrent validity and reliability of the scales.
2. The sufficient psychometric properties of the scales developed in the present
research were determined but still a lot of analysis can be computed to standardize the
scales and to find out the norms of the scales. So it is suggested to compute further
analysis.
104
3. In the present study depression and workplace stress of employees was measured
with the help of self-rated scales / instruments. However, the range and distribution of
scores support the assumption that respondents answered honestly. It is suggested that
external ratings such as ratings by organizational managerial staff must be used to
validate the self-ratings. For the evaluation of employees’ job performance ratings can be
used. Although self-ratings have validity, however, these ratings may be cross validated
with the ratings of workplace performance criteria. Though the sample used in this study
was normal population, not clinically diagnosed yet a screening method may still be
deployed to filter the clinical population from the non-clinical ones.
4. Further applied researches may be conducted to explore the validity of
development techniques for positive strengths of personality. These findings may help in
establishing positive strengths of personality through counseling techniques or educative
measures.
Future Directions
Positivity is the need of time. A positive mind set can bring effective changes for
Pakistani society otherwise a negative mindset can make all efforts futile. Pakistan is in a
struggle where geo-political pressure exists and it is only by positive outlook where we
can bring positive image of Pakistan as a nation and highlight its effective, friendly and
progressive efforts for the country and neighbor countries. Personal Resource Inventory
is entirely based on positive personality dimensions and significantly relates positively to
mental wellbeing and negatively to depression and stress. Its’ usefulness in determined
for intervention programs especially designed to enhance mental health and reduce
depression / stress for the sake of performance for educational, professional and clinical
settings. Future researches need to provide evidence that support the results suggesting
that by strengthening the positive personality traits a proactive, preemptive and curative
support to individuals is provided. Further, evidence be provided that such individuals
engage in healthy activates which adds to the mission of positivity enhancement at
individual and organizational level in Pakistan. For this purpose the factors / dimensions
of Personal Resource can be used as a guideline and intervention programs that are
culturally adaptive based on these five factors be employed so as to get maximum benefit
105
out of this research project. By employing intervention programs the researcher could
drive the factor into action and make use of the variable for individual at structural level.
106
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Appendix A
Performa for Indicators on Personal Resource
Instructions for Participants
As part of Ph.D research, a scale named as Personal Resource Inventory is being
constructed for Pakistani population. For this purpose, the present exercise has been planned to
generate indicators on the variable of Personal Resource..
You are requested to list as many indicators / description for the given operational
definition given below in Urdu language. The definition of the construct is below:-
ورے اعتمادپ جو کسی شخص کو درپیش مشکلات کا ھین مثبت پہلوؤں سے مراد وہ شخصی صلاحتیں کے افراد کی ذات
لئے محرک پانے کی مقصد کو مین ، پر امید اندازبا ند ھنے مستقبل سے متعلق خوش امیدی ،مقابلہ کرنے ساتھ کے
کا حوصلہ بھروسے کے ساتھ مشکل کام یا مہم کو سر انجام دینے کے ساتھ ساتھ پورے ذہنی و قلبی اطمناناور ہنےر
کہتے ہیں پرسنل ریسورسکو ،دیتی ہیں
120
Appendix B
List of Indicators for Personal Resource Inventory (PRI)
کی صلاحیت رکھتا/رکھتی ہوں۔میں اپنی ذمہ داریاں پوری طرح سے ادا کرنے 1
2 مجھے لگتا ہے کہ وقت گزرنے کے ساتھ ساتھ میرے شخصی پہلو ؤں میں نکھار آیا ہے۔
ے وقت اگرچے مجھے اپنے حتمی انتخاب کا پورا یقین ہوتا ہے بھی، تب بھی کوئی اہم فیصلہ کرت
دوسروں سے مشورہ ضرور کرتا/کرتی ہوں۔
3
صورت نہیں ہوں۔میں دیکھنے میں بالکل خوب 4
5 میں جس بھی معاملے میں بھی پڑنا /پڑتی ہوں اسکو خراب کر بیٹھتا /بیٹھتی ہوں۔
6 میں فیصلہ کرنے میں دقت محسوس کرتا/کرتی ہوں۔
7 میں جو ہوں جیسا/جیسی بھی ہوں، دوسروں کے ساتھ خود کو آرام دہ محسوس کرتا/کرتی ہوں۔
زاویوں سے جانچنے اور پرکھنے کی صلاحیت موجود ہے۔مجھ میں معاملات کو مختلف 8
9 میں کوشش کر کے پیچیدہ مسائل کا حل تلاش کر سکتا /سکتی ہوں۔
ا/رکھتی ہوں۔میں نے جن مقاصد کا تعین کر رکھا ہے ان میں سے پیشتر حاصل کرنے کی صلاحیت رکھت 10
موجود ہے۔مجھ میں اہم معاملات کے نتائج حاصل کر سکنے کی صلاحیت 11
وں۔مجھے پورا یقین ہے کہ میں بیشتر معاملات کی بہتر طور سے انجام دہی کر سکتا /سکتی ہ 12
لات بہتر مجھے لگتا ہے کہ اگر دوسرے لوگوں سے موازنہ کیا جائے تو میں بیشتر معام
سر انجام دے سکتا /سکتی ہوں۔
13
حل کر سکتا /سکتی ہوں۔کوشش کر کے میں پیچیدہ معاملات کو کامیابی سے 14
وں۔میں نے جو مقاصد طے ر کھے ہیں ان میں سے بیشتر کو پانے کی صلاحیت رکھتا/رکھتی ہ 15
16 میرا خیا ل ہے کہ جو میرے لئے اہمیت کے حامل نتائج ہیں میں وہ حاصل کر سکتا /سکتی ہوں
۔قوت ارادی سے کر پاؤں گا/گیمیں سمجھتا/سمجھتی ہوں کہ خو د کو در پیش چیلنجز کا مقابلہ 17
تیں باہر آ میں اپنے اندر اس حد تک رد و بدل کر سکتا /سکتی ہوں کہ میرے اندرکی چھپی ہوئی صلاحی
جائیں۔
18
19 میں اپنی صلاحیتیوں کے معاملے میں تذبذب کا شکار ہوں۔
ں۔کرتا/کرتی ہومیں اپنی کمپنی کے لائحہ عمل سے متعلق بات کرتے وقت پر اعتماد محسوس 20
وں۔میں اپنے کام کی جگہ پر مقاصد کا تعین کرتے وقت خود کو پر اعتماد محسوس کرتا/کرتی ہ 21
22 اگر مجھے بات کرنے کا موقع دیا جائے تو میں دوسروں کو متاثر کر کے رہوں گا/گی۔
ہیں۔ مجھے یقین ہے کہ آپ اپنی صلاحیتوں کو خود اپنی کوشش سے نکھار سکتے /سکتی 23
24 میں پیچیدہ معاملات کا حل آسانی سے تلاش کر سکتا ؍سکتی ہوں۔
۔میں محسوس کرتا/کرتی ہوں کہ میں بے یک وقت کئی طرح کے معاملات سنبھال پاؤں گا /گی 25
121
26 میں مسائل کے پیچ میں بھی حل تلاش کر لوں گا؍گی۔
کرتی خود کو پر اعتماد محسوس کرتا/ میں اپنے ذمے کے کام دوسروں کے سامنے پیش کرتے ہوئے
ہوں۔
27
کرتی ہوں۔میں اپنے ساتھیوں کو مختلف معاملات کی آگاہی دیتے ہوئے خود کو پر اعتماد محسوس کرتا/ 28
ے اور اگر کوئی میری مخالفت بھی کرے تو جو میں چاہتا/چاہتی ہوں وہ حاصل کرنے کے لئے راست
ذرائع تلاش سکتا /سکتی ہوں۔
29
30 دوسروں سے مشاورت کے بعد خود کو بہتر محسوس کرتا/کرتی ہوں۔
وس میں کمپنی کے باہر کے لوگوں سے مسائل پر بات چیت کرتے ہوئے خود کو پر اعتماد محس
کرتا/کرتی ہوں۔
31
طریقوں کا میں جب خود کو مسائل میں گھرا پاتا /پاتی ہوں، تو اس میں سے نکلنے کیلئے کئی طرح کے
کتا /سکتی ہوں۔سوچ س
32
33 میں مشکلات میں سے خود کو بہتر انداز سے نکالنے کیلئے تیار ہوں۔
34 ماضی میں میں نے کچھ مشکلات پر کامیابی سے قابو پایا ہے۔
35 میں کسی بھی طرح کی پریشان کن صورتحال سے نمٹنے کیلئے تیار ہوں۔
36 میرے فیصلے دوسروں کا اثر قبول نہیں کرتے۔
37 میں تخلیقی صلاحیتوں کا /کی مالک /مالکہ ہوں۔
38 میں نہایت بے یقینی کے عالم میں بھی بہتری کی ہی توقع رکھتا /رکھتی ہوں۔
39 میں مستقبل کیلئے کافی پر امید ہوں۔
40 میں توقع کرتا؍کرتی ہوں کہ معاملات مشکل سے ہی میرے مطابق چلیں گے۔
اچھے حالات و واقعات کو شمار میں ہی نہیں لاتا/لاتی۔میں اپنے ساتھ ہونے والے 41
42 مجموعی طور پر میں توقع کرتا/کرتی ہوں کہ میرے ساتھ اچھا ہی ہو گا۔
43 میں کامیاب لوگوں کی کہانیوں سے کافی امید بندھاتا/بندھاتی ہوں۔
د کو پر یش کرتے ہوئے خواگر میرا باس مجھ سے بات کرنا چاہتا ہے تو میں میں اپنے ذمے کے کام پ
اعتماد محسوس کرتا/کرتی ہوں ۔
44
۔میں سمجھتا/سمجھتی ہوں کہ کسی ناخوشگوار واقعہ کے اثرات مجھ پر کافی عرصہ رہیں گے 45
46 اگر میں انعامی کوپن خرید لوں تو مجھے یقین ہے کہ ضرور جیتوں گا/گی۔
کہ میرا تو ضرور نکلے گا۔اگر میراکوپن قرعہ میں شامل ہو تو مجھے لگتا ہے 47
48 میں مسائل کو وقتی اور عارضی دیکھتا/دیکھتی ہوں۔
ئے گا۔جب بھی کوئی تحفہ خریدتا/خریدتی ہوں تو یہ لگتا ہے کہ جسکو دوں گا /گی اسکو پسند آ 49
50 کسی نئی جگہ کھانے کا سوچتا /سوچتی ہوں تو خیا ل آتا ہے کہ وہاں کا کھانا برا ہی ہو گا۔
اعتماد جب مجھے کام کی غرض سے جماعت میں شامل کیا جاتا تب میں اپنے کام کی جگہ پر خود کو پر 51
122
محسوس کرتا/کرتی ہوں
جب مجھے کام کی غرض سے جماعت میں شامل نہیں کیا جاتا تب مجھے لگتا ہے کہ میری ماہرانہ
صلاحیتوں میں کچھ کمی ہو گی۔
52
انکوں تو مجھے کوئی ایک دن بھی روشن نظر نہیں آتا ہے۔اگر میں اپنے ماضی میں جھ 53
ںمیں مشکلات میں ثابت قدم رہتا؍رہتی ہوں حتیٰ کہ میں کام کو پایہء تکمیل تک پہنچا نا پاؤ 54
55 کوئی بھی برقی آلہ خریدتے وقت میں اسکی وارنٹی پر اصرار کرتا /کرتی ہوں۔
یلئے کچھ نا میں امید رکھتا؍رکھتی ہوں کہ اس مسئلے کے حل ک حتیٰ کہ جب دوسرے ہار مان لیتے ہیں تو
کچھ کیا جا سکتا ہے
56
57 کسی بھی مسئلے کا کوئی نا کوئی حل موجود ہوتا ہے۔
58 مجھ لگتا ہے کہ میں اپنے متعین کردہ مقاصد کو حاصل کر پاؤں گا؍گی ۔
/کرتی ہوں۔میں ہمیشہ اپنی ملازمت سے متعلق روشن پہلوؤں پر غور کرتا 59
60 اس ملازمت میں معاملات میر ی مرضی کے مطابق کبھی نہیں چلیں گے۔
61 میں امید کرتا/کرتی ہو ں کہ حالات میں بہتری آئے گی۔
62 میں جن مسائل میں سے گزر رہا/رہی ہوں ان کا کچھ نہ کچھ حل تو ہو گا۔
63 اس وقت میں خود کو کافی پر امید محسوس کرتا/کرتی ہوں۔
64 اس سال کے معاملات اگرچہ مشکل ہیں تب بھی میں کامیاب ہو جاؤ ں گا/گی۔
65 میرا خیال ہے کہ مجھے اچھے دوست مل جائیں گے۔
66 ابھی میں اپنے آپکو ایک کامیاب انسان کے طور پر دیکھتا /دیکھتی ہوں۔
کرتے ہیںمیرے ماضی کے تجربات مجھے مستقبل کے لئے بہتر انداز میں تیار 67
ریں مجھے لگتا ہے کہ میرے ماضی کے تجربات مجھے مستقبل کے معاملات میں کسی حد تک مدد ک
گے۔
68
۔میرے لئے جو چیزیں اہم ہیں ان کو کر ڈالنے کیلئے کوئی نا کوئی طریقہ ڈھونڈ لوں گا /گی 69
ے کچھ نا ئلے کے حل کے لئجب تک دوسرے ہار مان لیتے ہیں تو میں امید رکھتا/رکھتی ہوں کہ اس مس
کچھ کیا جا سکتا ہے۔
70
ر پہنچوں میں امید کرتا /کرتی ہوں کہ جو منزل مقصود میں نے اپنے لئے سوچ رکھی ہے میں وہاں ضرو
گا/گی۔
71
کل آئے گا۔فی الفور اگر میں اپنے مقصد کو نابھی پا سکا، تو اس کو پانے کا کوئی نا کوئی راستہ ن 72
کے ساتھ میں اچھائی کروں گا /گی تو وہ بھی اچھے رہیں گے۔نئے دوستوں 73
74 میرا خیال ہے کہ میں جس کو چاہتا ؍چاہتی ہوں اسکو پا لوں گا ؍گی۔
75 اس سال معاملات اگرچہ مشکل ہیں لیکن جاب میں میری سالانہ رپورٹ اچھی ہو گی ۔
76 میں سجھتا ہوں کہ وقت مرہم رکھ دے گا۔
123
/سمجھتی ہوں کہ ہر دن میں کچھ نا کچھ اپنا حصہ ڈالتا رہوں گا/گی۔میں سمجھتا 77
78 میں خسارہ محسوس کرتا ؍کرتی ہوں
79 میں جس بھی پیشے کا انتخاب کروں گا؍گی اس میں مجھے کامیابی ہو گی۔
گا/گی۔وں اس گھڑی میں محسوس کرتا/کرتی ہوں کہ جو مقاصدمیں نے متعین کئے ہیں، ان کو پورا کر ل 80
81 میرے لئے امید کی کرن ابھی باقی ہے۔
82 مجھے لگتا ہے کہ میری محنت ایک دن ضرور رنگ لائے گی ۔
83 محنت کے ساتھ میری صلاحیتوں میں نکھار آ جائے گا۔
84 میں اپنے حالیہ طے شدہ مقاصد کو پانے کے لئے کوئی نہ کوئی حل سوچ لوں گا /گی۔
مشکلات کا حل ڈھونڈ لوں گا /گی۔میں کسی نہ کسی طرح 85
86 جہاں تک کام کا تعلق ہے تو میں مستقبل سے کافی پر امید ہوں۔
رکھ میں نازک اور مشکل ترین حالات میں خود کو پر سکون رکھ کر مفید لائحہ عمل پر توجہ مرکوز
سکتا /سکتی ہوں۔
87
/سکتی ہوں۔میں نئے حالات سے آسانی سے مطابقت اختیار کر سکتا 88
89 میں ناموافق حالات میں بھی مزاح تلاش کر لیتا /لیتی ہوں۔
90 ناکامی اور مایوسی کے احساسات مجھ میں زیادہ دیر تک نہیں رہتے۔
91 مجھے مقابلہ وار بڑھتے رہنا اچھا لگتا ہے۔
92 میں ہمیشہ مشکلوں سے نمٹنیکے اندازسوچتا /سوچتی رہتی ہوں۔
ساتھ کسی بھی طرح کی تبدیلی کو برداشت کرتا /کرتی ہوں۔ میں آسانی کے 93
94 میں مشکل حالات میں خود کو بغیر کسی تاخیر کے آسانی سے ڈھال لیتا /لیتی ہوں۔
95 میں کسی حد تک جذباتی ہوں۔
96 میں کسی بھی غیر متوقع صورتحال سے آسانی سے پریشان ہو جاتا /جاتی ہوں۔
کہ میرے مسائل میری برداشت سے زیادہ ہیں۔ مجھے محسوس ہوتا ہے 97
98 میری نیند پر سکون ہے۔
ہوتا؍ہوتی میں اکثر 'ہاں 'کہہ دیتا /دیتی ہوں کہ جب کہ میں پوری طرح سے ملنا؍مانی ہوا؍ہوئی بھی نہیں 99
100 ناکامیاں یادیں بن کر رہ جاتی ہیں۔
متاثر ہوتا ہے۔پریشانی کی وجہ سے میرے کھانے پینے کا معمول 101
102 ۔ جب میں پریشان ہوتا/ہوتی ہوں تو مجھے اچھی نیند نہیں آتی۔
103 جب میں پریشان ہوتا/ہوتی ہوں تو میرے معاشرتی تعلقات متاثر ہونے لگتے ہیں۔
104 میں پریشانی میں دوستوں اور گھر والوں کو وقت کم دینا شروع کر دیتا/دیتی ہوں۔
سیر و تفریح کم کر دیتا /دیتی ہوں۔میں پریشانی میں 105
106 میں عموماً چھوٹی چھوٹی پریشانیوں سے متاثر ہو کر رہ جاتا/جاتی ہوں۔
124
107 جب معاملات مشکل ہوں تو میں اچھا پرفارم کرنے لگ جاتا؍جاتی ہوں۔
108 میں ہر طرح کے حالات سے مناسبت اختیار کر لیتا ؍لیتی ہوں۔
ہوں نا طرف جا رہا /رہی ہوتا/ہوتی ہوں تو میں خود کواچھی گذارشات یا دلاتا /دلاتیجب میں مایوسی کی
کہ بری ۔
109
110 حالات جتنے بھی مشکل ہوں میں ہمت نہیں ہارتا/ہارتی
111 اگر مجھے ناکامی کا سامنا ہو تو حالات سے مناسبت اختیار کر لیتا ؍لیتی ہوں
ن رکھ کر سامنا کرسکتا /سکتی ہوں۔میں نئی صورتحال کا خود کو پر سکو 112
113 اگر مجھے کچھ مشکل نظر ہے تو میں اس سے اجتناب کرتا/کرتی ہوں۔
114 میں درپیش مشکلات کا سامنا کر سکتا ؍سکتی ہوں۔
115 مجھے یقین ہے کہ میں غیر متوقع صورتحال کا بہتر انداز میں مقابلہ کرسکتا /سکتی ہوں۔
دباؤ کے عوامل کو نظر انداز ہی کر دیتا ؍دیتی ہوں۔میں عام طور پر 116
117 میرے لیے خود کو پر سکون رکھنا آسان ہے۔
ک پہنچاناپاؤں۔میں اپنی تمام تر کوششوں میں ثابت قدم رہتا/رہتی ہوں جب تک میں کام کو پائیہ تکمیل ت 118
ت سے ہوں اس لئے آنے والی مشکلامیں چونکہ پہلے بھی مشکلات میں سے بہ احسن گزر چکا /چکی
بہ احسن نمٹ لوں گا/گی۔
119
120 اگر میرے لئے مشکل حالات پید ا ہوں گے تو ان کی وجہ سے متاثر نہیں ہوں گا؍گی ۔
121 میں کسی بھی طرح کی تبدیلی کو خوش دلی سے قبول کرتا /کرتی ہوں۔
ہے ۔میرے لیے مشکل حالات میں مسکرا کر گزرنا نسبتاً آسان 122
123 میں خود کو اکثر معمولی باتوں کے لئے پریشان پاتا ؍پاتی ہوں۔
- میں مستقل مزاجی سے ذمہ داریاں نبھانے کی کوشش کرتا/کرتی ہوں 124
125
Appendix C
List of Indicators for Personal Resource Inventory (PRI)
After excluding redundant items
ذمہ داریاں پوری طرح سے ادا کرنے کی صلاحیت رکھتا/رکھتی ہوں۔میں اپنی 1
2 مجھے لگتا ہے کہ وقت گزرنے کے ساتھ ساتھ میرے شخصی پہلو ؤں میں نکھار آیا ہے۔
6 میں فیصلہ کرنے میں دقت محسوس کرتا/کرتی ہوں۔
ہے۔مجھ میں معاملات کو مختلف زاویوں سے جانچنے اور پرکھنے کی صلاحیت موجود 8
9 میں کوشش کر کے پیچیدہ مسائل کا حل تلاش کر سکتا /سکتی ہوں۔
ا/رکھتی ہوں۔میں نے جن مقاصد کا تعین کر رکھا ہے ان میں سے پیشتر حاصل کرنے کی صلاحیت رکھت 10
11 مجھ میں اہم معاملات کے نتائج حاصل کر سکنے کی صلاحیت موجود ہے۔
وں۔معاملات کی بہتر طور سے انجام دہی کر سکتا /سکتی ہ مجھے پورا یقین ہے کہ میں بیشتر 12
14 کوشش کر کے میں پیچیدہ معاملات کو کامیابی سے حل کر سکتا /سکتی ہوں۔
وں۔میں نے جو مقاصد طے ر کھے ہیں ان میں سے بیشتر کو پانے کی صلاحیت رکھتا/رکھتی ہ 15
نتائج ہیں میں وہ حاصل کر سکتا /سکتی ہوںمیرا خیا ل ہے کہ جو میرے لئے اہمیت کے حامل 16
۔میں سمجھتا/سمجھتی ہوں کہ خو د کو در پیش چیلنجز کا مقابلہ قوت ارادی سے کر پاؤں گا/گی 17
تیں باہر آ میں اپنے اندر اس حد تک رد و بدل کر سکتا /سکتی ہوں کہ میرے اندرکی چھپی ہوئی صلاحی
جائیں۔
18
ے معاملے میں تذبذب کا شکار ہوں۔میں اپنی صلاحیتیوں ک 19
وں۔میں اپنے کام کی جگہ پر مقاصد کا تعین کرتے وقت خود کو پر اعتماد محسوس کرتا/کرتی ہ 21
۔میں محسوس کرتا/کرتی ہوں کہ میں بے یک وقت کئی طرح کے معاملات سنبھال پاؤں گا /گی 25
ے اور چاہتا/چاہتی ہوں وہ حاصل کرنے کے لئے راستاگر کوئی میری مخالفت بھی کرے تو جو میں
ذرائع تلاش سکتا /سکتی ہوں۔
29
طریقوں کا میں جب خود کو مسائل میں گھرا پاتا /پاتی ہوں، تو اس میں سے نکلنے کیلئے کئی طرح کے
سوچ سکتا /سکتی ہوں۔
32
33 میں مشکلات میں سے خود کو بہتر انداز سے نکالنے کیلئے تیار ہوں۔
34 ماضی میں میں نے کچھ مشکلات پر کامیابی سے قابو پایا ہے۔
35 میں کسی بھی طرح کی پریشان کن صورتحال سے نمٹنے کیلئے تیار ہوں۔
37 میں تخلیقی صلاحیتوں کا /کی مالک /مالکہ ہوں۔
38 میں نہایت بے یقینی کے عالم میں بھی بہتری کی ہی توقع رکھتا /رکھتی ہوں۔
مستقبل کیلئے کافی پر امید ہوں۔میں 39
126
40 میں توقع کرتا؍کرتی ہوں کہ معاملات مشکل سے ہی میرے مطابق چلیں گے۔
42 مجموعی طور پر میں توقع کرتا/کرتی ہوں کہ میرے ساتھ اچھا ہی ہو گا۔
43 میں کامیاب لوگوں کی کہانیوں سے کافی امید بندھاتا/بندھاتی ہوں۔
د کو پر سے بات کرنا چاہتا ہے تو میں میں اپنے ذمے کے کام پیش کرتے ہوئے خواگر میرا باس مجھ
اعتماد محسوس کرتا/کرتی ہوں ۔
44
47 اگر میراکوپن قرعہ میں شامل ہو تو مجھے لگتا ہے کہ میرا تو ضرور نکلے گا۔
48 میں مسائل کو وقتی اور عارضی دیکھتا/دیکھتی ہوں۔
ئے گا۔ریدتی ہوں تو یہ لگتا ہے کہ جسکو دوں گا /گی اسکو پسند آجب بھی کوئی تحفہ خریدتا/خ 49
اعتماد جب مجھے کام کی غرض سے جماعت میں شامل کیا جاتا تب میں اپنے کام کی جگہ پر خود کو پر
محسوس کرتا/کرتی ہوں
51
53 اگر میں اپنے ماضی میں جھانکوں تو مجھے کوئی ایک دن بھی روشن نظر نہیں آتا ہے۔
ںمیں مشکلات میں ثابت قدم رہتا؍رہتی ہوں حتیٰ کہ میں کام کو پایہء تکمیل تک پہنچا نا پاؤ 54
55 کوئی بھی برقی آلہ خریدتے وقت میں اسکی وارنٹی پر اصرار کرتا /کرتی ہوں۔
نا یلئے کچھ حتیٰ کہ جب دوسرے ہار مان لیتے ہیں تو میں امید رکھتا؍رکھتی ہوں کہ اس مسئلے کے حل ک
کچھ کیا جا سکتا ہے
56
58 مجھ لگتا ہے کہ میں اپنے متعین کردہ مقاصد کو حاصل کر پاؤں گا؍گی ۔
60 اس ملازمت میں معاملات میر ی مرضی کے مطابق کبھی نہیں چلیں گے۔
64 اس سال کے معاملات اگرچہ مشکل ہیں تب بھی میں کامیاب ہو جاؤ ں گا/گی۔
کامیاب انسان کے طور پر دیکھتا /دیکھتی ہوں۔ابھی میں اپنے آپکو ایک 66
ریں مجھے لگتا ہے کہ میرے ماضی کے تجربات مجھے مستقبل کے معاملات میں کسی حد تک مدد ک
گے۔
68
۔میرے لئے جو چیزیں اہم ہیں ان کو کر ڈالنے کیلئے کوئی نا کوئی طریقہ ڈھونڈ لوں گا /گی 69
ے کچھ نا میں امید رکھتا/رکھتی ہوں کہ اس مسئلے کے حل کے لئ جب تک دوسرے ہار مان لیتے ہیں تو
کچھ کیا جا سکتا ہے۔
70
ر پہنچوں میں امید کرتا /کرتی ہوں کہ جو منزل مقصود میں نے اپنے لئے سوچ رکھی ہے میں وہاں ضرو
گا/گی۔
71
کل آئے گا۔راستہ ن فی الفور اگر میں اپنے مقصد کو نابھی پا سکا، تو اس کو پانے کا کوئی نا کوئی 72
75 اس سال معاملات اگرچہ مشکل ہیں لیکن جاب میں میری سالانہ رپورٹ اچھی ہو گی ۔
76 میں سجھتا ہوں کہ وقت مرہم رکھ دے گا۔
78 میں خسارہ محسوس کرتا ؍کرتی ہوں
79 میں جس بھی پیشے کا انتخاب کروں گا؍گی اس میں مجھے کامیابی ہو گی۔
127
وں گا/گی۔محسوس کرتا/کرتی ہوں کہ جو مقاصدمیں نے متعین کئے ہیں، ان کو پورا کر ل اس گھڑی میں 80
81 میرے لئے امید کی کرن ابھی باقی ہے۔
82 مجھے لگتا ہے کہ میری محنت ایک دن ضرور رنگ لائے گی ۔
86 جہاں تک کام کا تعلق ہے تو میں مستقبل سے کافی پر امید ہوں۔
رکھ ل ترین حالات میں خود کو پر سکون رکھ کر مفید لائحہ عمل پر توجہ مرکوزمیں نازک اور مشک
سکتا /سکتی ہوں۔
87
89 میں ناموافق حالات میں بھی مزاح تلاش کر لیتا /لیتی ہوں۔
90 ناکامی اور مایوسی کے احساسات مجھ میں زیادہ دیر تک نہیں رہتے۔
91 مجھے مقابلہ وار بڑھتے رہنا اچھا لگتا ہے۔
93 میں آسانی کے ساتھ کسی بھی طرح کی تبدیلی کو برداشت کرتا /کرتی ہوں۔
94 میں مشکل حالات میں خود کو بغیر کسی تاخیر کے آسانی سے ڈھال لیتا /لیتی ہوں۔
95 میں کسی حد تک جذباتی ہوں۔
96 میں کسی بھی غیر متوقع صورتحال سے آسانی سے پریشان ہو جاتا /جاتی ہوں۔
97 مجھے محسوس ہوتا ہے کہ میرے مسائل میری برداشت سے زیادہ ہیں۔
98 میری نیند پر سکون ہے۔
ہوتا؍ہوتی میں اکثر 'ہاں 'کہہ دیتا /دیتی ہوں کہ جب کہ میں پوری طرح سے ملنا؍مانی ہوا؍ہوئی بھی نہیں 99
101 پریشانی کی وجہ سے میرے کھانے پینے کا معمول متاثر ہوتا ہے۔
معاملات مشکل ہوں تو میں اچھا پرفارم کرنے لگ جاتا؍جاتی ہوں۔جب 107
ہوں نا جب میں مایوسی کی طرف جا رہا /رہی ہوتا/ہوتی ہوں تو میں خود کواچھی گذارشات یا دلاتا /دلاتی
کہ بری ۔
109
110 حالات جتنے بھی مشکل ہوں میں ہمت نہیں ہارتا/ہارتی
تو حالات سے مناسبت اختیار کر لیتا ؍لیتی ہوںاگر مجھے ناکامی کا سامنا ہو 111
112 میں نئی صورتحال کا خود کو پر سکون رکھ کر سامنا کرسکتا /سکتی ہوں۔
115 مجھے یقین ہے کہ میں غیر متوقع صورتحال کا بہتر انداز میں مقابلہ کرسکتا /سکتی ہوں۔
ے متاثر نہیں ہوں گا؍گی ۔اگر میرے لئے مشکل حالات پید ا ہوں گے تو ان کی وجہ س 120
121 میں کسی بھی طرح کی تبدیلی کو خوش دلی سے قبول کرتا /کرتی ہوں۔
122 میرے لیے مشکل حالات میں مسکرا کر گزرنا نسبتاً آسان ہے ۔
123 میں خود کو اکثر معمولی باتوں کے لئے پریشان پاتا ؍پاتی ہوں۔
128
Appendix D
Performa For Selecting the most Representative Items for the Operationally Defined
Construct of Personal Resource
Instructions
The present assignment is being carried out to select the most representative items for the
construct of Personal Resource Inventory (PRI). Personal Resource is defined as:-
ورے اعتمادپ جو کسی شخص کو درپیش مشکلات کا ھین مثبت پہلوؤں سے مراد وہ شخصی صلاحتیں کے افراد کی ذات
لئے محرک پانے کی مقصد کو مین ، پر امید اندازبا ند ھنے مستقبل سے متعلق خوش امیدی ،مقابلہ کرنے ساتھ کے
کا حوصلہ بھروسے کے ساتھ مشکل کام یا مہم کو سر انجام دینے کے ساتھ ساتھ پورے ذہنی و قلبی اطمناناور رہنے
کہتے ہیں پرسنل ریسورسکو ،دیتی ہیں
Keeping in consideration the definitions of the construct, given below, please specify for
each item if it is relevant to that particular definition. Write “R” for Relevant statements and
“NR” for Not Relevant statements in the parentheses given against each item.
List of statements for the operationally defined construct.
(Please mention against each statement as “R” Relevant or “NR” Not Relevant).
129
میں اپنی ذمہ داریاں پوری طرح سے ادا کرنے کی صلاحیت رکھتا/رکھتی ہوں۔
مجھے لگتا ہے کہ وقت گزرنے کے ساتھ ساتھ میرے شخصی پہلو ؤں میں نکھار آیا ہے۔
میں فیصلہ کرنے میں دقت محسوس کرتا/کرتی ہوں۔
زاویوں سے جانچنے اور پرکھنے کی صلاحیت موجود ہے۔ مجھ میں معاملات کو مختلف
میں کوشش کر کے پیچیدہ مسائل کا حل تلاش کر سکتا /سکتی ہوں۔
کھتی ہوں۔میں نے جن مقاصد کا تعین کر رکھا ہے ان میں سے پیشتر حاصل کرنے کی صلاحیت رکھتا/ر
موجود ہے۔مجھ میں اہم معاملات کے نتائج حاصل کر سکنے کی صلاحیت
۔مجھے پورا یقین ہے کہ میں بیشتر معاملات کی بہتر طور سے انجام دہی کر سکتا /سکتی ہوں
کوشش کر کے میں پیچیدہ معاملات کو کامیابی سے حل کر سکتا /سکتی ہوں۔
۔میں نے جو مقاصد طے ر کھے ہیں ان میں سے بیشتر کو پانے کی صلاحیت رکھتا/رکھتی ہوں
ل ہے کہ جو میرے لئے اہمیت کے حامل نتائج ہیں میں وہ حاصل کر سکتا /سکتی ہوںمیرا خیا
میں سمجھتا/سمجھتی ہوں کہ خو د کو در پیش چیلنجز کا مقابلہ قوت ارادی سے کر پاؤں گا/گی۔
یں باہر آ میں اپنے اندر اس حد تک رد و بدل کر سکتا /سکتی ہوں کہ میرے اندرکی چھپی ہوئی صلاحیت
ئیں۔جا
میں اپنی صلاحیتیوں کے معاملے میں تذبذب کا شکار ہوں۔
ں۔میں اپنے کام کی جگہ پر مقاصد کا تعین کرتے وقت خود کو پر اعتماد محسوس کرتا/کرتی ہو
میں محسوس کرتا/کرتی ہوں کہ میں بے یک وقت کئی طرح کے معاملات سنبھال پاؤں گا /گی۔
اور ذرائع کرے تو جو میں چاہتا/چاہتی ہوں وہ حاصل کرنے کے لئے راستےاگر کوئی میری مخالفت بھی
تلاش سکتا /سکتی ہوں۔
ریقوں کا میں جب خود کو مسائل میں گھرا پاتا /پاتی ہوں، تو اس میں سے نکلنے کیلئے کئی طرح کے ط
سوچ سکتا /سکتی ہوں۔
تیار ہوں۔میں مشکلات میں سے خود کو بہتر انداز سے نکالنے کیلئے
ماضی میں میں نے کچھ مشکلات پر کامیابی سے قابو پایا ہے۔
میں کسی بھی طرح کی پریشان کن صورتحال سے نمٹنے کیلئے تیار ہوں۔
میں تخلیقی صلاحیتوں کا /کی مالک /مالکہ ہوں۔
میں نہایت بے یقینی کے عالم میں بھی بہتری کی ہی توقع رکھتا /رکھتی ہوں۔
مستقبل کیلئے کافی پر امید ہوں۔میں
میں توقع کرتا؍کرتی ہوں کہ معاملات مشکل سے ہی میرے مطابق چلیں گے۔
مجموعی طور پر میں توقع کرتا/کرتی ہوں کہ میرے ساتھ اچھا ہی ہو گا۔
میں کامیاب لوگوں کی کہانیوں سے کافی امید بندھاتا/بندھاتی ہوں۔
130
و پر کرنا چاہتا ہے تو میں میں اپنے ذمے کے کام پیش کرتے ہوئے خود کاگر میرا باس مجھ سے بات
اعتماد محسوس کرتا/کرتی ہوں ۔
اگر میراکوپن قرعہ میں شامل ہو تو مجھے لگتا ہے کہ میرا تو ضرور نکلے گا۔
میں مسائل کو وقتی اور عارضی دیکھتا/دیکھتی ہوں۔
ے گا۔یہ لگتا ہے کہ جسکو دوں گا /گی اسکو پسند آئجب بھی کوئی تحفہ خریدتا/خریدتی ہوں تو
عتماد جب مجھے کام کی غرض سے جماعت میں شامل کیا جاتا تب میں اپنے کام کی جگہ پر خود کو پر ا
محسوس کرتا/کرتی ہوں
اگر میں اپنے ماضی میں جھانکوں تو مجھے کوئی ایک دن بھی روشن نظر نہیں آتا ہے۔
ثابت قدم رہتا؍رہتی ہوں حتیٰ کہ میں کام کو پایہء تکمیل تک پہنچا نا پاؤںمیں مشکلات میں
کوئی بھی برقی آلہ خریدتے وقت میں اسکی وارنٹی پر اصرار کرتا /کرتی ہوں۔
ئے کچھ نا حتیٰ کہ جب دوسرے ہار مان لیتے ہیں تو میں امید رکھتا؍رکھتی ہوں کہ اس مسئلے کے حل کیل
کچھ کیا جا سکتا ہے
مجھ لگتا ہے کہ میں اپنے متعین کردہ مقاصد کو حاصل کر پاؤں گا؍گی ۔
اس ملازمت میں معاملات میر ی مرضی کے مطابق کبھی نہیں چلیں گے۔
اس سال کے معاملات اگرچہ مشکل ہیں تب بھی میں کامیاب ہو جاؤ ں گا/گی۔
/دیکھتی ہوں۔ابھی میں اپنے آپکو ایک کامیاب انسان کے طور پر دیکھتا
یں گے۔مجھے لگتا ہے کہ میرے ماضی کے تجربات مجھے مستقبل کے معاملات میں کسی حد تک مدد کر
میرے لئے جو چیزیں اہم ہیں ان کو کر ڈالنے کیلئے کوئی نا کوئی طریقہ ڈھونڈ لوں گا /گی۔
کچھ نا مسئلے کے حل کے لئےجب تک دوسرے ہار مان لیتے ہیں تو میں امید رکھتا/رکھتی ہوں کہ اس
کچھ کیا جا سکتا ہے۔
ہنچوں میں امید کرتا /کرتی ہوں کہ جو منزل مقصود میں نے اپنے لئے سوچ رکھی ہے میں وہاں ضرور پ
گا/گی۔
ل آئے گا۔فی الفور اگر میں اپنے مقصد کو نابھی پا سکا، تو اس کو پانے کا کوئی نا کوئی راستہ نک
اگرچہ مشکل ہیں لیکن جاب میں میری سالانہ رپورٹ اچھی ہو گی ۔اس سال معاملات
میں سجھتا ہوں کہ وقت مرہم رکھ دے گا۔
میں خسارہ محسوس کرتا ؍کرتی ہوں
میں جس بھی پیشے کا انتخاب کروں گا؍گی اس میں مجھے کامیابی ہو گی۔
گا/گی۔ کئے ہیں، ان کو پورا کر لوںاس گھڑی میں محسوس کرتا/کرتی ہوں کہ جو مقاصدمیں نے متعین
میرے لئے امید کی کرن ابھی باقی ہے۔
مجھے لگتا ہے کہ میری محنت ایک دن ضرور رنگ لائے گی ۔
131
جہاں تک کام کا تعلق ہے تو میں مستقبل سے کافی پر امید ہوں۔
کھ سکتا پر توجہ مرکوز ر میں نازک اور مشکل ترین حالات میں خود کو پر سکون رکھ کر مفید لائحہ عمل
/سکتی ہوں۔
میں ناموافق حالات میں بھی مزاح تلاش کر لیتا /لیتی ہوں۔
ناکامی اور مایوسی کے احساسات مجھ میں زیادہ دیر تک نہیں رہتے۔
مجھے مقابلہ وار بڑھتے رہنا اچھا لگتا ہے۔
کرتی ہوں۔میں آسانی کے ساتھ کسی بھی طرح کی تبدیلی کو برداشت کرتا /
میں مشکل حالات میں خود کو بغیر کسی تاخیر کے آسانی سے ڈھال لیتا /لیتی ہوں۔
میں کسی حد تک جذباتی ہوں۔
میں کسی بھی غیر متوقع صورتحال سے آسانی سے پریشان ہو جاتا /جاتی ہوں۔
مجھے محسوس ہوتا ہے کہ میرے مسائل میری برداشت سے زیادہ ہیں۔
پر سکون ہے۔ میری نیند
تا؍ہوتیمیں اکثر 'ہاں 'کہہ دیتا /دیتی ہوں کہ جب کہ میں پوری طرح سے ملنا؍مانی ہوا؍ہوئی بھی نہیں ہو
پریشانی کی وجہ سے میرے کھانے پینے کا معمول متاثر ہوتا ہے۔
جب معاملات مشکل ہوں تو میں اچھا پرفارم کرنے لگ جاتا؍جاتی ہوں۔
وں نا طرف جا رہا /رہی ہوتا/ہوتی ہوں تو میں خود کواچھی گذارشات یا دلاتا /دلاتی ہجب میں مایوسی کی
کہ بری ۔
حالات جتنے بھی مشکل ہوں میں ہمت نہیں ہارتا/ہارتی
اگر مجھے ناکامی کا سامنا ہو تو حالات سے مناسبت اختیار کر لیتا ؍لیتی ہوں
سامنا کرسکتا /سکتی ہوں۔میں نئی صورتحال کا خود کو پر سکون رکھ کر
مجھے یقین ہے کہ میں غیر متوقع صورتحال کا بہتر انداز میں مقابلہ کرسکتا /سکتی ہوں۔
اگر میرے لئے مشکل حالات پید ا ہوں گے تو ان کی وجہ سے متاثر نہیں ہوں گا؍گی ۔
میں کسی بھی طرح کی تبدیلی کو خوش دلی سے قبول کرتا /کرتی ہوں۔
یے مشکل حالات میں مسکرا کر گزرنا نسبتاً آسان ہے ۔میرے ل
میں خود کو اکثر معمولی باتوں کے لئے پریشان پاتا ؍پاتی ہوں۔
132
Appendix E
List of most Representative Iitems for Personal Resource Inventory (PRI)
2 میں نکھار آیا ہے۔ مجھے لگتا ہے کہ وقت گزرنے کے ساتھ ساتھ میرے شخصی پہلو ؤں
ے وقت اگرچے مجھے اپنے حتمی انتخاب کا پورا یقین ہوتا ہے بھی، تب بھی کوئی اہم فیصلہ کرت
دوسروں سے مشورہ ضرور کرتا/کرتی ہوں۔
3
8 مجھ میں معاملات کو مختلف زاویوں سے جانچنے اور پرکھنے کی صلاحیت موجود ہے۔
حل تلاش کر سکتا /سکتی ہوں۔میں کوشش کر کے پیچیدہ مسائل کا 9
وں۔مجھے پورا یقین ہے کہ میں بیشتر معاملات کی بہتر طور سے انجام دہی کر سکتا /سکتی ہ 12
16 میرا خیا ل ہے کہ جو میرے لئے اہمیت کے حامل نتائج ہیں میں وہ حاصل کر سکتا /سکتی ہوں
۔مقابلہ قوت ارادی سے کر پاؤں گا/گیمیں سمجھتا/سمجھتی ہوں کہ خو د کو در پیش چیلنجز کا 17
23 مجھے یقین ہے کہ آپ اپنی صلاحیتوں کو خود اپنی کوشش سے نکھار سکتے /سکتی ہیں۔
ے اور اگر کوئی میری مخالفت بھی کرے تو جو میں چاہتا/چاہتی ہوں وہ حاصل کرنے کے لئے راست
ذرائع تلاش سکتا /سکتی ہوں۔
29
طریقوں کا میں گھرا پاتا /پاتی ہوں، تو اس میں سے نکلنے کیلئے کئی طرح کےمیں جب خود کو مسائل
سوچ سکتا /سکتی ہوں۔
32
د کو پر اگر میرا باس مجھ سے بات کرنا چاہتا ہے تو میں میں اپنے ذمے کے کام پیش کرتے ہوئے خو
اعتماد محسوس کرتا/کرتی ہوں ۔
44
لگتا ہے کہ میرا تو ضرور نکلے گا۔ اگر میراکوپن قرعہ میں شامل ہو تو مجھے 47
ئے گا۔جب بھی کوئی تحفہ خریدتا/خریدتی ہوں تو یہ لگتا ہے کہ جسکو دوں گا /گی اسکو پسند آ 49
اعتماد جب مجھے کام کی غرض سے جماعت میں شامل کیا جاتا تب میں اپنے کام کی جگہ پر خود کو پر
محسوس کرتا/کرتی ہوں
51
ںیں ثابت قدم رہتا؍رہتی ہوں حتیٰ کہ میں کام کو پایہء تکمیل تک پہنچا نا پاؤمیں مشکلات م 54
یلئے کچھ نا حتیٰ کہ جب دوسرے ہار مان لیتے ہیں تو میں امید رکھتا؍رکھتی ہوں کہ اس مسئلے کے حل ک
کچھ کیا جا سکتا ہے
56
گا؍گی ۔مجھ لگتا ہے کہ میں اپنے متعین کردہ مقاصد کو حاصل کر پاؤں 58
64 اس سال کے معاملات اگرچہ مشکل ہیں تب بھی میں کامیاب ہو جاؤ ں گا/گی۔
ر پہنچوں میں امید کرتا /کرتی ہوں کہ جو منزل مقصود میں نے اپنے لئے سوچ رکھی ہے میں وہاں ضرو
گا/گی۔
71
کل آئے گا۔کوئی راستہ نفی الفور اگر میں اپنے مقصد کو نابھی پا سکا، تو اس کو پانے کا کوئی نا 72
75 اس سال معاملات اگرچہ مشکل ہیں لیکن جاب میں میری سالانہ رپورٹ اچھی ہو گی ۔
133
78 محنت کے باوجود میں خسارہ محسوس کرتا؍کرتی ہوں
79 میں جس بھی پیشے کا انتخاب کروں گا؍گی اس میں مجھے کامیابی ہو گی۔
دن ضرور رنگ لائے گی ۔مجھے لگتا ہے کہ میری محنت ایک 82
86 جہاں تک کام کا تعلق ہے تو میں مستقبل سے کافی پر امید ہوں۔
رکھ میں نازک اور مشکل ترین حالات میں خود کو پر سکون رکھ کر مفید لائحہ عمل پر توجہ مرکوز
سکتا /سکتی ہوں۔
87
89 میں ناموافق حالات میں بھی مزاح تلاش کر لیتا /لیتی ہوں۔
94 میں مشکل حالات میں خود کو بغیر کسی تاخیر کے آسانی سے ڈھال لیتا /لیتی ہوں۔
107 جب معاملات مشکل ہوں تو میں اچھا پرفارم کرنے لگ جاتا؍جاتی ہوں۔
111 اگر مجھے ناکامی کا سامنا ہو تو حالات سے مناسبت اختیار کر لیتا ؍لیتی ہوں
صورتحال کا بہتر انداز میں مقابلہ کرسکتا /سکتی ہوں۔مجھے یقین ہے کہ میں غیر متوقع 115
120 اگر میرے لئے مشکل حالات پید ا ہوں گے تو ان کی وجہ سے متاثر نہیں ہوں گا؍گی ۔
122 میرے لیے مشکل حالات میں مسکرا کر گزرنا نسبتاً آسان ہے ۔
ہوں۔میں خود کو اکثر معمولی باتوں کے لئے پریشان پاتا ؍پاتی 123
134
Appendix F
Original Form of Personal Resource Inventory (PRI)
135
INSTRUCTIONS: Read the statements and answer the given options. Tick only one option for
giving answer to any statement as items left blank and not clearly ticked option will be
considered invalid. Your demographics will help the researcher to analyze the data. For the
confidentiality purpose the name has not been asked but demographics ascertaining your age,
gender, education and job experience needs to be duly filled. Thanks for your cooperation.
بلکل
نہیں
لاگو
ہوتا
زیادہ
تر
نہیں
لاگو
ہوتا
کسی حد
ں تک نہی
الاگو ہوت
کسی حد
تک ہاں
ا لاگو ہوت
ہے
زیادہ تر
ہاں لاگو
ہوتا ہے
بلکل
ہاں
لاگو
ہوتا ہے
Sr
تا میں کوشش کرکے پیچیدہ مسائل کا حل تلاش کر سک
؍سکتی ہوں۔
1
میں نازک اور مشکل ترین حالات میں خود کو پر سکون
کتی رکھ کر مفید لائحہعمل پر توجہ مرکوز رکھ سکتا؍س
ہوں۔
2
ا میں نامواقف )مشکل( حالات میں بھی مزاح تلاش کر لیت
؍لیتی ہوں
3
ب حالانکہ مجھے اپنے حتمی انتخاب کا یقین ہوتا ہے ، ت
شورہ بھی میں کوئی اہم فیصلہ کرتے وقت دوسروں سے م
ضرور کرتا؍کرتی ہوں۔
4
ہیں میر اخیال ہے کہ جو میرے لئے اہمیت کے حامل نتائج
میں وہ حاصل کر سکتا؍سکتی ہوں۔
5
اہتی اگر میری کوئی مخالفت بھی کرے تو جو میں چاہتا؍چ
ر ہوں وہ حاصل کرنے کیلئے راستے اور ذرائع تلاش ک
سکتا؍سکتی ہوں۔
6
مجھ میں معاملات کو مختلف زاویوں سے جانچنے اور
پرکھنے کی صلاحیت موجود ہے۔
7
سانی حالات میں خود کو بغیر کسی تاخیر کے آمیں مشکل
سے ڈھال لیتا؍لیتی ہوں۔
8
مجھے لگتا ہے کہ میری محنت ایک دن ضرور رنگ لائے
گی
9
انداز مجھے یقین ہے کہ میں غیر متوقع صورتحال کا بہتر
میں مقابلہ کر سکتا؍سکتی ہوں۔
10
پر امید مستقبل سے کافیجہاں تک کام کا تعلق ہے تو میں
ہوں۔
11
جب مجھے کام کی غرض سے جماعت میں شامل کیا جاتا
س تب میں اپنے کام کی جگہ پر خود کو پر اعتماد محسو
12
136
کرتا/کرتی ہوں ۔
کا میں سمجھتا/سمجھتی ہوں کہ خو د کو در پیش چیلنجز
مقابلہ قوت ارادی سے کر پاؤں گا/گی
13
ی، تو اس الفور اگر میں اپنے مقصد کو نا بھی پا سکا؍سکفی
کو پانے کا کوئی ناکوئی راستہ نکل آئے گا۔
14
یں میں جب خود کومسائل میں گھرا پاتا؍پاتی ہوں تو اس م
کتا سے نکلنے کیلئے کئی طرح کے طریقوں کا سوچ س
؍سکتی ہوں۔
15
کرتا؍کرتی ہومحنت کے باوجود میں خسارہ محسوس 16
پنے میں امید کرتا؍کرتی ہوں کہ جو منزل مقصود میں نے ا
ا؍گی۔لئے سوچ رکھی ہے میں وہاں کبھی نا کبھی پہنچوں گ
17
جھے میں جس بھی پیشے کا انتخاب کروں گا؍گی اس میں م
کامیابی ہو گی ۔
18
یاب کاماس سال کے معاملات اگرچہ مشکل ہیں تب بھی میں
ہو جاؤں گا؍گی۔
19
ں کام میں مشکلات میں ثابت قدم رہتا؍رہتی ہوں حتیٰ کہ می
کو پایہء تکمیل تک پہنچا نا پاؤں۔
20
حتیٰ کہ جب دوسرے ہار مان لیتے ہیں تو میں امید
ھ نا کچھ رکھتا؍رکھتی ہوں کہ اس مسئلے کے حل کیلئے کچ
کیا جا سکتا ہے۔
21
تا ہے کہ بھی کوئی تحفہ خریدتا؍خریدتی ہوں تو یہی لگجب
جسکو دوں گا؍گی اسکو پسند آئے گا۔
22
مجھے لگتا ہے کہ وقت گزرنے کے ساتھ ساتھ میرے
۔شخصی پہلو ؤں میں نکھار آیا ہے۔
23
ل کر مجھ لگتا ہے کہ میں اپنے متعین کردہ مقاصد کو حاص
پاؤں گا؍گی۔
24
تیار مجھے ناکامی کا سامنا ہو تو حالات سے مناسبت اخ اگر
کر لیتا ؍لیتی ہوں ۔
25
ہ اگر میرا کوپن قرعہ میں شامل ہو تو مجھے لگتا ہے ک
میرا تو ضرور ہی نکلے گا۔
26
ا ؍پاتی میں خود کو اکثر معمولی باتوں کے لئے پریشان پات
ہوں
27
پنے بات کرنا چاہتا ہے تو میں میں ااگر میرا باس مجھ سے
وس ذمے کے کام پیش کرتے ہوئے خود کو پر اعتماد محس
کرتا/کرتی ہوں ۔
28
اس سال معاملات اگرچہ مشکل ہیں لیکن جاب میں
میری سالانہ رپورٹ اچھی ہو گی۔
29
میرے لیے مشکل حالات میں مسکرا کر
گزرنا نسبتاً آسان ہے ۔
30
جہ اگر میرے لئے مشکل حالات پید ا ہوں گے تو ان کی و 31
137
سے متاثر نہیں ہوں گا؍گی۔
ر طور مجھے پورا یقین ہے کہ میں بیشتر معاملات کی بہت
سے انجام دہی کر سکتا؍سکتی ہوں
32
اتا جب معاملات مشکل ہوں تو میں اچھا پرفارم کرنے لگ ج
؍جاتی ہوں
33
Personal Resource Inventory (PRI)
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** Permission to use this scale should be sought from Preston University, Pakistan.
138
Appendix G
Final Form of Personal Resource Inventory
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** Permission to use this scale should be sought from Preston University, Pakistan.
139
Personal Resource Inventory
INSTRUCTIONS: Read the statements and answer the given options. Tick only one option for
giving answer to any statement as items left blank and not clearly ticked option will be
considered invalid. Your demographics will help the researcher to analyze the data. For the
confidentiality purpose the name has not been asked but demographics ascertaining your age,
gender, education and job experience needs to be duly filled. Thanks for your cooperation.
بلکل
نہیں
لاگو
ہوتا
زیادہ
تر
نہیں
لاگو
ہوتا
کسی حد
ں تک نہی
الاگو ہوت
ی حدکس
تک ہاں
ا لاگو ہوت
ہے
زیادہ تر
ہاں لاگو
ہوتا ہے
بلکل
ہاں
لاگو
ہوتا ہے
Sr
تا میں کوشش کرکے پیچیدہ مسائل کا حل تلاش کر سک
؍سکتی ہوں۔
1
میں نازک اور مشکل ترین حالات میں خود کو پر سکون
کتی رکھ کر مفید لائحہعمل پر توجہ مرکوز رکھ سکتا؍س
ہوں۔
2
ا میں نامواقف )مشکل( حالات میں بھی مزاح تلاش کر لیت
؍لیتی ہوں
3
ب حالانکہ مجھے اپنے حتمی انتخاب کا یقین ہوتا ہے ، ت
شورہ بھی میں کوئی اہم فیصلہ کرتے وقت دوسروں سے م
ضرور کرتا؍کرتی ہوں۔
4
اہتی اگر میری کوئی مخالفت بھی کرے تو جو میں چاہتا؍چ
ر ہوں وہ حاصل کرنے کیلئے راستے اور ذرائع تلاش ک
سکتا؍سکتی ہوں۔
5
مجھے لگتا ہے کہ میری محنت ایک دن ضرور رنگ لائے
گی
6
انداز مجھے یقین ہے کہ میں غیر متوقع صورتحال کا بہتر
میں مقابلہ کر سکتا؍سکتی ہوں۔
7
پر امید سے کافی جہاں تک کام کا تعلق ہے تو میں مستقبل
ہوں۔
8
کا میں سمجھتا/سمجھتی ہوں کہ خو د کو در پیش چیلنجز
مقابلہ قوت ارادی سے کر پاؤں گا/گی
9
ی، تو اس فی الفور اگر میں اپنے مقصد کو نا بھی پا سکا؍سک
کو پانے کا کوئی ناکوئی راستہ نکل آئے گا۔
10
یں گھرا پاتا؍پاتی ہوں تو اس ممیں جب خود کومسائل میں
کتا سے نکلنے کیلئے کئی طرح کے طریقوں کا سوچ س
؍سکتی ہوں۔
11
جھے میں جس بھی پیشے کا انتخاب کروں گا؍گی اس میں م
کامیابی ہو گی ۔
12
یاب اس سال کے معاملات اگرچہ مشکل ہیں تب بھی میں کام
ہو جاؤں گا؍گی۔
13
140
ں کام میں ثابت قدم رہتا؍رہتی ہوں حتیٰ کہ می میں مشکلات
کو پایہء تکمیل تک پہنچا نا پاؤں۔
14
حتیٰ کہ جب دوسرے ہار مان لیتے ہیں تو میں امید
ھ نا کچھ رکھتا؍رکھتی ہوں کہ اس مسئلے کے حل کیلئے کچ
کیا جا سکتا ہے۔
15
مجھے لگتا ہے کہ وقت گزرنے کے ساتھ ساتھ میرے
۔شخصی پہلو ؤں میں نکھار آیا ہے۔
16
تیار اگر مجھے ناکامی کا سامنا ہو تو حالات سے مناسبت اخ
کر لیتا ؍لیتی ہوں ۔
17
ہ اگر میرا کوپن قرعہ میں شامل ہو تو مجھے لگتا ہے ک
میرا تو ضرور ہی نکلے گا۔
18
پنے میں ااگر میرا باس مجھ سے بات کرنا چاہتا ہے تو میں
وس ذمے کے کام پیش کرتے ہوئے خود کو پر اعتماد محس
کرتا/کرتی ہوں ۔
19
اس سال معاملات اگرچہ مشکل ہیں لیکن جاب میں
میری سالانہ رپورٹ اچھی ہو گی۔
20
میرے لیے مشکل حالات میں مسکرا کر
گزرنا نسبتاً آسان ہے ۔
21
جہ حالات پید ا ہوں گے تو ان کی واگر میرے لئے مشکل
سے متاثر نہیں ہوں گا؍گی۔
22
ر طور مجھے پورا یقین ہے کہ میں بیشتر معاملات کی بہت
سے انجام دہی کر سکتا؍سکتی ہوں
23
اتا جب معاملات مشکل ہوں تو میں اچھا پرفارم کرنے لگ ج
؍جاتی ہوں
24
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141
Appendix H
Warwick Edinburgh Mental Well Being Scale (WEMWBS)
Warwick Edinburgh Mental Well Being Scale (WEMWBS) (WEMWBS)
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** Permission to use this scale should be sought from Preston University, Pakistan.
142
Appendix I
Depression, Anxiety and Stress Sale – (DASS - sub scale of depression)
سامنے پڑھیں اور جو فقرہ آپکی کیفیت ، خیالات اور احساسات کے مطابق ہواسُ کےمندرجہ ذیل فقرات کو غور سے
و مناسب طور میں سے کسی ایک پر دائرہ لگائیں جو آپ کے لئے شدت کے لحاظ سے پچھلے سال کی کیفیت ک 3,2,1,0
رنے کے لئے و فکرک پر ظاہر کرے۔ آپ کے جوابات کو صحیح یا غلط تصور نہیں کیا جائے گا۔ کسی بھی فقرہ پر غور
زیادہ وقت ضائع نہ کریں۔
کسی بھی جواب کے شدت کے معیار کو جاننے کے لیے پیمانہ درج ذیل ہے۔
۔ یہ مجھ پر ہرگز لاگو نہیں ہوتا ہے 0
۔ کبھی کبھار کسی حد تک مجھ پر لاگو ہوتا ہے1
۔ زیادہ تروقت؍مناسب حد تک مجھ پر لاگو ہوتا ہے2
3 ادہ حد تک مجھ پر لاگو ہوتا ہے۔ اکثر اوقات ؍بہت زی
؍ اکثر اوقات
بہت زیادہ
حدتک
زیادہ
تروقت؍
مناسب
حد تک
کھی
کبھار؍
کسی حد
تک
بالکل
نہیں
نمب فقرات
ر
شما
ر
1 میں بہت معمولی باتوں پر پریشان رہا ؍رہی 0 1 2 3
2 میں نے بعض صورتحال میں غیر مناسب رویہ کا اظہار کیا 0 1 2 3
نے ذہنی طور پر بہت کم سکون محسوس کیامیں 0 1 2 3 3
4 مجھے محسوس ہوا کہ میں جلدی پریشان ہو جاتا؍جاتی ہوں 0 1 2 3
3 2 1 0 ہنی میں نے محسوس کیا کہ میں نے کام کرنے کیلئے بہت زیادہ ذ
توانائی صرف کی۔5
3 2 1 0 رداشت جب بھی کسی بھی وجہ سے انتظار کرنا پڑا میرے لئے ناقابل ب
ہو گیا6
7 مجھے محسوس ہوا کہ میں بہت حساس ہوں 0 1 2 3
8 میرے لیے غصے پر قابو پانامشکل ہو جاتا تھا 0 1 2 3
9 میں نے جھنجھلاہٹ اور چڑچڑا پن محسوس کیا 0 1 2 3
3 2 1 0 تو میں نے محسوس کیا کہ جب کسی وجہ سے میں پریشان ہوا؍ہوئی
گیامیرے لئے پر سکون ہونا مشکل ہو 10
ل تھاپنے ذمہ کام میں کسی کی مداخلت برداشت کرنا میرے لیے مشک 0 1 2 3 11
12 میں ذہنی تناؤ کی حالت میں رہا ؍رہی 0 1 2 3
3 2 1 0 ے کام میرے لیے اسُ چیز یا شخص کو برداشت کرنا مشکل تھا جو میر
میں روکاوٹ پیدا کرے13
14 میں نے خود کو ضدی محسوس کیا 0 1 2 3
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143
Appendix J
Subjective Job Stress Scale
(SJSS)
(سبجیکٹو جاب سٹریس سکیل)
لق ہیں۔ مندرجہ ذیل بیانات آپکی ملازمت کے دوران پید اہونے والے تناؤ)سٹریس ، ٹینشن( سے متع ;ہدایات
بتائیے کہ آپ ہر بیان سے کسی حد تک متفق یا غیر متفق ہیں۔
۔ میں اپنی ملازمت کی وجہ سے شدید درجہ کا تناؤ محسوس کرتا؍کرتی ہوں۱
مکمل اختلاف اختلاف اتفاق مکمل اتفاق
۔ بہت ہی کم چیزیں ایسی ہیں جو کام کے دوران میرے لئے تناؤ کا باعث ہوں۲
مکمل اختلاف اختلاف اتفاق مکمل اتفاق
۔ میرا کام )ملازمت( بے انتہا تناؤ سے بھرپور ہے۳
مکمل اختلاف اختلاف اتفاق مکمل اتفاق
کرتا؍کرتی۔ میں تقریبا کبھی بھی اپنے کام کے دوران تناؤ محسوس نہیں ۴
مکمل اختلاف اختلاف اتفاق مکمل اتفاق
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144
Appendix K
Psychological Capital Questionnaire (PCQ)
INSTRUCTIONS:- Below are statements about you with which you may agree or disagree. Use
the following scales to indicate your level of agreement or disagreement.
1 = strongly disagree, 2 = disagree, 3 = somewhat disagree, 4 = somewhat agree, 5 = agree,
6 = strongly agree
Sr Statements
Str
on
gly
Dis
agre
e
Dis
agre
e
Som
ewh
at
Dis
agre
e
Som
ewh
at
Agre
e
Agre
e
Str
on
gly
Agre
e
1
I feel confident analyzing a long-term problem to find a
solution. 1 2 3 4 5 6
2
I feel confident in representing my work area in meetings
with management. 1 2 3 4 5 6
3
I feel confident contributing to discussions about the
company's strategy 1 2 3 4 5 6
4 I feel confident helping to set targets/goals in my work area. 1 2 3 4 5 6
5
I feel confident contacting people outside the company
(e.g., suppliers, customers) to discuss problems. 1 2 3 4 5 6
6
I feel confident presenting information to a group of
colleagues. 1 2 3 4 5 6
7
If I should find myself in a jam at work, I could think of
many ways to get out of it. 1 2 3 4 5 6
8
At the present time, I am energetically pursuing my work
goals. 1 2 3 4 5 6
9 There are lots of ways around any problem 1 2 3 4 5 6
10 Right now I see myself as being pretty successful at work. 1 2 3 4 5 6
11 I can think of many ways to reach my current work goals. 1 2 3 4 5 6
12
At this time, I am meeting the work goals that I have set for
myself. 1 2 3 4 5 6
145
13
When I have a setback at work, I have trouble recovering
from it and moving on. 1 2 3 4 5 6
14 I usually manage difficulties one way or another at work. 1 2 3 4 5 6
15 I can be "on my own" so to speak at work if I have to. 1 2 3 4 5 6
16 I usually take stressful things at work in stride. 1 2 3 4 5 6
17
I can get through difficult times at work because I've
experienced difficulty before. 1 2 3 4 5 6
18 I feel I can handle many things at a time at this job. 1 2 3 4 5 6
19
When things are uncertain for me at work I usually expect
the best. 1 2 3 4 5 6
20 If something can go wrong for me work-wise it will. 1 2 3 4 5 6
21 I always look on the bright side of things regarding my job. 1 2 3 4 5 6
22
I’m optimistic about what will happen to me in the future as
it pertains to work. 1 2 3 4 5 6
23 In this job, things never work out the way I want them to. 1 2 3 4 5 6
24 I approach this job as if "every cloud has a silver lining. 1 2 3 4 5 6
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146
Appendix L
Permission Letter
147
