Relational Energy Scale – Chinese Version

Description

The concept of energy is explained by Spreitzer et al. (2012) as a psychological capacity for completing work. According to the Conservation of Resources (COR) theory, organizational resources encompass various types, with human resources being a key organizational resource (Quinn et al., 2012). This important organizational resource can motivate employees to enhance their capacity for action and subjective factors, which they then apply to their work. Human energy includes not only the kinetic energy of individual physical and mental states but also the kinetic energy linked to social development, social interaction, and levels of relatedness (Cole et al., 2012). The latter is referred to as relational energy. Owens et al. (2016) define relational energy as a type of energy that stimulates personal behavior through interactions with others during social development. This energy can be mutually shared, and the kinetic energy can migrate and spread between individuals who interact with one another. For elite teams, sharing resources among individuals to activate kinetic energy creates an atmosphere of related kinetic energy. In recent years, academic discussions about relational energy have become increasingly rich. For instance, Amah (2016) suggests that relational energy can be seen as a reservoir of preserved resources from which people can absorb and acquire the resources they need after rent. The concept of relational energy was first introduced by Owens et al. (2016), who argue that relational energy is a resource that allows individuals to absorb and stimulate their work potential from others during communication and interaction activities. Owens et al. (2016) developed the Relational Energy Scale, consisting of 5 items answered by employees. These measurement items use a 5-point Likert scale to assess respondents’ frequency of selection for the items, with scores ranging from “1” to “5”, indicating from “strongly disagree” to “strongly agree”, describing the degree of employee perception.

Authors and Contact Email

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Purpose

The purpose of measuring relational energy is to understand how interpersonal interactions, particularly with leadership, can energize and motivate employees in their work environments.

Test Year

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Administration Method and Scoring

The Relational Energy Scale is administered through self-report questionnaires where employees respond to 5 items. The items are scored using the 5-point Likert scale (李克特5点计分法), where “1” indicates “非常不同意” (strongly disagree) and “5” indicates “非常同意” (strongly agree).

Reliability and Validity

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Factors and Subscales

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Keywords

Relational energy, psychological capacity, organizational resources, employee motivation, interpersonal interactions

Items in Chinese

1. 当我与我的领导交流时，我感觉精神振奋。
2. 与我的领导交流后，我觉得更有精力去做我的工作。
3. 当我与我的领导交流时，我感觉更有活力。
4. 当我需要振作起来的时候，我会去找我的领导聊一聊。
5. 与我的领导交流后，我觉得更有毅力去做我的工作。

Items in English

1. When I communicate with my leader, I feel invigorated.
2. After communicating with my leader, I feel more energized to do my work.
3. When I communicate with my leader, I feel more lively.
4. When I need to boost my spirits, I seek out conversations with my leader.
5. After communicating with my leader, I feel more determined to do my work.

References

魏湘芸. 领导幽默对员工职业幸福感的影响研究[D].西南财经大学,2021.DOI:10.27412/d.cnki.gxncu.2021.002571.