Industrial Relations Event Scale – IRES
Measures the occurrence and perceived impact (positive or negative) of stressful industrial relations events in the workplace.
Scale Development & Technical Details
Scale Overview
The Industrial Relations Event Scale – IRES was developed by E. Kevin Kelloway, Julian Barling, & A. Shah (1993). It is designed to measure Industrial relations stress. The scale is intended for use with Employed adults.
Scale Structure
This instrument consists of 25 items organized into 3 factors/subscales: Occurrence of Events, Perceived Negativity, Positive Perception.
| Factor / Subscale | Items | N |
|---|---|---|
| Occurrence of Events | 1,2,3,4,5,6,7,8,9,10,11,12,13,14,15,16,17,18,19,20,21,22,23,24,25 | 25 |
| Perceived Negativity | 1,2,3,4,5,6,7,8,9,10,11,12,13,14,15,16,17,18,19,20,21,22,23,24,25 | 25 |
| Positive Perception | 1,2,3,4,5,6,7,8,9,10,11,12,13,14,15,16,17,18,19,20,21,22,23,24,25 | 25 |
Response Format
Respondents rate each item using a custom response format.
Response anchors: N/A = Did not occur today, -3 = Extremely negative impact, -2 = Moderate negative impact, -1 = Mild negative impact, 0 = Occurred, but had no impact, 1 = Mild positive impact, 2 = Moderate positive impact, 3 = Extremely positive impact.
Scoring
Items are scored by subscale, with each subscale sum representing a distinct dimension.
Psychometric Properties
Internal Consistency: The scale has demonstrated good to excellent internal consistency with reported Cronbach’s alpha values of Customary internal consistency measures are inappropriate due to the life events checklist methodology..
Administration
The scale is self-administered and typically takes approximately 5 minutes to complete. It can be administered individually or in group settings. No special training is required for administration.