Table of Contents
This measure, (Industrial Relations Event Scale) developed by Kelloway, Barling, and Shah (1993), uses 25 items to describe stressful industrial relations events drawn from a larger measure originally developed by Bluen and Barling (1987). The measure uses a life events methodology and provides three scores: the occurrence of industrial relations events, the perceived negativity of such events, and the positive perception of industrial relations. Respondents are asked to score only the industrial relations stressors that had occurred on a selected day or period.
The stressful industrial relations events recorded by each respondent for the day or time period specified and the nature of impact (negative or positive) may differ from individual to individual. Thus, different items may be scored for each respondent making customary measures of internal consistency inappropriate.
Positive industrial relations stress correlated positively with positive mood and job satisfaction. Negative industrial relations stress correlated negatively with positive mood and job satisfaction, while correlating positively with negative mood (Kelloway et al., 1993).
Kelloway, E. K., Barling, J., & Shah, A. (1993). Industrial relations stress and job satisfaction: Concurrent effects and mediation. Journal of Organiza tional Behavior, 14, 447-457. Items were taken from the appendix, p. 456. Copyright © 1993. Reproduced by permission of John Wiley & Sons Limited.
Instructions and items:
Listed below are a number of events sometimes experienced by individuals which bring about change in the work situation. Please respond to only those events which you experienced at work today. For those events that you expe rienced today, please indicate the extent to which you viewed the event as having either a positive or negative impact when it occurred. That is, indi cate the type (positive or negative) and extent of impact that the event had. A rating of -3 would indicate an extremely negative impact. A rating of +3 would indicate an extremely positive impact. A rating of O would indicate that the event occurred to you, but that it had no impact on you.
List of events:
- Change in work rules
- Conflict with supervisor or subordinates
- Unfair labor practices
- Dealing with resistance to change
- Being discriminated against
- Failure to use industrial relations procedures
- Being victimized
- Being intimidated
- Being disciplined
- Shop steward or worker representative elections
- Representing others
- Injustice and inequality
- Anticipating or being approached by the trade union
- Being powerless to act in the face of corruption
- Inter-group conflict
- Management resistance to minority (e.g., women, black) advancement
- Being called abusive names
- Not knowing who to tum to
- Problems with accommodation, transportation, schools,
- Not being treated with human dignity
- Lack of trust
- Making or handling complaints
- Job insecurity
- Change in working conditions
- Not being represented adequately
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Mohammed Looti, PSYCHOLOGICAL SCALES (2023) Industrial Relations Event Scale. Retrieved from https://scales.arabpsychology.com/s/industrial-relations-event-scale/. DOI: 10.13140/RG.2.2.31575.96163