HTMT analysis.

Resilience policies enable organizations to confront with adverse circumstances and ensure businesses operational continuity. Nevertheless, so far literature lacks how employee coping mechanism and supportive HR practices foster organizational resilience. Therefore, current study establishes research framework that combines factors such as employee resilience, psychological safety, problem focused coping, emotion focused coping, supportive human resource practices and workplace friendship and examine impact of these factors on organizational resilience. Similarly, this study has conceptualized moderating effect of managerial resilience between organizational resilience and organizational performance. The quantitative research design is taken into consideration. Data are collected through structured survey questionnaire. Overall, 421 respondents have participated in this organizational resilience research survey. These numerical responses are tested with structural equation modeling approach. Statistical results indicate that employee resilience, psychological safety, problem focused coping, emotion focused coping, supportive human resource practices and workplace friendship have depicted = 45.4% variance in organizational resilience. Therefore, constructs like organizational resilience and managerial resilience have shown =55.8% variance in organizational performance. Therefore, IPMA analysis has disclosed that emotion focused coping, employee resilience and managerial resilience are found most influential factors in measuring organizational resilience. This study has conceptualized employee coping mechanism towards organizational resilience and hence largely contributes to organizational resilience literature. To practice this study has suggested that factors such as employee resilience, psychological safety, problem focused coping, emotion focused coping and supportive human resource practices are crucial factors in improving organizational resilience and hence need policymakers attention. More precisely managers could enhance organizational resilience by improving employee emotion focused coping, employee resilience and managerial resilience. This research is original as it develops an amalgamated model that combines employee coping mechanism and supportive HR practices altogether to investigate organizational resilience. Likewise, the scope of this study is also ample as it collects observations from managers at border scale and test research framework with numerical data.韧性政策能够助力组织应对不利环境，保障业务运营的连续性。然而，现有学术文献尚未充分探讨员工应对机制与支持性人力资源实践如何推动组织韧性的构建。为此，本研究构建了整合员工韧性、心理安全、问题聚焦应对、情绪聚焦应对、支持性人力资源实践及职场友谊的研究框架，以检验上述因素对组织韧性的影响。同时，本研究还构建了管理韧性在组织韧性与组织绩效间的调节效应。本研究采用定量研究设计，通过结构化调查问卷收集数据，共计421名受访者参与了本项组织韧性相关调研。研究采用结构方程模型对收集到的数值型应答数据开展检验。统计结果显示，员工韧性、心理安全、问题聚焦应对、情绪聚焦应对、支持性人力资源实践及职场友谊可解释组织韧性45.4%的变异量。此外，组织韧性与管理韧性这两个构念可解释组织绩效55.8%的变异量。重要性-绩效分析（IPMA）结果表明，情绪聚焦应对、员工韧性及管理韧性是衡量组织韧性的最具影响力因素。本研究明确了员工应对机制与组织韧性的关联，为组织韧性领域的学术研究提供了重要补充。在实践层面，本研究提出，员工韧性、心理安全、问题聚焦应对、情绪聚焦应对及支持性人力资源实践是提升组织韧性的关键因素，因此需要政策制定者予以关注。具体而言，管理者可通过提升员工情绪聚焦应对能力、员工韧性及管理韧性来增强组织韧性。本研究的创新性在于构建了整合员工应对机制与支持性人力资源实践的复合模型，以探究组织韧性。同时，本研究的研究范围较为广泛，其通过大范围的管理者样本收集数据，并采用数值型数据对研究框架进行了检验。