Resilience and Organizations: A State of the Art

The article reviews the discourses in relation to the concept of resilience and its link with the productivity of subjects in organizations. It is based on two conceptual orders. On one hand, from the view of Kotliarenco, Cáceres and Fontecilla, resilient people arise from extremely insane environments, either physically or mentally. Therefore Flores proposes that it is from the initial phase of the recruitment and selection of personnel, to be able to identify the resilience capacity of human resources, since in the work environment they must face a variety of adverse situations. The second conceptual order refers to the personnel employed, in relation to which preventive or corrective measures should be implemented focused on developing resilient capacity, taking into consideration that all people who interact in working environments face situations that put their health at risk according to Gil-Monte, Unda-Rojas, Marrau and Sandoval; which are reflected in indicators such as accidents at work, disabilities, absenteeism and low productivity according to the International Labor Organization (ILO).


Introduction
The voices regarding resilience in Mexico are relatively recent; the pioneer is Doctor Dagoberto Flores Olvera, who in 2006 focused his studies on resilience and business agility applied to educational institutions; finding that resilience is directly related to performance, which indicates a high result even in the presence of turbulent and changing environments.For reasons such as this, it is the organizations that have been interested in developing the coping capacity in their collaborators, since they gain a competitive advantage over their competitors.Thus resilience has been studied under different approaches or disciplines such as sociology, administration, social psychology, neurosciences, anthropology and genetics; including some international organizations interested in deepening the issue of resilience such as the United Nations Children's Fund (UNICEF), the Economic Commission for Latin America and the Caribbean (ECLAC), the World Bank, among others [1].This is the case of Rutter [2] cited by Flores [1], who studies resilience in the 80's, from the point of view of the processes and mechanisms that cause it; in this respect, he says that resilience must be understood as the interaction that occurs naturally and actively or dynamically, between a person and his daily environment.

What Is Resilience?
It is important to understand resilience from different perspectives; One of Kotliarenco, Cáceres and Fontecilla [3] who express that resilience is interesting to observe those conditions that enable or impel people to initiate a healthier and positive development despite being born or living under Difficult circumstances, precariousness or even in an insane environment from the psychological point of view or even in environments of high risk for their physical and mental health; Rather than typecasting themselves in trying to understand why they are in any of these situations.
From the conceptualization of Flores in relation to resilience: the potential capacity that an individual must face adversity and get strengthened from it, where the characteristics necessary for a person to be called resilient gnomic would be: self-esteem, autonomy, Coping skills, awareness, hope, responsibility, sociability, and tolerance for frustration [1].
In addition to defining the concept of resilience, it is important to know some other concepts that are related to resilience in the workplace, either directly or indirectly, such as: stress and health.
In relation to stress, this is conceptualized as the physical and/or emotional response to damage caused by an imbalance between the demands of the environment and the resources and capabilities that an individual must meet those requirements.
By relating stress to work, it is possible to appreciate that according to the Work Organization, it is determined by: the design of work and labor relations, and occurs when the demands of the work do not correspond or exceed the capacities, resources or needs of the worker, or when the knowledge and skills of a worker or a group do not match the expectations of the organizational culture of which they are part [4].
It is important to mention that there is another type of stress called burnout or chronic work stress, which is characterized by being more acute or more prolonged, causing cognitive deterioration, loss of illusion due to work or low per-Journal of Human Resource and Sustainability Studies sonal fulfillment, emotional and physical exhaustion; which is sometimes accompanied by feelings of guilt [5] [6].
In terms of health, it is defined by the specialized agency that coordinates global action against diseases such as: a state of complete physical, mental and social well-being and not only the absence of disease or illness [7].

Resilience and Stressors in Work Contexts
According to the bibliographic review, in Chart 1, a compilation of international, national and local investigations is made that addresses resilience and its relationship with stress and health; where besides the authors the object of study, method, and instrument of evaluation and location of the study are exposed.
Resilience and stress.According to the research papers reviewed, it follows that resilience is positively related to work stress and the latter in turn is related to perceived health.Most contemporary studies focus on resilience by relating it to stress, perceived health, and psychosocial variables; Which have significance in the international field, with a quantitative approach and descriptive scope, such as: Molina, [8]; Ríos, Carrillo and Sabuco, [9]; Pérez-Fuentes, Molero, Mercader, Soler Flores, Barragán, Calzadilla, and Gázquez, [10] and Esnaola, Infante, Rodríguez and Goñi [11].Magaña Medina [12], states that in the last three decades, chronic burnout has attracted interest, giving rise to several studies focused on valuing medical professionals [13], teaching [14] and organizations in general [15].
To respond to the causes of this stress phenomenon, a variety of models have been employed.A series of studies emerge over time that emphasize the theme: in the decade of the 70's, the psychoanalytic perspective arises, which evaluates the individual variables and the personality traits; In the decade of the 80's, social models emerge, that analyze the cognitive variables and in the decade of the 90's, arise the organizational models focused on determining the contextual stressors as the organizational structure, roles, social support or organizational climate [16].Later, contemporary models emerge, such as Maslach's model of intervention [13], the interaction model with different variables from Gil-Monte [5] and the non-characteristic population studies of the depersonalization from Bernhard [17] and Gonzalez, Landero and Moral [18].
It is important to mention that burnout syndrome has different denominations, such as "work burn-out syndrome" [6], "occupational burnout" [19] or chronic labor stress [4].In this regard, Juárez-García, Idrovo, Camacho-Ávila and Placencia-Reyes [20]  For the study of stress, some theories can be approached as: The Psychological Theory, which speaks of the relation between the environment and the individual; The Biological Theory, which deals with the threatening situations that generate stress; The Social Theory, which deals with the experiences that the individual knows when interacting with the environment and this generates stress and negative changes in his health and industrial theory, which evaluates how technological changes are stressors of the individual.
Instruments used to measure resilience.It is important to note that a significant number of instruments are available that make it possible to measure resilience in any area; for that reason in Chart 3, some of the most outstanding instruments to measure it are mentioned.
Instruments used to measure chronic work stress.According to Medina [12], among the instruments most used to measure this phenomenon are.
The Maslach and Jackson scale questionnaire [13], known as MBI Survey; Which consists of 25 items and is the most used in investigations of emotional exhaustion syndrome; Analyzes the phenomenon from three dimensions: emotional exhaustion, depersonalization and low personal fulfillment.Source: Own elaboration based on Sandín and Chorot [23] and González y Landero [18].
The Oldenburg Burnout Inventory (OLBI) questionnaire from Demerouti et al. [15]; which can be used in any field of work, and was designed to adapt to the language of the MBI in the German language, although the study was carried out with a Greek sample.
The questionnaire for the evaluation of Burn-for-Work Syndrome (CESQT) by Gil-Monte, Rojas and Sandoval [24]; Is made up of four dimensions of illusion for work (desire to achieve work goals, generating a source of personal pleasure), psychological wear and tear (emotional and physical exhaustion derived from daily work with people who present or cause problems), indolence (negative attitudes Of cynicism and indifference towards the clients of the organization) and guilt (feelings about negative attitudes and behaviors developed at work, and toward people with whom there are working relationships).
The Barraza Student Burnout Validation Questionnaire [14]; Instrument that contemplates two sub dimensions related to the indicators of attitude and behavior of burnout in students.

Consequences of Work Stress in Personal and Organizational Health
Consequences of chronic work stress on health.Pedrero, Puerta, Lagares, Saéz and Garcia [25], affirm that several studies have identified the existence of repercussions of chronic health work stress, mainly in: 1) Physical symptoms: chronic fatigue, headache, gastrointestinal problems, insomnia, asthma, sexual dysfunctions, dysmenorrhea, myalgia and cardiovascular alterations.
2) Behavioral alterations: smoking, eating disorders, reckless driving, gambling and substance abuse such as drugs, alcohol and drugs.
It should be noted that organizations also have repercussions for this syndrome, such as: high costs due to absenteeism, loss of intellectual capital, complexity in decision making (due to alterations of emotions), lack of quality in the work done, loss of credibility, disrepute in the environment (behavioral alterations) and even abandonment of employees [16].To analyze these phenomena, it is possible to approach it from the theory of well-being from the study of perceived health.In Mexico, there are several instruments that can be used, such as the SF-36 Health Survey [26] and the WHOQOL-BREF Quality of Life Scale [27], as detailed in Chart 4.

Final Comments
The study of resilience is definitely an issue of interest to all organizations, given the turbulent conditions and constant dynamism experienced in the work environment.
It is essential to pay attention to human resources from the recruitment and selection process, since it is convenient for the organization to identify in advance the behavior of the people that it wishes to recruit, in such a way that they can predict the behavior of members to future adverse situations and how they will deal with them.
Studying the phenomenon in the human resources that currently work in the Thus, it is important to have clarity in the conceptualization of stress, as in Chart 2, a collection of concepts of stress is carried out over time.Journal of Human Resource and Sustainability Studies Chart 1. Research on resilience and stressors of human resources at work.
Definitions of the concept of emotional wear syndrome.andexhausted or worn existence, as a result of the overload due to the demands of energies, personal resources or spiritual strength of the worker.It is characterized by a cognitive deterioration, consisting in the loss of the illusion by the work or the low personal realization in it; By an affective deterioration characterized by emotional and physical exhaustion; And by the appearance of negative attitudes and behaviors towards clients and towards the organization in the form of indifferent, cold, distant and even harmful behaviors.Occasionally, these symptoms are accompanied by feelings of guilt.