Comparative Analysis of Resilience between Technical and Non-Technical Trades in Highly Stressed Workplaces: A Non-experimental Quantitative Modelling Approach

Resilience is the ability to recover from setbacks and is particularly important in jobs such as security due to the demanding nature of the duties involved. This study focuses on the factors that promote resilience among individuals working in various sectors of the security field, namely the military, police, and private security.

This study examines the differences in resilience between people employed in technical and non-technical fields. A cross-sectional, non-experimental quantitative design was used, employing stratified sampling and the CD-RISC© for data collection.

In the proposed study, a sample of 400 professionals (200 from non-technical trade and 200 from technical trade) was assessed for resilience across different career domains. The scale used for this is the Connors-Davidson Resilience Scale (CD RISC©). The analysis revealed that professionals in technical trades had a significantly higher resilience index mean rank (M = 64.5, SD = 18.54) compared to non-technical professionals (M = 59.86, SD = 19.42).

The research shows that people in technical trades have greater resilience compared to their counterparts in non-technical roles within the security domain. This may be attributed to the more structured nature of technical occupations, which promote problem-solving, routine, and psychological stability. Moreover, individuals in technical roles tend to be more meaningful and optimistic. These findings emphasize the need to develop tailor-made resilience training for each role. Targeted strategies can be developed to improve overall well-being and performance across varying occupations.

These findings suggest that highly structured technical trades may foster greater psychological resilience due to their problem-solving requirements. This study highlights the necessity of developing specialized, organizationally focused training for resilience and mental health interventions in both professional sectors. Knowing these differences will allow organizations to create more effective support mechanisms to improve workers' well-being and productivity.