Development and Validation of a Multidimensional Energy Management Scale

In high-demand financial environments, employees’ capacity to regulate and sustain personal energy may constitute a critical yet underdeveloped organizational resource. Drawing on the Job Demands–Resources (JD-R) model and Conservation of Resources (COR) theory, this study conceptualizes energy management as a multidimensional personal resource that may support adaptive functioning and innovation under demanding work conditions. Despite increasing conceptual attention to energy-related constructs, systematic scale validation and cross-level performance evidence remain limited. This research adopts a two-study design to develop and validate a multidimensional Energy Management Scale within financial institutions. Study 1 (N = 299 employees from 11 financial institutions) examines the factorial structure, reliability, and nomological validity of the scale. Confirmatory factor analysis is used to examine the proposed four-dimensional configuration of physical, emotional, mental, and spiritual energy. The scale demonstrates acceptable internal consistency reliability and evidence of structural validity, including convergent and discriminant validity. Structural modeling results reveal that overall energy management is positively related to innovative behavior and organizational citizenship behavior. However, perceived workload was significantly associated only with physical energy, suggesting that demand-related mechanisms of energy may not operate uniformly across energy components. Additionally, exploratory institution-level aggregation analyses showed preliminary, counterintuitive negative associations between mean organizational energy levels and return on equity (ROE) in some years. Given the limited number of institutional clusters, these cross-level findings are preliminary and intended to provide initial external criterion evidence rather than confirmatory causal inference. Study 2 (N = 148 employees from two institutions) further examines alternative scale versions and external validity through stress coping capacity, job satisfaction, and life satisfaction. Results were discussed to examine the robustness and predictive validity of the scale across samples. Collectively, this study advances energy management research by providing a psychometrically supported measurement instrument and preliminary multilevel evidence of its organizational relevance. The findings position energy management as a measurable human-capital resource with implications for sustainable workforce innovation and performance in financial institutions.