Petermann Moritz K H, Zacher Hannes
Wilhelm Wundt Institute of Psychology, Universität Leipzig, Leipzig, Germany.
Daimler AG, Stuttgart, Germany.
Front Psychol. 2022 Mar 25;13:841862. doi: 10.3389/fpsyg.2022.841862. eCollection 2022.
The concept of workforce agility has become increasingly popular in recent years as agile individuals are expected to be better able to handle change and uncertainty. However, agility has rarely been studied in a systematic way. Relations between agility and positive work outcomes, such as higher performance or increased well-being, have often been suggested but rarely been empirically tested. Furthermore, several different workforce agility measures are used in the literature which complicates the comparison of findings. Recognizing these gaps in the literature, we developed a new workforce agility measure, compared this measure to established workforce agility measures, and empirically tested the relations of workforce agility with work outcomes. For this purpose, we surveyed participants from two samples ( = 218, = 533). In a first step, we used Sample 1 to examine the factor structure of the measure for item selection. In a second step, we used Sample 2 to confirm the 10-factor structure and to compare the predictive validity of our measure along with two other agility measures. Findings demonstrate predictive validity for all three workforce agility scales, especially in relation to innovative performance. Furthermore, workforce agility related positively to task and innovative performance, organizational citizenship behavior, job satisfaction, and well-being.
近年来，员工灵活性的概念越来越流行，因为人们期望灵活的个体能够更好地应对变化和不确定性。然而，灵活性很少得到系统研究。灵活性与积极工作成果（如更高的绩效或幸福感提升）之间的关系虽常被提及，但很少得到实证检验。此外，文献中使用了几种不同的员工灵活性衡量方法，这使得研究结果的比较变得复杂。认识到文献中的这些空白，我们开发了一种新的员工灵活性衡量方法，将其与现有的员工灵活性衡量方法进行比较，并对员工灵活性与工作成果之间的关系进行了实证检验。为此，我们对两个样本（样本1 = 218，样本2 = 533）的参与者进行了调查。第一步，我们使用样本1来检验衡量方法的因子结构以进行项目选择。第二步，我们使用样本2来确认10因子结构，并比较我们的衡量方法与其他两种灵活性衡量方法的预测效度。研究结果表明，所有三种员工灵活性量表都具有预测效度，尤其是在创新绩效方面。此外，员工灵活性与任务绩效、创新绩效、组织公民行为、工作满意度和幸福感呈正相关。
