Gies College of Business, Champaign, Illinois, United States of America.
PLoS One. 2023 Feb 24;18(2):e0282074. doi: 10.1371/journal.pone.0282074. eCollection 2023.
Globalization, technological advances, economic and geopolitical shocks, pandemics, and any number of novel or unanticipated events have one thing in common: they represent change and require dynamic responses and adaptation from organizations, teams, and individuals. A critical resource for individuals to be adaptive are broad skills relevant to varied organizational conditions. These adaptive skills have been discussed in diverse venues but rarely in the organizational literature. Also, most, if not all, of extant conceptual frameworks related to adaptive skills remain unvalidated. The purpose of this research was to organize these skills, define and situate them in the relevant organizational and psychological literatures, and empirically test a proposed four-category framework. The experimental results supported the C+MAC framework, as skills were better categorized in terms of their theoretically related category. Additionally, the four-category framework proved a better fit to the skills compared to an influential, alternative model. The findings' implications are discussed, noting how an empirically validated framework can facilitate understanding of how individuals engage with organizational environments and organizations get their work done.
全球化、技术进步、经济和地缘政治冲击、大流行病以及许多新的或意想不到的事件有一个共同点：它们代表着变化，需要组织、团队和个人做出动态反应和适应。个人具有适应性的关键资源是与各种组织条件相关的广泛技能。这些适应技能在不同的场合都有讨论，但在组织文献中很少讨论。此外，大多数（如果不是全部）与适应技能相关的现有概念框架仍然未经证实。本研究的目的是组织这些技能，在相关的组织和心理文献中定义和定位它们，并对提出的四类别框架进行实证检验。实验结果支持了 C+MAC 框架，因为根据理论相关类别对技能进行了更好的分类。此外，与有影响力的替代模型相比，四类别框架更适合这些技能。讨论了研究结果的意义，指出经验验证的框架如何有助于理解个人如何与组织环境互动以及组织如何完成工作。
