Alviani Devi, Widianto Sunu, Muizu Wa Ode Zusnita
Department of Management, Faculty of Economics and Business, Universitas Padjadjaran, Bandung, Indonesia.
Front Psychol. 2024 Sep 11;15:1376399. doi: 10.3389/fpsyg.2024.1376399. eCollection 2024.
The definition and operationalization of workforce agility, initially associated with multitasking abilities, have evolved to encompass aspects of adaptability, proactivity, and resilience, which are now widely accepted. However, some authors have expanded this concept by adding elements such as intelligence, collaboration, and social support, leading to confusion and disagreement on how to consistently measure workforce agility. Furthermore, the literature emphasizes the importance of workforce agility in achieving business goals and adopting innovative management models, yet it provides limited structured guidance for future research.
This study uses Scopus and Web of Science as the primary databases. The search was not limited to a specific period but included articles up to 2024, with an initial sample of 176 articles. After a screening process based on inclusion and exclusion criteria, 74 articles were included in the thematic analysis and data synthesis.
Workforce agility has been positioned as an independent, mediating, moderating, and dependent variable in various studies. Most studies examine workforce agility at the individual level, with only about 10 studies exploring this aspect at the organizational level. However, no research has specifically explored workforce agility at the team level to date. The primary objective of workforce agility research is to expand and connect theories with diverse methodological approaches, including quantitative, qualitative, and mixed methods. As a result, theoretical foundations and inter-variable relationships are established to identify recommendations for future research.
More than 25 fundamental theories have been identified and categorized into nine groups. These nine groups were then reformulated into four general theories: Organizational and Management Theory, Communication and Social Interaction Theory, Behavioral and Learning Theory, and Economic Theory. Based on previous research, several recommendations for future research have been outlined, including conducting longitudinal studies, integrating mixed methods, considering the global cultural context, expanding research samples, developing conceptual models, exploring mediating and moderating variables, developing workforce agility theories, creating efficient evaluation methods, and implementing multilevel models.
劳动力敏捷性的定义和操作化最初与多任务处理能力相关，如今已发展到涵盖适应性、主动性和恢复力等方面，这些方面现已被广泛接受。然而，一些作者通过添加智力、协作和社会支持等要素来扩展这一概念，导致在如何持续衡量劳动力敏捷性方面产生了困惑和分歧。此外，文献强调了劳动力敏捷性在实现业务目标和采用创新管理模式方面的重要性，但为未来研究提供的结构化指导有限。
本研究以Scopus和Web of Science作为主要数据库。搜索不限于特定时间段，而是包括截至2024年的文章，初始样本为176篇文章。经过基于纳入和排除标准的筛选过程，74篇文章被纳入主题分析和数据综合。
在各种研究中，劳动力敏捷性被定位为独立变量、中介变量、调节变量和因变量。大多数研究在个体层面考察劳动力敏捷性，只有约10项研究在组织层面探讨这一方面。然而，迄今为止，尚无研究专门在团队层面探讨劳动力敏捷性。劳动力敏捷性研究的主要目标是通过包括定量、定性和混合方法在内的多种方法论途径来扩展理论并将其联系起来。结果，建立了理论基础和变量间关系，以确定未来研究的建议。
已识别出25多种基础理论并将其分为九组。然后将这九组重新归纳为四种一般理论：组织与管理理论、沟通与社会互动理论、行为与学习理论以及经济理论。基于先前的研究，已概述了一些未来研究的建议，包括进行纵向研究、整合混合方法、考虑全球文化背景、扩大研究样本、开发概念模型、探索中介和调节变量、发展劳动力敏捷性理论、创建有效的评估方法以及实施多层次模型。
