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Exploring the facilitators and mediators of workforce agility: an empirical study

机译：探索劳动力敏捷性的促进者和中介者：一项实证研究

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Purpose - Recognizing that very less number of research has been conducted on workforce agility, the current research aimed to examine the impact of organizational practices in the form of organizational learning and training, compensation, involvement, team work and information system (IS) on workforce agility. Influenced by the "Black Box" approach, the study also examined the role of psychological empowerment as a mechanism mediating the relationship between organizational practices and workforce agility. Design/methodology/approach - The study has been conducted in selective Indian industries, representing manufacturing and service sector across public and private sectors. Quantitative and qualitative data have been collected from both executives and non-executives through reliable instruments validated in Indian context. Data have been analyzed using descriptive analysis, canonical correlation analysis and multiple regression. Findings - Findings that organizational practices significantly related to workforce agility prove that organizational practices are capable of improving the agile attributes and behavior of the workforce. In detail, team work has the greatest influence on workforce agility, followed by Reward system, employee involvement, organizational learning and training and ISs. Further, the study result also proved the mediating role of psychological empowerment between organizational practices and workforce agility. Practical implications - Organizations are to design practices related to organizational learning and training, compensation, involvement, team work and IS and implement them efficiently and effectively to enable agility within the workforce, as an agile workforce can only respond proactively to a volatile, uncertain, complex and ambiguous business environment. Further, the result also suggests that managers should design the organizational practices capable of enhancing psychological empowerment, as the combination can deliver better workforce agility. Originality/value - The research is useful considering very less number of research on workforce agility.
机译：目的-认识到针对劳动力敏捷性的研究数量很少，当前的研究旨在以组织学习和培训，薪酬，参与，团队合作和信息系统（IS）的形式检查组织实践的影响敏捷。受“黑匣子”方法的影响，该研究还检验了心理授权的作用，作为调解组织行为与员工敏捷性之间关系的一种机制。设计/方法/方法-该研究已在印度的部分行业中进行，代表了公共和私营部门的制造业和服务业。通过在印度进行验证的可靠工具，已经从高管和非执行人员那里收集了定量和定性数据。数据已使用描述性分析，典范相关分析和多元回归进行了分析。调查结果-发现组织实践与劳动力敏捷性密切相关的发现证明，组织实践能够改善劳动力的敏捷性和行为。详细地说，团队合作对员工的敏捷性影响最大，其次是奖励制度，员工参与度，组织学习和培训以及IS。此外，研究结果还证明了心理授权在组织实践和员工敏捷度之间的中介作用。实际意义-组织应设计与组织学习和培训，薪酬，参与，团队合作和IS有关的实践，并有效地实施它们，以在员工队伍中实现敏捷，因为敏捷的员工队伍只能主动应对动荡，不确定，复杂而am昧的商业环境。此外，结果还表明，管理人员应设计能够增强心理能力的组织实践，因为这种结合可以提供更好的劳动力敏捷性。原创性/价值-考虑到有关劳动力敏捷性的研究数量很少，该研究非常有用。

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