Beyond a buzzword: the agile mindset as a new research construct in organizational psychology
本研究通过两波调查（411人）检验了敏捷心态的构念效度，发现它能超越核心自我评价等传统特质，正向预测工作绩效和创新行为，对组织提升竞争力有参考价值。
Purpose Previous research on agility has focused on investigating agile practices as external structures (e.g. Scrum, Kanban) that make people do agile. A new line of research is increasingly examining internal structures (e.g. mindsets, attitudes) that cause people to be agile. The purpose of this study is to critically evaluate the agile mindset as a new construct in psychological research. Design/methodology/approach This two-wave study ( N = 411) examined the agile mindset’s factorial, discriminant, and incremental validity. The authors tested whether the agile mindset adds predictive value for occupational behavior (performance and innovative work behavior) and well-being at work (vigor and emotional exhaustion), above well-established internal dispositions, namely core self-evaluation, proactive personality, and prevention vs promotion focus. Findings The results indicate that the agile mindset positively predicts performance and innovative work behavior beyond core self-evaluation, proactive personality, and prevention vs promotion focus. Concerning well-being, only positive effects for vigor were found in comparison with prevention vs promotion focus. Practical implications The findings are useful for organizations looking to improve their agility to increase competitiveness in complex environments. Originality/value This study underscores the importance of further exploration into the agile mindset, emphasizing its significance in organizational psychology.