Handbook of Management Scales/Coordination flexibility in contingent worker skills and behaviors
Coordination flexibility in contingent worker skills and behaviors (alpha = 0.79 ... 0.88) edit
Description edit
Based on a thorough scale development and validation process, the authors present a multidimensional measure of the HR flexibility construct. It includes five dimensions: resource flexibility in HR practices, resource flexibility in employee skills and behaviors, coordination flexibility in HR practices, coordination flexibility in contingent worker skills and behaviors, and coordination flexibility in employee skills and behaviors.
Definition edit
HR flexibility has been conceptualized by Wright and Snell (1998) as a firm-level capability consisting of (1) people who possess a variety of skills and behavioral repertoires and (2) the HR practices that can be used to effectively utilize those people to be responsive to changes in market demands, be adaptive, and be successful in a dynamic environment.
The coordination flexibility in contingent worker skills and behaviors dimension was initially not conceptualized by the authors, but might be similarly defined as coordination flexibility in employee skills and behaviors.
Items edit
- Your firm can quickly reassign work activities to contingent workers who possess the skills necessary to successfully perform these activities. (0.79)
- Your firm can quickly dismiss contingent workers whose skills are no longer required by your firm. (0.63)
- Your firm can quickly assign new contingent workers to where their skills are most needed within your firm. (0.88)
- Your firm can assign new work activities to contingent workers who can successfully perform these activities. (0.86)
Response options for each item range from 1 (strongly disagree) to 5 (strongly agree).
Source edit
Comments edit
Due to the thoroughness of the scale development and validation process, the scales should be highly valid and reliable.