Handbook of Management Scales/Coordination flexibility in HR practices
Coordination flexibility in HR practices (alpha = 0.66 ... 0.82)[edit | edit source]
Description[edit | edit source]
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 | edit source]
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.
Coordination flexibility in HR practices refers to "how quickly the practices can be resynthesized, reconfigured, and redeployed" (Wright and Snell, 1998).
Items[edit | edit source]
- Your firm can quickly and effectively implement different staffing procedures. (0.59)
- Your firm can quickly and effectively implement different compensation structures. (0.68)
- Your firm can quickly and effectively implement different work structures. (0.82)
- Your firm can quickly and effectively implement different empowerment processes. (0.81)
Response options for each item range from 1 (strongly disagree) to 5 (strongly agree).
Source[edit | edit source]
Comments[edit | edit source]
Due to the thoroughness of the scale development and validation process, the scales should be highly valid and reliable. The standardized path coefficient of the first item is quite low.