Adaptability, Cognitive Flexibility, Personal Need for Structure, and Rigidity

Hamtiaux, Armanda; Houssemand, Claude

doi:10.17265/2159-5542/2012.10.001

Cited by 12 publications

(6 citation statements)

References 29 publications

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“…Other avenues for future research include the distinguishing of IAQ from similar constructs such as agility. Similarly to adaptability, the concept of agility does not have a single, accepted definition in the literature, with some descriptions including physical as well as cognitive elements (Hamtiaux & Houssemand, 2012; Pulakos et al, 2000; Sheppard & Young, 2006). If the narrower scope of learning agility is separated from the broader agility literature and its definition and measurement is explored, there is similar variation (De Meuse, 2017).…”

Section: Discussionmentioning

confidence: 99%

Validating the Intentional Adaptability Quotient for uses in consulting psychology.

Locaso¹,

Louie²,

Albrecht³

et al. 2023

Consulting Psychology Journal

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The ability to adapt at an individual and organizational level is considered essential to thrive in today’s business climate and world of work. The concept of adaptability refers to an individual’s ability to adjust to change effectively, and it can be presented as both an inherent trait as well as a skill that can be developed. The aim of the current study was to validate the factor structure of the Intentional Adaptability Quotient (IAQ) and to test a model of proposed antecedents and outcomes; 490 individuals completed the 56-item IAQ self-report survey online. Confirmatory factor analysis provided support for a three-factor IAQ model comprising of focus, courage, and curiosity as higher-order factors. The IAQ was found to positively predict change readiness and life satisfaction. This study offers support for the validity of the IAQ as a measure that can be used for research and in leadership and professional-development programs.

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Section: Discussionmentioning

confidence: 99%

Validating the Intentional Adaptability Quotient for uses in consulting psychology.

Locaso¹,

Louie²,

Albrecht³

et al. 2023

Consulting Psychology Journal

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“…Cognitive flexibility includes “a person’s (a) awareness that in any given situation there are options and alternatives available, (b) willingness to be flexible and adapt to the situation, and (c) self-efficacy in being flexible” ( Martin and Rubin, 1995 , p. 623). Previous research has already shown a positive relationship between individuals’ adaptability and their cognitive flexibility ( Hamtiaux and Houssemand, 2012 ). In line with this, we propose that cognitive flexibility and adaptive leadership behavior are positively and strongly related as acting and leading in an adaptive way is not possible without flexibility in thinking.…”

Section: Studymentioning

confidence: 94%

“…Hence, adaptation of behavior to frequently changing situations is not a behavior that rigid leaders would be able to exhibit ( Steinmetz et al, 2011 ). Previous research has already shown that individual adaptability has a negative relationship with rigidity ( Hamtiaux and Houssemand, 2012 ). Therefore, we expect higher levels of adaptive leadership behavior to be associated with lower levels of rigidity.…”

Section: Studymentioning

confidence: 98%

Development and validation of the adaptive leadership behavior scale (ALBS)

Nöthel,

Nübold,

Uitdewilligen

et al. 2023

Front. Psychol.

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Due to the rapid changes in today’s business world, leaders need to, more than ever, adequately and flexibly react to new and changing demands in the workplace. An instrument that captures adaptive leadership behavior is still missing, however. This study describes the development and validation of a concise and timely new leadership instrument, the Adaptive Leadership Behavior Scale (ALBS). Based on a thorough literature review, we developed 27 items as an initial item pool. We tested this set of items with leaders and followers in a pilot study to assess its relevancy and comprehensibility. In Study 1, a field study with 201 employees, we explored the internal structure of the initial item pool with a Principal Component Analysis (PCA). Based on the factor loadings resulting from a second PCA, we reduced the item pool, resulting in a 15-item scale for which we then assessed convergent and divergent validity. In Study 2, a field study with 311 employees, we replicated the findings of Study 1 and assessed additional convergent and divergent validity as well as the model fit with a Confirmatory Factor Analysis (CFA). In Study 3, a multi-source field study with 155 leader-follower dyads we replicated the CFA and additionally assessed criterion-related validity. Results show that the ALBS is a concise and valid instrument for assessing adaptive leadership behavior, thereby building the grounds to extend our understanding of antecedents, mechanisms and consequences of leadership in dynamic environments.

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“…To assess discriminant validity, we used the Personal Need for Structure (PNS) scale (Hamtiaux & Houssemand, 2012;Neuberg & Newsom, 1993). PNS (Neuberg and Newsom, 1993) was evaluated with the PNS scale incorporating two main components: "desire for structure" (4 items) and "response to lack of structure" (7 items).…”

Section: Personal Need For Structurementioning

confidence: 99%

Individual Adaptability to Work: Scale Validation on the Romanian Population

Botezat

Crisan

Fotea

et al. 2023

Studia Universitatis „Vasile Goldis” Arad – Economics Series

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This study aimed to validate the I-ADAPT scale to assess the individual adaptability to work within the Romanian population. Both a pilot study and a main study were conducted on a total sample of 966 Romanians. Following the application of standard scale validation procedures, the results of our study indicated that the I-ADAPT measure of work adaptability has good psychometric properties on the Romanian population. Our findings provide evidence that I-ADAPT continues to explain the unique variance in adaptability to work even if work patterns in the Covid-19 pandemic context moved more and more from a traditional to a virtual work environment. ROa I-ADAPT measure has excellent properties concerning convergent, discriminant, and criterion-related validity. One main finding was that the “Physical” dimension of adaptability to work had no empirical support in the Romanian population. Moreover, our results indicate that the “interpersonal adaptability” and the “cultural adaptability” dimensions cannot be empirically separated in the Romanian population. To our knowledge, this is the first validated instrument that can be used to assess the individual adaptability of Romanians in the context of work. Our study is relevant for decision-makers in Romania and such actors in other EU-member countries where Romanians represent the largest group of working-age EU citizens.

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Adaptability, Cognitive Flexibility, Personal Need for Structure, and Rigidity

Cited by 12 publications

References 29 publications

Validating the Intentional Adaptability Quotient for uses in consulting psychology.

Validating the Intentional Adaptability Quotient for uses in consulting psychology.

Development and validation of the adaptive leadership behavior scale (ALBS)

Individual Adaptability to Work: Scale Validation on the Romanian Population

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