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Dynamic Organizational Capabilities: The Joint Effect of Agility, Resilience and Empowerment

Received: 16 May 2018     Accepted: 14 June 2018     Published: 10 July 2018
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Abstract

The paper presents a model of Dynamic Organizational Capabilities (ODCs). The capabilities included are organizational agility, Organizational resilience and human resources empowerment. These capabilities were selected based on reviews of the literature, which showed the potency of these capabilities in terms of their single and joint impact over organizational vitality (OV). The paper went beyond providing a conceptualization of ODCs, to provide an empirical test of it. The model was tested using regression analysis. The results show that validity of the proposed ODC model. The organizational resilience acted as a moderator of the relationship between organization agility and OV. Thus the organizational resilience interaction with organization agility improved significantly the variance explained in OV. On the other hand human resources empowerment acted as a mediator between organizational agility and OV. The conceptual and empirical implications of the results are discussed and the limitations of the study noted, future research direction were pointed at.

Published in Journal of Human Resource Management (Volume 6, Issue 2)
DOI 10.11648/j.jhrm.20180602.11
Page(s) 44-49
Creative Commons

This is an Open Access article, distributed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution and reproduction in any medium or format, provided the original work is properly cited.

Copyright

Copyright © The Author(s), 2018. Published by Science Publishing Group

Keywords

Dynamic Organization Capabilities, Organizational Agility, Organizational Resilience, Human Resources Empowerment, Organizational Vitality

References
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[3] Ashton, Gary. (2015). The keys to Organizational Agility. http://www.management-issues.com/opinion/6116/The-keys-to organizational agility/
[4] Bishwas, Sunant Kumar. (2014). Critical Processes for Organization Vitality. A Conceptual study. http:// link.springer.com/chapter/ 10.1007/978-81-322-2151-7
[5] Carvalho, H. Azevedo Susana garrido & Cruz-Machado. (2012). Agile and Resilience Approach to supply chain Management: Influence on Performance and Competitiveness. Logistics Research, Volume 4, Issue 1-2.
[6] Carvalho, Helena & Durate, Susana. (2011). Lean, Agilie, Resilient and green: Divegencie and Synergies. http://www.emeralcinsight.com/doi/full/10.1108/2040146\111135037.
[7] Everly, George S. (2011). Building Resilient Organizational Culture. HBR.
[8] Goodman Ricky (2016). Employee Engagement or Organizational Vitality. Http:// www. LinkedIn. Com/pulse/ employee-engagement- organizational/-vitality-Ricky- Goodman.
[9] Harraf Abe, Wanasika, Isaac, tate kaylynn & Talbott, Kaitly. (2015). Organizational Agility. The Journal of Applied Research- March/April, Volume 31, issue 2.
[10] Hayes, A, F. (2013). Introduction to Mediation, Moderation and conditional process Analysis: A Regression –Based Approach, New York, NY, Guilford Press.
[11] Healthfield, Susan M. (2017). Top principles of Employee Empowerment. http://www. Thebalance.com/top-principles- of- employee -empowerment- 1918658.
[12] Helfat constance E. & Peteraf, Margaret, A (2009). Understanding Dynamic Capabilities: progress Along a Developmental Path Strategic Organization, Volume 9, issue 1.
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[14] Lengnick –Hall, Cynthia A. Beck Tammy E. (2009). Resilience Capacity and Strategic Agility: Prerequisites for Thriving in a Dynamic Environment. The University of Texas at San Antonio, College of Business. Working paper series.
[15] National Academy of Sciences. (2012). Understanding Individual and Organizational Resilience and Performance Measures. http://www. Ncbi.hlm.nih.gov/books/ NBK201581/
[16] Okotoh, Argwings K. (2015) Influence of Organizational Agility on Operational performance of Trademark East Africa. A Master Thesis, University of Nairobi.
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[18] Sune Albert Gibb Jenny. (2015). Dynamic Capabilities as patterns of Organizational change. An empirical study on transforming a firm’s Resource Base. http:// www.Emerldinsight.com/doi/full/10.1108/JOCM-01-2015-0019.
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  • APA Style

    Mahmoud Abdelaziz Elgamal. (2018). Dynamic Organizational Capabilities: The Joint Effect of Agility, Resilience and Empowerment. Journal of Human Resource Management, 6(2), 44-49. https://doi.org/10.11648/j.jhrm.20180602.11

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    ACS Style

    Mahmoud Abdelaziz Elgamal. Dynamic Organizational Capabilities: The Joint Effect of Agility, Resilience and Empowerment. J. Hum. Resour. Manag. 2018, 6(2), 44-49. doi: 10.11648/j.jhrm.20180602.11

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    AMA Style

    Mahmoud Abdelaziz Elgamal. Dynamic Organizational Capabilities: The Joint Effect of Agility, Resilience and Empowerment. J Hum Resour Manag. 2018;6(2):44-49. doi: 10.11648/j.jhrm.20180602.11

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  • @article{10.11648/j.jhrm.20180602.11,
      author = {Mahmoud Abdelaziz Elgamal},
      title = {Dynamic Organizational Capabilities: The Joint Effect of Agility, Resilience and Empowerment},
      journal = {Journal of Human Resource Management},
      volume = {6},
      number = {2},
      pages = {44-49},
      doi = {10.11648/j.jhrm.20180602.11},
      url = {https://doi.org/10.11648/j.jhrm.20180602.11},
      eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.jhrm.20180602.11},
      abstract = {The paper presents a model of Dynamic Organizational Capabilities (ODCs). The capabilities included are organizational agility, Organizational resilience and human resources empowerment. These capabilities were selected based on reviews of the literature, which showed the potency of these capabilities in terms of their single and joint impact over organizational vitality (OV). The paper went beyond providing a conceptualization of ODCs, to provide an empirical test of it. The model was tested using regression analysis. The results show that validity of the proposed ODC model. The organizational resilience acted as a moderator of the relationship between organization agility and OV. Thus the organizational resilience interaction with organization agility improved significantly the variance explained in OV. On the other hand human resources empowerment acted as a mediator between organizational agility and OV. The conceptual and empirical implications of the results are discussed and the limitations of the study noted, future research direction were pointed at.},
     year = {2018}
    }
    

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    T1  - Dynamic Organizational Capabilities: The Joint Effect of Agility, Resilience and Empowerment
    AU  - Mahmoud Abdelaziz Elgamal
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    JF  - Journal of Human Resource Management
    JO  - Journal of Human Resource Management
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    UR  - https://doi.org/10.11648/j.jhrm.20180602.11
    AB  - The paper presents a model of Dynamic Organizational Capabilities (ODCs). The capabilities included are organizational agility, Organizational resilience and human resources empowerment. These capabilities were selected based on reviews of the literature, which showed the potency of these capabilities in terms of their single and joint impact over organizational vitality (OV). The paper went beyond providing a conceptualization of ODCs, to provide an empirical test of it. The model was tested using regression analysis. The results show that validity of the proposed ODC model. The organizational resilience acted as a moderator of the relationship between organization agility and OV. Thus the organizational resilience interaction with organization agility improved significantly the variance explained in OV. On the other hand human resources empowerment acted as a mediator between organizational agility and OV. The conceptual and empirical implications of the results are discussed and the limitations of the study noted, future research direction were pointed at.
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Author Information
  • Management and Marketing Department, Kuwait University, Kuwait

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