The ability to successfully engage in adaptive performance is important due to the increasingly dynamic nature of work. The way individuals organize concepts within a performance domain (knowledge structures) has important implications for subsequent performance, including adaptive performance. Past literature has focused on the team knowledge structures and routine or overall performance. It is not evident whether changes in individuals’ knowledge structures after an adaptive performance episode will enhance or impair performance. The current study investigated knowledge structure change and its relationship with individual differences and performance outcomes. The sample contained 185 individuals from a private southern university. There was no evidence of relationships between individual differences or performance outcomes and knowledge structure change. However, the current study contributed to the literature by measuring knowledge structures multiple times and across routine and adaptive performance episodes. Study implications and the potential use of knowledge structures in training design are also discussed.

Purpose. Individual adaptability has been proposed as a source of adaptive performance, an increasingly important performance dimension in dynamic contexts. However, there is limited understanding of the antecedents of adaptability. Mindfulness has been shown to improve performance and well-being in the workplace, but the underlying mechanisms of this relationship are not well understood. Answering this need, we hypothesize a link between mindfulness and adaptability and conduct an empirical study to examined this relationship in dynamic work contexts. Methodology and findings. 198 knowledge workers in dynamic workplaces completed a self-rating survey that measured mindfulness and a multifactor measure of individual adaptability. Correlation analysis found a significant positive relationship between mindfulness and individual adaptability, and also between mindfulness and five sub-factors of adaptability. Regression analysis found mindfulness could significantly predict adaptability and that mindfulness added incremental variability to various sub-scale factors of adaptability, over and above work stress adaptability. In other words, mindfulness is not simply a stress management skill but also enhances other aspects of adaptability such as learning and problem-solving. Implications. Individual adaptability helps to explain the relationship between mindfulness, performance and well-being in the workplace. Mindfulness-Based Interventions (MBIs) have established protocols and proven outcomes in organizational and psychological literature. It may be possible to enhance individual adaptability through such MBIs and thus support adaptive performance while reducing negative impacts on individual well-being. / Mini Dissertation (MBA)--University of Pretoria, 2018. / pt2019 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted

This study aims to address the organizational temporality issues based upon the theory of time, interaction, and performance and self-regulation perspective. This study demonstrates the multi-level main effects of both team-level temporal norm and individual temporal perception and also the cross level moderating effects of team temporal management practices. This study answers the calls of incorporating temporal constructs in explaining team members¡¦ performance and exploring these issues within the formal consideration of multilevel modeling. This study also links the needed flexibility and temporality in modern manufacturing context with employee adaptive performance and temporal characteristics of team members. Specifically, this study collects data from 132 teams and 488 employees from southern Taiwan¡¦s Export Process Zones. Results demonstrates that team level polychronicity and individual level perceived control of time act as significant antecedents of employee adaptive performance after controlling individual personality characteristics. Moreover, team temporal management practices consisted of temporal planning, temporal reminders, and temporal reflexivity as a bundle quadratically enhance the linkage between employees¡¦ perceived control of time and their adaptivity.

Abstract Human resources have always been recognized as an important factor in determining the core competitiveness of a business. Business groups with a large organization have the relative advantage of flexibility in human resources utilization. As a result, personnel transfer among member companies within a group has become a normal behavior. In this research, we try to identify the key factors influencing the adaptive performance of employees after such inter-company job transfer, focusing on the pressures faced by the transferees and their career potential; i.e., whether the achievement motivation and role stress of transferees will influence their adaptive performance to the job after the inter-company job transfer, Also, understanding that the Perceived organization supporting by transferees may vary when different human resources approaches are adopted, we will also probe whether the Perceived organization supporting is a moderating factor on the adaptive performance of transferees. The targets of this research are employees of business groups in Taiwan who have experienced inter-company job transfer. A total of 406 questionnaires were distributed and 174 valid questionnaires were collected (The adaptive performance of the employee was assessed by their direct supervisors). Diversified statistical analysis has been conducted, including gap, correlation, regression and multiple regression analysis. The following specific results have been achieved: 1. The employment status of the employee after the transfer, as well as the terms and conditions for the transfer, both lead to different results in various aspects of the research: i. Employees transferred to work at the head office have obtained higher scores in various aspects relating to adaptive performance. ii. Employees offered less favorable conditions for the transfer normally have a higher score in the perception of role ambiguity. iii. Employees offered more favorable conditions for transfer normally have a higher score in terms of the Perceived organization supporting. 2. Achievement motivation shows a negative influence rather than a positive influence on the adaptive performance of the transferees. 3. role stress has no impact on the adaptability of the transferees. 4. Perceived organization supporting shows no significant moderating effect in this research.

In einer komplexen Berufswelt, in der ständige Veränderungen den Alltag vieler Unternehmen bestimmen, ist die Fähigkeit von Mitarbeitern, ihr Verhalten den veränderten Bedingungen anzupassen (Adaptive Performance) eine bedeutsame Facette der beruflichen Leistung. Es ist jedoch bis heute unklar, ob Adaptive Performance sich als eigenständiges Leistungskonstrukt von anderen Formen der beruflichen Leistung abgrenzen lässt. Ferner ist die Befundlage hinsichtlich einiger Antezedenzien inkonsistent, während andere bisher noch nicht im Zusammenhang mit Adaptive Performance untersucht wurden. In der ersten Studie wird ein Fragebogen zur Erfassung von Adaptive Performance sowie von Proactive Behavior, einem etablierten Konstrukt der beruflichen Leistungsforschung, entwickelt und anhand vorhandener Skalen validiert. Die Studie (N = 196) zeigt, dass sich adaptive Leistung von proaktivem Verhalten empirisch abgrenzen lässt. Es können emotionale Stabilität und (wahrgenommene) Autonomie als differenzielle Prädiktoren nachgewiesen werden, wobei emotionale Stabilität erwartungsgemäß höher mit Adaptive Performance und Autonomie höher mit Proactive Behavior korreliert. In der zweiten Studie werden anhand der aktuellen Forschungsliteratur Anforderungen an eine Instrumentenentwicklung zur fähigkeitsbasierten Erfassung von Adaptive Performance in Form eines webbasierten Postkorbs abgeleitet und die Entwicklung des Messinstruments beschrieben. Die aufgestellten Anforderungen werden anschließend anhand einer studentischen Stichprobe (N = 104) geprüft. In Studie 3 wird in einem Experiment (N = 185) der Einfluss von Intelligenz, der Fähigkeit, rational zu denken sowie von Routinestärke auf Adaptive Performance untersucht. Hierbei wird Adaptive Performance mit Hilfe des vorab entwickelten Postkorbs erfasst und die jeweiligen Zusammenhänge unter kontrollierten Bedingungen betrachtet. Entgegen der Hypothese ergeben sich keine Hinweise auf einen bedeutsamen Einfluss der Intelligenz. Hingegen zeigen sich bedeutsame Zusammenhänge mit der Fähigkeit, rational zu denken sowie mit der Routinestärke. Die theoretische sowie praktische Bedeutung der Befunde wird abschließend diskutiert und darauf aufbauend werden Implikationen für die weitere Forschung und Personalpraxis abgeleitet.

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在快速變動的環境下，員工的工作任務、職責，以及工作關係，也產生經常性的變動，工作內容及工作績效的定義變得更為複雜與動態，組織愈來愈重視員工是否能夠有效地因應環境的變化。因此，適應性績效逐漸受到重視而成為許多學者關切的議題。相對於任務性績效以及輔助性績效，適應性績效是屬於新興的概念，其指涉的內涵以及與其他重要組織變數之間的關係，仍有許多值得探討與研究的空間。 Pulakos等學者雖然發展出工作適應性量表，但該量表尚存在諸多改進的空間，特別是關於因素結構以及建構效度的檢驗。本論文的第一個子研究，即是以更為嚴謹的量表發展程序建構適應性績效量表。透過因素分析，我們發現適應性績效可以分成應變面、學習面以及關係面等三個次構面，我們也驗證了適應性績效確實有別於傳統的任務性績效與輔助性績效而成為獨立的工作績效構面。 另外，關於預測適應性績效的前置變數也仍存有研究缺口。本論文的第二個子研究，即是探討人格特質對於適應性績效的預測力。目前為止，五大人格對適應性績效的預測力並不是很理想，而且也有不太一致的結果。本研究建議，因為適應性績效強調的是員工面對工作環境變動時所展現出來的因應與學習的行為，所以應該選用更能符合適應性績效特性的人格變數，我們特別針對目標導向及前瞻人格做探討，因其都與個人的學習以及對環境因應有關。 實證結果發現，目標導向中的學習導向，對於應變面、學習面、關係面等適應性績效都具有正向的影響。迴避導向對應變面、學習面適應性績效有負向的影響。而證明導向則是對關係面適應性績效負向的影響。至於前瞻人格與適應性績效的關係則沒有獲得實證支持。另外，研究結果也發現，工作自主性對於前瞻人格與應變面適應性績效的關係具有正向的干擾效果；而任務複雜度對於迴避導向與應變面適應性績效之間的關係也同樣具有干擾效果。 / Rapid technological developments, frequent organizational changes, and intensified global competition in the market place have increased the extent of turbulence and uncertainty in the workplace. Consequently, adaptive performance, a new topic in the field of job performance, has gained attention from academics and practitioners. Unlike task performance and contextual performance, the content and nomological network of adaptive performance is still unclear. Thus, the purpose of this study is to develop the scale of the adaptive performance, and explore the relationships among adaptive performance, goal orientation and proactive personality. We found that adaptive is a three-dimensional construct (i.e. the adaptive performance in task area, the adaptive performance in learning new skills, the adaptive performance in interpersonal relations). Our empirical data verified that adaptive performance is discriminative from task performance and contextual performance. Besides, we found that Learning Orientation is positively associated with the adaptive performance in task area, the adaptive performance in learning new skills, the adaptive performance in interpersonal relations. Avoidance Orientation is negatively associated with the adaptive performance in task area and the adaptive performance in learning new skills. Prove Orientation is negatively associated with the adaptive performance in interpersonal relations. As to relationship between proactive personality and adaptive performance, we did not found empirical support. Finally, we found that job autonomy moderates the relationship between proavtive personality and the adaptive performance in task area, task complexity moderates the relationship between avoidance orientation and the adaptive performance in task area.

Seit ca. 20 Jahren versuchen Forscher Antezedenzien von Adaptation bzw. erfolgreicher Anpassung an Veränderungen zu identifizieren. Die Befundlage ist jedoch inkonsistent, sodass mit der vorliegenden Arbeit eine Synthese der Zusammenhänge zwischen ausgewählten Faktoren und Adaptation angestrebt wird. Darüber hinaus wird der Einfluss eines bisher vernachlässigten Faktors experimentell untersucht. In der ersten Studie wurden die Zusammenhänge zwischen kognitiven Fähigkeiten und Adaptation metaanalytisch zusammengefasst. Die Metaanalyse (119 Effektstärken aus 42 Studien) ergab, dass die kognitiven Fähigkeiten adaptationsförderlich sind (r = .21). Allerdings wurden große Unterschiede zwischen den einzelnen Effektstärken identifiziert, die teilweise auf die Messmethode der Adaptation zurückgeführt werden konnten. Stärkere Zusammenhänge konnten unter Verwendung objektiver Adaptationsmaße (z. B. Genauigkeit als Aufgabenleistung) beobachtet werden. Im Rahmen von Studie 2 wurden Zielorientierungsdimensionen als Korrelate von Adaptation metaanalytisch untersucht (88 Effektstärken aus 23 Studien). Auch in dieser Metaanalyse war die Messmethode von Adaptation relevant, da stärkere Zusammenhänge bei subjektiven Adaptationsmaßen (z. B. selbstberichtete Adaptation) gefunden wurden. In Studie 3 wurde der Einfluss der Ego-Depletion auf adaptive Leistung experimentell untersucht (n = 139). Entgegen der Hypothese gab es keine Hinweise auf eine Beeinträchtigung der adaptiven Leistung durch Erschöpfung der Selbstkontrollressourcen. Es konnte jedoch der aus Studie 1 bekannte adaptationsförderliche Einfluss der kognitiven Fähigkeiten nachgewiesen werden.

Dans un contexte où le monde du travail s’internationalise et où l’innovation est fondamentale, les organisations d’aujourd’hui doivent structurer le travail en tenant compte des distances géographiques et du besoin de bien performer dans les tâches reliées aux différents projets. Toutefois, le recours à des projets innovants et l’accès à des moyens de communication ne sont pas des conditions suffisantes pour assurer une performance adéquate. Différents facteurs, comme les compétences adaptées au travail virtuel et le degré de virtualité qui sépare les gens, doivent être pris en compte pour favoriser l’atteinte d’une bonne performance. De plus, afin de sélectionner les candidats qui seront en mesure de bien performer dans ce contexte, le recours à des outils d’évaluation appropriés et disponibles dans plusieurs langues est essentiel. Cette thèse présente en premier lieu un processus de traduction, d’adaptation et de validation en français et en anglais d’un outil en allemand visant l’évaluation des compétences requises lorsque le travail est organisé en mode distribué. Un premier article présente les limites fréquemment observées dans les études qui effectuent de telles adaptations. Un deuxième article met ensuite en lumière l’importance relative d’un ensemble de compétences liées à deux types de performances individuelles appropriées au travail en projet virtuel. Les résultats montrent que la créativité, l’autonomie, l’intégrité, la loyauté et la minutie sont directement liées à la performance proactive. Il est cependant nécessaire de prendre en compte l’effet positif de la perception de collaboration et l’effet négatif du degré de virtualité pour comprendre comment les compétences que constituent la motivation à apprendre, l’autonomie, l’intégrité, la loyauté et la minutie agissent sur la performance adaptative. En somme, cette thèse propose d’abord un processus rigoureux permettant l’adaptation, la traduction et la validation d’outils dans plusieurs langues. Ce processus permet d’éviter les limites auxquelles se buteraient des méthodes plus simples dans un contexte international où il est primordial d’avoir une très grande confiance en l’équivalence des instruments. Cette thèse représente également un avancement intéressant en ce qui a trait à la compréhension des différents déterminants de la performance individuelle lorsque le travail est organisé en projets virtuels. Des recommandations sont présentées afin de favoriser la performance individuelle, et des pistes de recherches futures sont également amenées pour continuer à approfondir les connaissances sur le sujet. / In a context where workplaces are becoming more internationalized, and where innovation is critical, today's organizations must structure jobs by taking into account geographical distance and the need to perform well in tasks related to different projects. However, innovative projects and access to communication tools are not sufficient conditions to ensure adequate performance. Various factors, such as skills relevant to teleworking and the degree of virtuality that separates people must be factored in to achieve good performance. Furthermore, in order to select candidates who will be able to perform well in this context, the use of appropriate and available assessment tools in several languages is essential. First, this thesis presents a process of translation, adaptation and validation in French and English of a German questionnaire used for the assessment of skills when work is organized in a distributed mode. The first article address limitations that characterize studies that perform such adaptations. A second article then highlights the relative importance of a set of competencies related to two types of individual performance suitable for projects in virtual mode. Results show that creativity, independence, integrity, loyalty and conscientiousness are directly related to proactive performance. However, it is necessary to take into account the positive effect of the perception of collaboration and the negative effect of the degree of virtuality to understand how competencies such as learning motivation, independence, integrity, loyalty and conscientiousness affect adaptive performance. In sum, this thesis first proposes a rigorous process to adapt, translate, and validate instruments in several languages. This process helps avoid common limitations simpler methods are prone to and is better adapted to an international context where it is essential to have great confidence in the equivalences of the instruments. This thesis is also an interesting advancement in regard to understanding the various determinants of individual performance when work is organized in virtual projects. Recommendations are given to foster individual performance, and suggestions for future research are also presented in order to further deepen knowledge on the subject.

Dans un contexte où le monde du travail s’internationalise et où l’innovation est fondamentale, les organisations d’aujourd’hui doivent structurer le travail en tenant compte des distances géographiques et du besoin de bien performer dans les tâches reliées aux différents projets. Toutefois, le recours à des projets innovants et l’accès à des moyens de communication ne sont pas des conditions suffisantes pour assurer une performance adéquate. Différents facteurs, comme les compétences adaptées au travail virtuel et le degré de virtualité qui sépare les gens, doivent être pris en compte pour favoriser l’atteinte d’une bonne performance. De plus, afin de sélectionner les candidats qui seront en mesure de bien performer dans ce contexte, le recours à des outils d’évaluation appropriés et disponibles dans plusieurs langues est essentiel. Cette thèse présente en premier lieu un processus de traduction, d’adaptation et de validation en français et en anglais d’un outil en allemand visant l’évaluation des compétences requises lorsque le travail est organisé en mode distribué. Un premier article présente les limites fréquemment observées dans les études qui effectuent de telles adaptations. Un deuxième article met ensuite en lumière l’importance relative d’un ensemble de compétences liées à deux types de performances individuelles appropriées au travail en projet virtuel. Les résultats montrent que la créativité, l’autonomie, l’intégrité, la loyauté et la minutie sont directement liées à la performance proactive. Il est cependant nécessaire de prendre en compte l’effet positif de la perception de collaboration et l’effet négatif du degré de virtualité pour comprendre comment les compétences que constituent la motivation à apprendre, l’autonomie, l’intégrité, la loyauté et la minutie agissent sur la performance adaptative. En somme, cette thèse propose d’abord un processus rigoureux permettant l’adaptation, la traduction et la validation d’outils dans plusieurs langues. Ce processus permet d’éviter les limites auxquelles se buteraient des méthodes plus simples dans un contexte international où il est primordial d’avoir une très grande confiance en l’équivalence des instruments. Cette thèse représente également un avancement intéressant en ce qui a trait à la compréhension des différents déterminants de la performance individuelle lorsque le travail est organisé en projets virtuels. Des recommandations sont présentées afin de favoriser la performance individuelle, et des pistes de recherches futures sont également amenées pour continuer à approfondir les connaissances sur le sujet. / In a context where workplaces are becoming more internationalized, and where innovation is critical, today's organizations must structure jobs by taking into account geographical distance and the need to perform well in tasks related to different projects. However, innovative projects and access to communication tools are not sufficient conditions to ensure adequate performance. Various factors, such as skills relevant to teleworking and the degree of virtuality that separates people must be factored in to achieve good performance. Furthermore, in order to select candidates who will be able to perform well in this context, the use of appropriate and available assessment tools in several languages is essential. First, this thesis presents a process of translation, adaptation and validation in French and English of a German questionnaire used for the assessment of skills when work is organized in a distributed mode. The first article address limitations that characterize studies that perform such adaptations. A second article then highlights the relative importance of a set of competencies related to two types of individual performance suitable for projects in virtual mode. Results show that creativity, independence, integrity, loyalty and conscientiousness are directly related to proactive performance. However, it is necessary to take into account the positive effect of the perception of collaboration and the negative effect of the degree of virtuality to understand how competencies such as learning motivation, independence, integrity, loyalty and conscientiousness affect adaptive performance. In sum, this thesis first proposes a rigorous process to adapt, translate, and validate instruments in several languages. This process helps avoid common limitations simpler methods are prone to and is better adapted to an international context where it is essential to have great confidence in the equivalences of the instruments. This thesis is also an interesting advancement in regard to understanding the various determinants of individual performance when work is organized in virtual projects. Recommendations are given to foster individual performance, and suggestions for future research are also presented in order to further deepen knowledge on the subject.