Do gender, position, and organization shape human resource flexibility?

Abstract

Flexibility has been identified as a key practice to cope with uncertainties and enable organizations and their embers to adjust with surroundings. Since two decades it has magnetized scholars and change agents and remained the central theme of organizational change process. Since, empirically studies proved the positive association between flexibility firm and its performance. Recent trends in flexibility have raised new issues regarding how gender, position and organizations interacts with individual flexibility at workplace. However, only limited efforts were done to investigate the interaction of employee characteristics with their flexibility. Present study was conducted to respond this view. A sample of 189 managers comprising of all categories (male, female, junior, middle, senior, private and public) were collected by using a five items instrument. Next, factorial 2×3×2 ANOVA was employed and the results indicate that managerial flexibility remains static irrespective of managerial characteristics (Gender, Position/levels and type of organizations).