Purpose

The purpose of this study is to assess the significance of employee work flexibility and the policy of the organization for survival during any crisis. This study also investigates the moderating role of leadership support (LS) during such turbulent conditions.

Design/methodology/approach

This study has used literature from the fields of organization performance, human resources and organization policy (OP), along with the theories of resource-based view (RBV) and dynamic capability view (DCV) to develop a conceptual model. Later, the conceptual model is validated using the structural equation modeling technique. The study used a survey method with a sample of 311 participants. These participants are employed as human resource managers (HRM) and other supportive workforce at different levels in the organizations.

Findings

The study shows that innovativeness and employee flexibility (EFL) are critical toward organizations’ survival during any crisis. Also, the study highlights the importance of OP and LS for the survival of organizations during and after any turbulent condition.

Research limitations/implications

This study provides valuable inputs to the leadership teams of organizations, especially HRM. This research also provides food for thought for policymakers and researchers in the field of organizational performance. This study also contributes to the overall body of literature on organization analysis and extends the literature on RBV and DCV.

Originality/value

The study adds value to the overall body of literature on organization performance and capabilities along with human resource management. Few studies have nurtured issues on EFL during turbulent conditions. Also, there are limited studies in the areas of OP such as favorable and unfavorable policies toward employees. Thus, this study can be considered unique. Moreover, the study investigates the moderating role of LS which adds value toward the body of literature on organizational leadership capability.

中文翻译：

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评估员工灵活性和组织政策对于组织在动荡条件下生存的重要性

 目的

本研究的目的是评估员工工作灵活性的重要性以及组织在任何危机期间生存的政策。这项研究还调查了在这种动荡的情况下领导支持（LS）的调节作用。

设计/方法论/途径

本研究利用组织绩效、人力资源和组织政策（OP）领域的文献，以及基于资源的观点（RBV）和动态能力观点（DCV）的理论来开发概念模型。随后，使用结构方程建模技术验证概念模型。该研究采用调查方法，样本为 311 名参与者。这些参与者被聘为组织中不同级别的人力资源经理 (HRM) 和其他支持性劳动力。

 发现

研究表明，创新性和员工灵活性 (EFL) 对于组织在任何危机中的生存至关重要。此外，该研究还强调了 OP 和 LS 对于组织在任何动荡状况期间和之后生存的重要性。

研究局限性/影响

这项研究为组织的领导团队（尤其是人力资源管理团队）提供了宝贵的意见。这项研究也为组织绩效领域的政策制定者和研究人员提供了思考的素材。这项研究还对组织分析的整体文献做出了贡献，并扩展了 RBV 和 DCV 的文献。

 原创性/价值

该研究为有关组织绩效和能力以及人力资源管理的整体文献增加了价值。很少有研究关注动荡时期的英语教学问题。此外，关于OP领域的研究也很有限，例如对员工的有利和不利政策。因此，这项研究可以被认为是独一无二的。此外，该研究还调查了 LS 的调节作用，它为有关组织领导能力的文献增加了价值。