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Organizational Agility in the VUCA Environment of Businesses: A Field Study

Yıl 2025, Cilt: 10 Sayı: 2, 294 - 320, 25.07.2025

Aytül Şahin , Emre İşci , Mehveş Tarım

https://doi.org/10.31201/ijhmt.1721384

Öz

Aim: Today’s business world is defined by the concept of VUCA, which consists of Volatility, Uncertainty, Complexity, and Ambiguity. Consequently, the evolution of businesses toward an agile organizational structure has become a critical factor. The aim of this study is to determine the level of organizational agility in private health insurance companies operating in the VUCA world and to examine whether sociodemographic variables create a difference in the perception of organizational agility.
Methods: The research examines whether the sample's perception of agility differs based on gender, age, education level, status, and tenure. Data were collected from one hundred participants employed by insurance companies operating in Istanbul, utilizing a survey methodology.
Results: According to the findings, differences were observed in the speed dimension of organizational agility between the "18-24" and "35-44" age groups Furthermore, statistically significant differences were found in the flexibility, responsiveness, and speed dimensions, as well as the overall score, between "specialist" and "supervisor, executive, assistant manager" positions. The overall mean score of participants' perceptions of organizational agility was determined to be 3.92.
Conclusion: A significant difference was found between organizational agility according to age and the position (status) worked in. The level of organizational agility was also determined to be high (3.92). The high perception of organizational agility after the pandemic in our study findings can be expressed as insurance companies attach importance to the concept of agility in this sense and organize and/or will organize their ways of doing business accordingly.

Anahtar Kelimeler

VUCA organizational agility health insurance organizations.

Etik Beyan

In order to conduct the research, ethical committee approval and permission were obtained from Marmara University Institute of Health Sciences on May 23, 2022 (Approval no: 23.05.2022-58)

Destekleyen Kurum

This study was not financially supported.

Teşekkür

We thank all the participants who contributed to the study.

Kaynakça

  • Akkaya, B., Tabak, A. (2018). Örgütsel Çeviklik Ölçeğinin Türkçeye Uyarlanması: Geçerlik ve Güvenirlik Çalışması. İş ve İnsan Dergisi, 5(2), 185-206.
  • Basri S., Zorlu K. (2020). Örgüt Kültürü Algısının Örgütsel Çeviklik Üzerindeki Etkisinin İncelenmesi, Sosyal Ekonomik Araştırmalar Dergisi, 20(39),147-164.
  • Bek Yağmur Ö., Aydıntuğ Myrvang N. (2023). Sağlık Çalışanlarının Örgütsel Çeviklik, Kriz Yönetimi ve Örgütsel Dayanıklılık Düzeylerine Yönelik Değerlendirme, Eurasian Academy of Sciences Social Sciences Journal, 20,71-89.
  • Bennett L, Lemoine G.J. (2014). What A Difference A Word Makes: Understanding Threats To Performance In A VUCA World. Business Horizons 57, 311–317.
  • Bennett, N., Lemoine, J. (2014). What VUCA Really Means for You. Harvard Business Review, Vol. 92, No. 1/2.
  • Bernstein L.E. (2014). The Perceıved Importance of Vuca-Driven Skills For 21st Century Leader Success and The Extent of Integratıon of Those Skills Into Leadership Development Programs, Drake University, Doctoral Thesis.
  • Çetin, S. (2024). Sağlık Yöneticilerinin İç Girişimcilik Davranışları İle Örgütsel Çeviklik, İnovasyon Hızı ve İnovasyon Kalitesi Arasındaki İlişkinin İncelenmesi: Ankara İlinde Bir Araştırma, Ankara Hacı Bayram Veli Üniversitesi, Lisansüstü Eğitim Enstitüsü, Yayınlanmamış Doktora Tezi, Ankara.
  • Codreanu A (2016). Vuca Action Framework For A Vuca Environment. Leadership Challenges and Solutions, Journal of Defense Resources Management, 7(2),31-38.
  • Crocitto, M. and Youssef, M. (2003). The Human Side of Organizational Agility. Industrial Management & Data Systems, 103(6), 388-397.
  • Çiçeklioğlu H. (2020). Vuca Concept and Leadership. Mert G. (Ed.) Management & Strategy, Artikel Akademi, İstanbul.
  • Demirler, S.(2024). İşgücü Çevikliğinin Demografik Değişkenler Açısından İncelenmesi: Banka Çalışanları Üzerine Bir Araştırma, Sosyoekonomik Araştırmalar Dergisi, 1(1), 41-57.
  • Dhillon, R., Nguyen Q.C. (2020). Strategies To Respond To A VUCA World, Lund University, Department of Business Administration BUSQ01 Strategic Thinking Autumn.
  • Eshlaghy A.T., Mashayekhi, A.N, Rajabzadeh, A., Razavian M.M. (2010). Applying Path Analysis Method In Defining Effective Factors In Organisation Agility, International Journal of Production Research 48(6), 1765–1786.
  • Franco, M. Guimarães,J., Rodrigues,M. (2023). Organisational Agility: Systematic Literature Review and Future Research Agenda, Knowledge Management Research & Practıce, 21(6),1021-1038.
  • Gandhi, L. (2017). Human Resource Challenges in VUCA and SMAC Business Environment, ASBM Journal of Management, 10(1),1–5.
  • Ganguly, A. Nilchiani R., Farr, J.V (2009). Evaluating Agility In Corporate Enterprises, Int. J. Production Economics 118, 410–423.
  • Gökçe, F. (2023) .Örgütsel Çeviklik ve Örgütsel Dna'nın Örgütsel Değişim ve Örgütsel Yaratıcılık Üzerindeki Etkisi: Beş Yıldızlı Otel İşletmelerinde Bir Uygulama, Afyon Kocatepe Üniversitesi Sosyal Bilimler Enstitüsü, Yayınlanmamış Doktora Tezi, Afyonkarahisar.
  • Gözcü Ö.F., (2020). Örgütsel Çeviklik ile Örgütsel Sinizm Arasındaki İlişki: Üniversite Personeli Üzerine Bir Analiz, Sabahattin Zaim Üniversitesi Sosyal Bilimler Enstitüsü, Yayınlanmamış Yüksek Lisans Tezi, İstanbul.
  • Harraf, A. Wanasika, I. (2015). Organizational Agility, The Journal of Applied Business Research,31(2), 675-686. Kaivo-oja J.L., Lauraeus,I.T. (2018). The VUCA Approach As Asolution Concept To Corporate Foresight Challenges And Global Technological Disruption, Foresıght, 20 (1), 27-49.
  • Lawrence, K. (2013). Developing Leaders in a VUCA Environment. UNC Executive Development, 1-15. Lin, C. T., Chiu, H. & Chu, P. Y. (2006). Agility Index in the Supply Chain, International Journal of Production Economics, 100(2), 285-299.
  • McKinseyTurkey,2021.https://www.mckinsey.com/tr/our-insights/agile-organizations-agile-transition-and-benefits-for-companies, (Erişim tarihi 29.04.2022).
  • Mohammadi, M., Nikpour, A. and Chamanifard, R. (2015). The Relationship Between Organizational Agility and Employee’s Productivity (Case Study: Ministry of Youth Affairs and Sports, Iran), 66-70.
  • Nafei, W. A., (2016). Organizational Agility: The Key to Organizational Success. International Journal of Business and Management, 11(5), 296-309.
  • Nejatian, M., Hossein Zarei, M. (2013). Moving Towards Organizational Agility: Are We Improving in the Right Direction? Global Journal of Flexible Systems Management, 14(4), 241-253.
  • Özen M.T. Koç M. (2021). Çevik Yönetime Dair Bazı Tespitler: Yazılım Sektöründe Hazırlanan Raporlar Kapsamında Dönemsel Bir Analiz, Uluslararası Yönetim Akademisi Dergisi, 4(2), 385-408.
  • Özeroğlu E. (2019). Vizyoner Liderliğin Örgütsel Çeviklik Üzerindeki Etkisi, İstanbul İli Beylikdüzü İlçesinde Özel Hastanelerde Bir Uygulama, İstanbul Gelişim Üniversitesi Sosyal Bilimler Enstitüsü Yayınlanmamış Yüksek Lisans Tezi (Danışman Dr. Öğr. Üyesi Yeşim Koçyiğit), İstanbul.
  • Sağır, M. ve Gönülölmez, A. (2019). Yapısal Sermaye ve İnsan Sermayesinin İşletme Performansına Etkileri: Örgütsel Çevikliğin Aracılık Rolü-The Effect of Structural Capital And Human Capital on Business Performance: The Role of Organizational Agility.Mehmet Akif Ersoy Üniversitesi Sosyal Bilimler Enstitüsü Dergisi,11(27), 58-77.
  • Schick, A., P. R. Hobson, and P. L. Ibisch. (2017). Conservation And Sustainable Development In a Volatility, Uncertainty, Complexity, and Ambiguity World: The Need For A Systemic And Ecosystem- Based Approach. Ecosystem Health and Sustainability 3(4), 1-12.
  • Sever E., Paksoy M. (2021). Örgütsel Çeviklik Açısından Örgüt Kültürü ve Firma Performansı Üzerine Bir Alan Araştırması, Sosyal Araştırmalar ve Davranış Bilimleri Dergisi, 7(13), 313-353.
  • Sharifi, H., Zhang, Z. (1999). A Methodology For Achieving Agility In Manufacturing Organisations: An Introduction. International Journal of Production Economics, 62(1), 7-22.
  • Sherehiy, B. Karwowski, W. and Layer, J. K. (2007). A Review of Enterprise Agility: Concepts, Frameworks and Attributes. International Journal of Industrial Ergonomics, 37, 445- 460.
  • Sohrabi R. et al (2014). Relationship between Workforce Agility and Organizational Intelligence (Case Study: The Companies of "Iran High Council of Informatics"), Asian Social Science; 10(4), 279-287.
  • Sullivan, J. (2012). VUCA: The New Normal for Talent Management and Workforce Planning, VUCA: the New Normal for Talent Management and Workforce Planning - Dr John Sullivan, Erişim tarihi: 28.02.2024. TSB (Türkiye Sigorta Birliği), https://www.tsb.org.tr/tr (Erişim tarihi 29.04.2022).
  • Taskan,B., Junça-Silva,A., Caetano,A. (2022). Clarifying The Conceptual Map of VUCA: A Systematic Review, International Journal of Organizational Analysis, 30(7), 196-217.
  • Thayyib, P. V., and Khan, M. A. (2021). Do Demographics Influence Workforce Agility Score of Tax Professionals in Bangalore, India? Global Business and Organizational Excellence, 40(4), 34–49.
  • Yurdasever, E. Fidan,Y., (2020). KOMB (VUCA) Dünyası ve Yeni Liderlik Becerileri, İnsan ve Toplum Bilimleri Araştırmaları Dergisi, 9(2), 1638-1664.
  • Yusuf,Y.Y., Adeleye, E.O. (2002). A Comparative Study of Lean and Agile Mnufacturing With A Related Survey of Current Practices in The UK, International Journal of Production Research, 40(17), 4545-4562.
  • Zaucha, T.K., (2019). A New Paradigm of Management And Leadership In The Vuca World, Scientific Papers Of Sılesian Unıversity of Technology, Organızatıon and Management Series, 141,222-230.
  • Zhang, Z., Sharifi, H. (2000). A Methodology for Achieving Agility in Manufacturing Organisations. International Journal of Operations and Production Management, 20(4), 496-512.

Organizational Agility in the VUCA Environment of Businesses: A Field Study

Yıl 2025, Cilt: 10 Sayı: 2, 294 - 320, 25.07.2025

Aytül Şahin , Emre İşci , Mehveş Tarım

https://doi.org/10.31201/ijhmt.1721384

Öz

Aim: Today’s business world is defined by the concept of VUCA, which consists of Volatility, Uncertainty, Complexity, and Ambiguity. Consequently, the evolution of businesses toward an agile organizational structure has become a critical factor. The aim of this study is to determine the level of organizational agility in private health insurance companies operating in the VUCA world and to examine whether sociodemographic variables create a difference in the perception of organizational agility.
Methods: The research examines whether the sample's perception of agility differs based on gender, age, education level, status, and tenure. Data were collected from one hundred participants employed by insurance companies operating in Istanbul, utilizing a survey methodology.
Results: According to the findings, differences were observed in the speed dimension of organizational agility between the "18-24" and "35-44" age groups Furthermore, statistically significant differences were found in the flexibility, responsiveness, and speed dimensions, as well as the overall score, between "specialist" and "supervisor, executive, assistant manager" positions. The overall mean score of participants' perceptions of organizational agility was determined to be 3.92.
Conclusion: A significant difference was found between organizational agility according to age and the position (status) worked in. The level of organizational agility was also determined to be high (3.92). The high perception of organizational agility after the pandemic in our study findings can be expressed as insurance companies attach importance to the concept of agility in this sense and organize and/or will organize their ways of doing business accordingly.

Anahtar Kelimeler

VUCA organizational agility health insurance organizations.

Kaynakça

  • Akkaya, B., Tabak, A. (2018). Örgütsel Çeviklik Ölçeğinin Türkçeye Uyarlanması: Geçerlik ve Güvenirlik Çalışması. İş ve İnsan Dergisi, 5(2), 185-206.
  • Basri S., Zorlu K. (2020). Örgüt Kültürü Algısının Örgütsel Çeviklik Üzerindeki Etkisinin İncelenmesi, Sosyal Ekonomik Araştırmalar Dergisi, 20(39),147-164.
  • Bek Yağmur Ö., Aydıntuğ Myrvang N. (2023). Sağlık Çalışanlarının Örgütsel Çeviklik, Kriz Yönetimi ve Örgütsel Dayanıklılık Düzeylerine Yönelik Değerlendirme, Eurasian Academy of Sciences Social Sciences Journal, 20,71-89.
  • Bennett L, Lemoine G.J. (2014). What A Difference A Word Makes: Understanding Threats To Performance In A VUCA World. Business Horizons 57, 311–317.
  • Bennett, N., Lemoine, J. (2014). What VUCA Really Means for You. Harvard Business Review, Vol. 92, No. 1/2.
  • Bernstein L.E. (2014). The Perceıved Importance of Vuca-Driven Skills For 21st Century Leader Success and The Extent of Integratıon of Those Skills Into Leadership Development Programs, Drake University, Doctoral Thesis.
  • Çetin, S. (2024). Sağlık Yöneticilerinin İç Girişimcilik Davranışları İle Örgütsel Çeviklik, İnovasyon Hızı ve İnovasyon Kalitesi Arasındaki İlişkinin İncelenmesi: Ankara İlinde Bir Araştırma, Ankara Hacı Bayram Veli Üniversitesi, Lisansüstü Eğitim Enstitüsü, Yayınlanmamış Doktora Tezi, Ankara.
  • Codreanu A (2016). Vuca Action Framework For A Vuca Environment. Leadership Challenges and Solutions, Journal of Defense Resources Management, 7(2),31-38.
  • Crocitto, M. and Youssef, M. (2003). The Human Side of Organizational Agility. Industrial Management & Data Systems, 103(6), 388-397.
  • Çiçeklioğlu H. (2020). Vuca Concept and Leadership. Mert G. (Ed.) Management & Strategy, Artikel Akademi, İstanbul.
  • Demirler, S.(2024). İşgücü Çevikliğinin Demografik Değişkenler Açısından İncelenmesi: Banka Çalışanları Üzerine Bir Araştırma, Sosyoekonomik Araştırmalar Dergisi, 1(1), 41-57.
  • Dhillon, R., Nguyen Q.C. (2020). Strategies To Respond To A VUCA World, Lund University, Department of Business Administration BUSQ01 Strategic Thinking Autumn.
  • Eshlaghy A.T., Mashayekhi, A.N, Rajabzadeh, A., Razavian M.M. (2010). Applying Path Analysis Method In Defining Effective Factors In Organisation Agility, International Journal of Production Research 48(6), 1765–1786.
  • Franco, M. Guimarães,J., Rodrigues,M. (2023). Organisational Agility: Systematic Literature Review and Future Research Agenda, Knowledge Management Research & Practıce, 21(6),1021-1038.
  • Gandhi, L. (2017). Human Resource Challenges in VUCA and SMAC Business Environment, ASBM Journal of Management, 10(1),1–5.
  • Ganguly, A. Nilchiani R., Farr, J.V (2009). Evaluating Agility In Corporate Enterprises, Int. J. Production Economics 118, 410–423.
  • Gökçe, F. (2023) .Örgütsel Çeviklik ve Örgütsel Dna'nın Örgütsel Değişim ve Örgütsel Yaratıcılık Üzerindeki Etkisi: Beş Yıldızlı Otel İşletmelerinde Bir Uygulama, Afyon Kocatepe Üniversitesi Sosyal Bilimler Enstitüsü, Yayınlanmamış Doktora Tezi, Afyonkarahisar.
  • Gözcü Ö.F., (2020). Örgütsel Çeviklik ile Örgütsel Sinizm Arasındaki İlişki: Üniversite Personeli Üzerine Bir Analiz, Sabahattin Zaim Üniversitesi Sosyal Bilimler Enstitüsü, Yayınlanmamış Yüksek Lisans Tezi, İstanbul.
  • Harraf, A. Wanasika, I. (2015). Organizational Agility, The Journal of Applied Business Research,31(2), 675-686. Kaivo-oja J.L., Lauraeus,I.T. (2018). The VUCA Approach As Asolution Concept To Corporate Foresight Challenges And Global Technological Disruption, Foresıght, 20 (1), 27-49.
  • Lawrence, K. (2013). Developing Leaders in a VUCA Environment. UNC Executive Development, 1-15. Lin, C. T., Chiu, H. & Chu, P. Y. (2006). Agility Index in the Supply Chain, International Journal of Production Economics, 100(2), 285-299.
  • McKinseyTurkey,2021.https://www.mckinsey.com/tr/our-insights/agile-organizations-agile-transition-and-benefits-for-companies, (Erişim tarihi 29.04.2022).
  • Mohammadi, M., Nikpour, A. and Chamanifard, R. (2015). The Relationship Between Organizational Agility and Employee’s Productivity (Case Study: Ministry of Youth Affairs and Sports, Iran), 66-70.
  • Nafei, W. A., (2016). Organizational Agility: The Key to Organizational Success. International Journal of Business and Management, 11(5), 296-309.
  • Nejatian, M., Hossein Zarei, M. (2013). Moving Towards Organizational Agility: Are We Improving in the Right Direction? Global Journal of Flexible Systems Management, 14(4), 241-253.
  • Özen M.T. Koç M. (2021). Çevik Yönetime Dair Bazı Tespitler: Yazılım Sektöründe Hazırlanan Raporlar Kapsamında Dönemsel Bir Analiz, Uluslararası Yönetim Akademisi Dergisi, 4(2), 385-408.
  • Özeroğlu E. (2019). Vizyoner Liderliğin Örgütsel Çeviklik Üzerindeki Etkisi, İstanbul İli Beylikdüzü İlçesinde Özel Hastanelerde Bir Uygulama, İstanbul Gelişim Üniversitesi Sosyal Bilimler Enstitüsü Yayınlanmamış Yüksek Lisans Tezi (Danışman Dr. Öğr. Üyesi Yeşim Koçyiğit), İstanbul.
  • Sağır, M. ve Gönülölmez, A. (2019). Yapısal Sermaye ve İnsan Sermayesinin İşletme Performansına Etkileri: Örgütsel Çevikliğin Aracılık Rolü-The Effect of Structural Capital And Human Capital on Business Performance: The Role of Organizational Agility.Mehmet Akif Ersoy Üniversitesi Sosyal Bilimler Enstitüsü Dergisi,11(27), 58-77.
  • Schick, A., P. R. Hobson, and P. L. Ibisch. (2017). Conservation And Sustainable Development In a Volatility, Uncertainty, Complexity, and Ambiguity World: The Need For A Systemic And Ecosystem- Based Approach. Ecosystem Health and Sustainability 3(4), 1-12.
  • Sever E., Paksoy M. (2021). Örgütsel Çeviklik Açısından Örgüt Kültürü ve Firma Performansı Üzerine Bir Alan Araştırması, Sosyal Araştırmalar ve Davranış Bilimleri Dergisi, 7(13), 313-353.
  • Sharifi, H., Zhang, Z. (1999). A Methodology For Achieving Agility In Manufacturing Organisations: An Introduction. International Journal of Production Economics, 62(1), 7-22.
  • Sherehiy, B. Karwowski, W. and Layer, J. K. (2007). A Review of Enterprise Agility: Concepts, Frameworks and Attributes. International Journal of Industrial Ergonomics, 37, 445- 460.
  • Sohrabi R. et al (2014). Relationship between Workforce Agility and Organizational Intelligence (Case Study: The Companies of "Iran High Council of Informatics"), Asian Social Science; 10(4), 279-287.
  • Sullivan, J. (2012). VUCA: The New Normal for Talent Management and Workforce Planning, VUCA: the New Normal for Talent Management and Workforce Planning - Dr John Sullivan, Erişim tarihi: 28.02.2024. TSB (Türkiye Sigorta Birliği), https://www.tsb.org.tr/tr (Erişim tarihi 29.04.2022).
  • Taskan,B., Junça-Silva,A., Caetano,A. (2022). Clarifying The Conceptual Map of VUCA: A Systematic Review, International Journal of Organizational Analysis, 30(7), 196-217.
  • Thayyib, P. V., and Khan, M. A. (2021). Do Demographics Influence Workforce Agility Score of Tax Professionals in Bangalore, India? Global Business and Organizational Excellence, 40(4), 34–49.
  • Yurdasever, E. Fidan,Y., (2020). KOMB (VUCA) Dünyası ve Yeni Liderlik Becerileri, İnsan ve Toplum Bilimleri Araştırmaları Dergisi, 9(2), 1638-1664.
  • Yusuf,Y.Y., Adeleye, E.O. (2002). A Comparative Study of Lean and Agile Mnufacturing With A Related Survey of Current Practices in The UK, International Journal of Production Research, 40(17), 4545-4562.
  • Zaucha, T.K., (2019). A New Paradigm of Management And Leadership In The Vuca World, Scientific Papers Of Sılesian Unıversity of Technology, Organızatıon and Management Series, 141,222-230.
  • Zhang, Z., Sharifi, H. (2000). A Methodology for Achieving Agility in Manufacturing Organisations. International Journal of Operations and Production Management, 20(4), 496-512.
Toplam 39 adet kaynakça vardır.

Ayrıntılar

Birincil Dil İngilizce
Konular Sağlık Kurumları Yönetimi, Sağlık Yönetimi
Bölüm Makaleler
Yazarlar

Aytül Şahin 0000-0001-7694-7864

Emre İşci 0000-0001-5299-4770

Mehveş Tarım 0000-0002-3726-9439

Erken Görünüm Tarihi 23 Temmuz 2025
Yayımlanma Tarihi 25 Temmuz 2025
Gönderilme Tarihi 17 Haziran 2025
Kabul Tarihi 2 Temmuz 2025
Yayımlandığı Sayı Yıl 2025 Cilt: 10 Sayı: 2

Kaynak Göster

APA Şahin, A., İşci, E., & Tarım, M. (2025). Organizational Agility in the VUCA Environment of Businesses: A Field Study. International Journal of Health Management and Tourism, 10(2), 294-320. https://doi.org/10.31201/ijhmt.1721384
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