Individual Adaptability (I-ADAPT) Theory: Conceptualizing the Antecedents, Consequences, and Measurement of Individual Differences in Adaptability

By Robert E. Ployhart, P. Bliese. 2006

364 citations recorded by the source corpus.

Subfields: Experimental and Cognitive Psychology, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/f4ac93c3eb484fa9e6d599d1e11d94bdad3f20f4

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In Experimental and Cognitive Psychology

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Trait-based perspectives of leadership. (2007, result): “Understanding leadership requires a focus not only on multiple personal attributes but also on how these attributes work together to influence performance (Yukl & Van Fleet, 1992; Zaccaro et al., 2004). A second component in this definition of leader traits concerns the inclusiveness of a variety of”
A Systematic Review of the Career Adaptability Literature and Future Outlook (2018, methodology): “The I-Adapt Scale is a measure of an individual’s adaptability and flexibility in regard to their work and social environments and includes eight subscales (Ployhart & Bliese, 2006).”
Career Adaptability With or Without Career Identity (2018, background): “First, according to individual adaptability theory (Ployhart & Bliese, 2006), career identity reflects the nature of the dynamics of the individual career environment that moderates the relationship between adaptability and performance.”
Individual adaptive performance in organizations: A review (2015, methodology): “Initial guidance in this regard is provided by Jundt and Shoss (2013) and Ployhart and Bliese (2006).”
Factors affecting employee performance: an empirical approach (2019, methodology): “Ployhart and Bliese (2006) report that employees’ adaptability is associated with their skill levels meaning that if employees’ skills can adapt to different jobs (tasks/requirements/duties/activities), then employees may adapt quickly to new job positions or new job requirements (in their existing…”
Performance Adaptation (2014, background): “…typically conceptualizes adaptation in one of two ways—a performance construct (i.e., a set of dimensions that characterize adaptive job performance; see Pulakos et al., 2000) or an individual difference construct (i.e., a set of broadband, relatively stable traits; see Ployhart & Bliese, 2006).”