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1- , mamiry@ut.ac.ir
Abstract: (17 Views)
Abstract
Purpose: This study aims to develop a context-specific model of organizational agility aligned with the new generation within Iranian knowledge-based firms. It explains how the characteristics, expectations, and values of the new generation can be translated into agile structures, processes, and leadership practices to strengthen organizational responsiveness to environmental turbulence and an emerging workforce.
Methodology: The research adopted a qualitative, interpretive, and applied approach. Data were collected through in-depth semi-structured interviews and focus groups with 16 information-rich participants. Analysis followed Diekelmann’s seven-step hermeneutic model and a three-level coding process (descriptive–interpretive–conceptual), with sampling continued until theoretical saturation was achieved.
Findings: A total of 460 interpretive codes were distilled into 36 sub-themes and eight core themes: (1) sensing and monitoring the new generation, (2) data-drivenness and futurity, (3) participatory governance and transparency, (4) aligned culture and values, (5) empowerment and continuous learning, (6) structural and operational agility, (7) digital infrastructure and tools, and (8) strategic alignment and translating insight into action. Together, these themes form a dynamic cycle extending from sensing to strategic enactment.
Originality/ value: The study’s novelty lies in integrating the digital business agility framework with Fietz’s adaptive cycle while incorporating a generational lens. It provides the first model that systematically links organizational agility with the behaviors and preferences of the new generation in knowledge-based contexts. By shifting Gen Z from a descriptive attribute to an explanatory mechanism, the research offers actionable, policy-oriented guidance for designing agile systems, data-driven HR practices, and generation-responsive leadership
Purpose: This study aims to develop a context-specific model of organizational agility aligned with the new generation within Iranian knowledge-based firms. It explains how the characteristics, expectations, and values of the new generation can be translated into agile structures, processes, and leadership practices to strengthen organizational responsiveness to environmental turbulence and an emerging workforce.
Methodology: The research adopted a qualitative, interpretive, and applied approach. Data were collected through in-depth semi-structured interviews and focus groups with 16 information-rich participants. Analysis followed Diekelmann’s seven-step hermeneutic model and a three-level coding process (descriptive–interpretive–conceptual), with sampling continued until theoretical saturation was achieved.
Findings: A total of 460 interpretive codes were distilled into 36 sub-themes and eight core themes: (1) sensing and monitoring the new generation, (2) data-drivenness and futurity, (3) participatory governance and transparency, (4) aligned culture and values, (5) empowerment and continuous learning, (6) structural and operational agility, (7) digital infrastructure and tools, and (8) strategic alignment and translating insight into action. Together, these themes form a dynamic cycle extending from sensing to strategic enactment.
Originality/ value: The study’s novelty lies in integrating the digital business agility framework with Fietz’s adaptive cycle while incorporating a generational lens. It provides the first model that systematically links organizational agility with the behaviors and preferences of the new generation in knowledge-based contexts. By shifting Gen Z from a descriptive attribute to an explanatory mechanism, the research offers actionable, policy-oriented guidance for designing agile systems, data-driven HR practices, and generation-responsive leadership
Type of Study: Research |
Subject:
Development Process
Received: Oct 09 2025 | Accepted: Dec 02 2025
Received: Oct 09 2025 | Accepted: Dec 02 2025
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