Abstract:
organizational performance is the power of the organization to achieve its goals by using resources efficiently and effectively and managerial competencies also create forward-looking human resource decisions by identifying the knowledge, skills and behaviors needed in the future and provide a basis for selecting, training, and planning for employee success. agility means a set of capabilities and competencies that enable the organization to survive in the business environment. the aim of this study is to investigate the role of managers' competence on organizational performance through the mediator variable of organizational agility. in this regard research framework was developed by reviewing theoretical literature. a conceptual model was formulated and research hypotheses were also developed. in order to test the research hypotheses, the statistical population included managers and experts from the headquarters of one of the country's banks, which numbered about 280 people. based on the cochrane relationship, the number of statistical samples was 162 people, and the questionnaire was distributed among these people. the questions of this questionnaire were adapted from reliable sources and their validity and reliability were also confirmed. given the non-normality of the data distribution, the partial least squares method and smartpls 2 software were used for statistical analyses. based on the significant values related to the hypotheses, all three were confirmed. the impact of managers' competence on organizational performance was 0.717, the impact of managers' competence on organizational agility was 0.758, and the impact of organizational agility on organizational performance was 0.833.
Machine summary:
Managerial competencies also create progressive human resource decisions by identifying the required knowledge, skills, and behaviors for the future, and establish a basis for selection, training, development, performance evaluation, and successful employee planning.
The bank studied in this research is also not exempt from this issue and seeks to improve productivity, and in this regard, two variables, manager competency and organizational agility, have been considered.
Based on the above, the main question of the present research is: to what extent does the impact of manager competency on organizational performance occur through the mediating variable of organizational agility?
Definitions based on the clinical approach, presented by Beham and Moyers, emphasize specific characteristics such as personality issues, the development of which seems difficult; according to Wesley (2015), the consensus in the field of human resources is on this definition of competency: 'a set of knowledge, skills, abilities, and other individual characteristics related to work that enables outstanding performance in the area of responsibility' (Shi, 2017).
3/217 Confirmed 0/833 Conclusion and Recommendations Research has shown that manager competency in banks based on organizational agility is considered a key factor for the success of banks and, on the other hand, is a pathway to achieving the enhancement of organizational effectiveness development to bring excellence to such organizations in the future.
Accordingly, the aim of this research was to determine the role of manager competency on organizational performance through the mediating variable of organizational agility in one of the country's banks.
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