Type of the article: Research Article AbstractWorkforce agility signifies the workforce’s adeptness in navigating rapid transitions and confronting challenges within the occupational sphere. It entails the aptitude of individuals and collectives to assimilate novel circumstances, swiftly adjust to shifting organizational requisites, and perpetuate innovation to sustain efficacy under varying conditions. This study aimed to examine the influence of organizational culture and workforce engagement on workforce agility, with talent management serving as an intervening variable. The study employed a quantitative survey method, collecting data through structured questionnaires from 330 respondents, comprising staff and managerial personnel, affiliated with private educational foundations across North Sumatra, Indonesia. These participants were selected using purposive sampling based on their active involvement in organizational operations and decision-making processes, ensuring relevance to the constructs examined. Structural equation modeling (SEM) was employed using SmartPLS 4.0 for data analysis. The results indicate that workforce engagement does not have a direct effect on workforce agility (p gt; 0.05), but it significantly influences talent management (p lt; 0.05). Organizational culture has a significant positive effect on both talent management (p lt; 0.05) and workforce agility (p lt; 0.05). Talent management contributes directly and significantly to enhancing workforce agility (p lt; 0.05). Furthermore, talent management significantly mediates the relationship between workforce engagement and workforce agility (p lt; 0.05), as well as between organizational culture and workforce agility (p lt; 0.05).
Bulan et al. (2025) studied this question.