Orientation: This study explores the adaptation of a learning agility measurement tool tailored for female employees in South Sulawesi to enhance organisational agility within government agencies. Research purpose: The research aims to test the validity and reliability of four learning agility dimensions—people agility, results agility, mental agility, and change agility—among female civil servants, to support organisational agility improvement. Motivation for the study: In an increasingly dynamic and complex environment, public organisations require employees who can learn rapidly and adapt effectively. Enhancing learning agility is seen as a strategic response to bolster organisational agility and performance, especially among female employees who form a substantial part of the civil service. Research approach/design and method: A quantitative ex-post facto design was used with a sample of 398 female civil servants from 23 districts in South Sulawesi. Data were collected via online questionnaires and analysed using reliability tests and model fit assessments. Main findings: All four dimensions of learning agility demonstrated significant intercorrelation. High internal consistency was shown by Cronbach’s alpha values—people agility (0.750) and change agility (0.75). The model fit test showed that the estimated model was superior to the null model. Practical/managerial implications: Developing training programs to strengthen cognitive flexibility and adaptability among female employees can drive better organisational responses to change. Contribution/value-add: This study offers practical insights into measuring and enhancing learning agility among female civil servants, contributing to improved organisational agility and effectiveness in the public sector.
Megawaty et al. (Fri,) studied this question.