ABSTRACT
Macro-level trends such as globalization, technology, demographic shifts, and alternative work structures have led researchers and practitioners to challenge traditional definitions of individual work performance. Two major ways in which these definitions have shifted include performing in interdependent and uncertain work contexts. The chapter explores such expanded definitions of work performance by considering what we know about adaptive and organizational citizenship-related behaviors and how this knowledge might be used to inform selection. Organizations may need to balance incorporating adaptive performance into performance conceptualizations with union concerns regarding uncertainty in job roles. Differences in declarative and procedural knowledge are related to much of what is captured in the individual difference approach to adaptability. Research into the relationship between global dimensions of personality and adaptive performance has yielded inconsistent results. Lang and Bliese research suggests that psychological variables, such as cognitive ability, may differentially predict these two types of adaptation.
