The purpose of this article is to critically review current studies on employees’ adaptive performance and to integrate the findings to provide insights on how to develop employees’ adaptability. It also aims to identify gaps in the research to guide future studies on adaptive performance in the field of human resource development. By reviewing 34 empirical studies on adaptive performance published between 1999 and 2016, we identified 22 antecedents of adaptive performance at the individual (nine), job (six), group (three), and organizational (four) levels. Our analyses reveal that a significant amount of research has focused more on individual characteristics than on other aspects affecting employees’ high adaptive performance. Discussion, implications, and recommendations for future research are elaborated.

中文翻译：

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员工适应性绩效及其前提：回顾与综合

本文的目的是批判性地审查有关员工适应性绩效的最新研究，并整合研究结果以提供有关如何提高员工适应性的见解。它还旨在确定研究中的差距，以指导未来在人力资源开发领域中对适应绩效的研究。通过回顾1999年至2016年间发表的34项关于适应性绩效的实证研究，我们确定了22个适应性绩效的前身（个人（九），工作（六个），小组（三）和组织（四个））。我们的分析表明，大量研究更多地集中于个人特征，而不是影响员工的高适应性绩效的其他方面。详细讨论，含义和对未来研究的建议。