Date of Award

Fall 12-2022

Degree Type


Degree Name

Doctor of Philosophy (PhD)



Committee Chair

Annulis, Heather

Committee Chair School


Committee Member 2

Beedle, Jon

Committee Member 2 School


Committee Member 3

Brown, H. Quincy

Committee Member 3 School


Committee Member 4

Lunsford, Dale

Committee Member 4 School




The failure rate of business strategy implementation hovers around 50% due to a lack of organizational ambidexterity in the realities associated with a four-dimensional paradigm referred to as a volatile, uncertain, complex, and ambiguous (VUCA) environment (Chattopadhyay et al., 2017). Anwar and Abdullah (2021) state that organizational success depends highly on how well organizational leaders manage and administer their human resource management practices. Today's successful organizations must adapt to societal changes to survive and thrive (Chattopadhyay et al., 2017).

Surviving and thriving beyond today’s organizational constraints also involves a business's ability to demonstrate organizational ambidexterity. Organizational ambidexterity is the joint pursuit of efficiency in performing current operations while simultaneously pursuing new opportunities for the future (Chen et al., 2021; Vittori et al., 2022). This quantitative research study explored human resource professionals’ perceptions of the integration of strategic human resource management practices and the level of organizational ambidexterity in a VUCA business operational environment.

The results and findings from this research support human resource management professionals embodying strategic competencies. Findings show a significant relationship between strategic human resource management integration practices and organizational ambidexterity. Findings implore the call for human resource management professionals to champion organizational change awareness and initiatives in the ever-changing VUCA business operations environment. The VUCA phenomenon is the new normal and here to stay (Ahuja & Jain, 2016); hence future research may consider exploring the perspectives of both organizational leadership and human resource management leadership within the same study.