For years now, we’ve heard about organizations trying to help their workforce become more agile to meet the demands of changing business environments. But as noted in this new research study, while the concept of workforce agility has become increasingly popular, agility has rarely been studied systematically, and relations between agility and positive work outcomes, such as higher performance or increased well-being, have often been suggested but rarely been empirically tested. This research study developed a new workforce agility measure, compares this measure to established workforce agility measures, and empirically tested the relations of workforce agility with work outcomes. Results showed predictive validity regarding innovative performance as well as positive relationships with organizational citizenship behavior, job satisfaction, and well-being. As many firms attempt to measure workforce agility and understand its impact on outcomes of interest (e.g., sales, revenue), they can refer to Table 4, which shows ten dimensions of workforce agility (e.g., decision making, collaboration, learning) and 30 items of the workforce agility scale. While the online version of this article is provided in the title link, here is also a PDF version.