Examine the components of organizational agility to design a framework for achieving agility in social security organization

Background and purpose: The purpose of the study was to examine the dimensions and components of organizational agility to design a framework. Materials and methods: The methodology is descriptive. The statistical society was selected from employees in the Social Security organization of Bojnourd (N=148). The samples were 132 staff that return the questionaries.  The data collected by a researcher-made questionnaire which has content and face validity and Cronbach’s Alpha was (r = 0.934). Results: According to factor analysis, 50 item classified into 8 (Management, performance management, total quality management, change management, cultures and values, human resources management, information management and corporate communications, component technology (e-government)) dimensions. Result showed the weight of the regression of the three components of change management; comprehensive quality management and human resources management are 0.89, 0.80, and 0.62. The coefficient of regression impact was 0.37 for organizational component, 0.20 for components of cultures and values, 0.28 for performance management component, 0.25 for information management and 0.20 for component of technology. Conclusion: The best way to survive and succeed in organizations in the current world is to commit to "organizational agility." According to the findings of the research, the social security organization should consider the implementation of 8 dimensions and their components in order to achieve agility.