Flexible Human Resource Management and Vocational Behaviour

The Employability Market Orientation (EMO) model, which is more extensive than traditional approaches in the field of personal marketing, along with a questionnaire for its measurement, makes the employee "anti-fragile" behaving as a micro-entrepreneur (workpreneur). It achieves high levels of employability and marketability and low job insecurity. This attitude has consequences for employers such as low employee loyalty and commitment. Thus, HR specialists will be able to develop adequate solutions and methods reducing the effects of retention. The EMO questionnaire contained in the book will allow them to diagnose such attitudes.
This book guides readers through the world of the rules of the contemporary labor market with the end of life-long employment, encouraging to have a proactive attitude by both the employee and the employer. Its originality lies in the fact that it focuses on employees who can be adopted, not being victims of flexible human resource management. It is written in an objective manner, supported by reliable research with advanced statistical analysis, and will be of value to researchers of management, the labor market, career counselling, sociologists and work psychologists. Proposed indicators of often imprecise concepts such as mobility and professional flexibility are explored. These concepts will help scholars to conduct research on new phenomena and develop theories of modern organization with disappearing borders and transactional relations.

Anna Paw-owska is an Associate Professor of Management at the University of Warsaw, Poland. Her scientific interests and practice activities are related to psychological aspects of human resources management, entrepreneurship and freelance. She managed international projects dedicated contemporary labour market, which resulted in writing this monograph.

1. INTRODUCTION   2. EMPLOYEE AND THE WAY OF PERFORMING THE PERSONNEL FUNCTION   3. FLEXIBLE HUMAN RESOURCE MANAGEMENT: CHOICE OR NECESSITY?   4. NEW EMPLOYER-EMPLOYEE RELATIONS: THE TRANSACTIONAL, INSTEAD OF RELATIONAL, PSYCHOLOGICAL CONTRACT   5. EXPECTATIONS TOWARDS THE EMPLOYEE: ADAPTATION, FLEXIBILITY AND MOBILITY   6. PROFESSIONAL DEVELOPMENT OF AN INDIVIDUAL AS AN AREA WHERE RELATIONSHIPS WITH THE EMPLOYER ARE FORMED   7. EMPLOYABILITY, MARKETABILITY AND EMPLOYABILITY COMPETENCES IN THE CHANGING LABOUR MARKET   8. EMPLOYABILITY MARKET ORIENTATION AS THE EMPLOYEE'S RESPONSE TO THE RULES OF THE CHANGING LABOUR MARKET   9. SELECTED DETERMINANTS OF EMPLOYABILITY MARKET ORIENTATION AND ITS RELATIONSHIP WITH THE CRITERIA OF ADAPTATION TO THE CHANGING LABOUR MARKET: RESEARCH REPORT   10. MANAGING EMPLOYEES WITH EMPLOYABILITY MARKET ORIENTATION: A CHALLENGE FOR HUMAN RESOURCE MANAGEMENT   11. WHAT ABOUT THE EMPLOYEE? A SLIGHTLY SUBJECTIVE CONCLUSION   12. GLOSSARY OF DIAGNOSED VARIABLES   13. STATISTICAL ANNEX