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015 _aGBC2I5860
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016 7 _a020780020
_2Uk
020 _a9781032360331
020 _a9781000818543
_q(electronic bk.)
020 _z9781032360294
024 7 _a10.4324/9781003329930
_2doi
040 _aYDX
_beng
_cYDX
_dTYFRS
_dOCLCF
_dUKAHL
_dN$T
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041 _aeng
049 _aMAIN
050 4 _aHF5549
072 7 _aKJMV2
_2bicssc
082 0 0 _223
_a658.3
100 1 _aPawłowska, Anna.
_0http://id.loc.gov/authorities/names/n84168615
245 1 0 _aFlexible human resource management and vocational behaviour :
_bthe employability market orientation model /
_cAnna Pawłowska.
264 1 _aNew York :
_bRoutledge, Taylor & Francis Group,
_c©2022.
300 _a1 online resource
336 _atext
_btxt
_2rdacontent
337 _acomputer
_bc
_2rdamedia
338 _aonline resource
_bcr
_2rdacarrier
490 1 _aRoutledge studies in management, organizations and society
504 _aIncludes bibliographical references and index.
505 0 _aCover -- Half Title -- Series Page -- Title Page -- Copyright Page -- Dedication -- Table of Contents -- List of Figures -- List of Tables -- Chapter 1: Introduction -- 1.1 Research assumption and approach -- 1.2 Terminology and research, cognitive and practical objectives: adopted theses -- 1.3 Monograph structure -- 1.4 Original contribution of the monographs to science -- 1.5 A few words to the Reader -- 1.6 A brief for those overloaded with information -- Notes -- References -- Chapter 2: Employee and the way of performing the personnel function -- References
505 8 _aChapter 3: Flexible human resource management: Choice or necessity? -- 3.1 Organisational context shaping relations with employees: The role of strategic adaptation of the organisation to the environment -- 3.2 The reistic concept of work in flexible human resource management -- 3.3 Segmentation of workforce according to Ch. Handy: core and peripheral workers -- 3.4 Selected approaches to the consequences of flexible human resource management: the views of neo-luddites and anti-luddites, and flexicurity -- Notes -- References
505 8 _aChapter 4: New employer-employee relations: The transactional, instead of relational, psychological contract -- 4.1 The concept and types of psychological contracts -- 4.2 Main components of the psychological contract and changes occurring in them -- 4.2.1 Job (in)security -- 4.2.2 Vocational (un)training -- 4.2.3 Employee (dis)loyalty -- 4.3 Consistency of obligations and expectations within a psychological contract as a condition for the effective cooperation of the employer and the employee -- Notes -- References
505 8 _aChapter 5: Expectations towards the employee: Adaptation, flexibility and mobility -- 5.1 Approach to employee adaptation -- 5.2 The concept and types of flexibility -- 5.3 The concept and types of mobility -- References -- Chapter 6: Professional development of an individual as an area where relationships with the employer are formed -- 6.1 The traditional approach to professional development - J. Holland, D. Super, E. Schein -- 6.2 Modern approaches to professional development -- 6.3 New forms of employee activity in the changing labour market
505 8 _a6.3.1 Independent career orientations: precariat, proteanism and boundaryless career -- 6.3.2 Typologies of careers and career orientations as an attempt to classify employees' behaviour -- 6.3.3 Selected determinants of career orientation types -- References -- Chapter 7: Employability, marketability and employability competences in the changing labour market -- 7.1 Savickas's career construction model as a determinant of the employee's adaptation process -- 7.2 Employability and marketability of the employee as solutions to job insecurity
520 _aThe 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.
540 _aCreative Commons Attribution-NonCommercial-NoDerivatives 4.0 International
_fCC BY-NC-ND 4.0
_uhttps://creativecommons.org/licenses/by-nc-nd/4.0/
545 0 _aAnna Pawłowska 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.
650 0 _aPersonnel management.
_0http://id.loc.gov/authorities/subjects/sh85100143
650 0 _aEmployability.
_0http://id.loc.gov/authorities/subjects/sh2005004875
650 0 _aManagement
_xResearch.
_0http://id.loc.gov/authorities/subjects/sh85080347
655 4 _aElectronic books.
830 0 _aManagement, organizations and society (London, England)
_0http://id.loc.gov/authorities/names/no2002067086
856 4 0 _uhttps://directory.doabooks.org/handle/20.500.12854/157822
_yFull text is available at the Directory of Open Access Books. Click here to view.
942 _2ddc
_cOA