Atjaunināt sīkdatņu piekrišanu

E-grāmata: Flexible Human Resource Management and Vocational Behaviour: The Employability Market Orientation Model

Citas grāmatas par šo tēmu:
  • Formāts - EPUB+DRM
  • Cena: 47,58 €*
  • * ši ir gala cena, t.i., netiek piemērotas nekādas papildus atlaides
  • Ielikt grozā
  • Pievienot vēlmju sarakstam
  • Šī e-grāmata paredzēta tikai personīgai lietošanai. E-grāmatas nav iespējams atgriezt un nauda par iegādātajām e-grāmatām netiek atmaksāta.
Flexible Human Resource Management and Vocational Behaviour: The Employability Market Orientation ModelPalielināt
Citas grāmatas par šo tēmu:

DRM restrictions

  • Kopēšana (kopēt/ievietot):

    nav atļauts

  • Drukāšana:

    nav atļauts

  • Lietošana:

    Digitālo tiesību pārvaldība (Digital Rights Management (DRM))
    Izdevējs ir piegādājis šo grāmatu šifrētā veidā, kas nozīmē, ka jums ir jāinstalē bezmaksas programmatūra, lai to atbloķētu un lasītu. Lai lasītu šo e-grāmatu, jums ir jāizveido Adobe ID. Vairāk informācijas šeit. E-grāmatu var lasīt un lejupielādēt līdz 6 ierīcēm (vienam lietotājam ar vienu un to pašu Adobe ID).

    Nepieciešamā programmatūra
    Lai lasītu šo e-grāmatu mobilajā ierīcē (tālrunī vai planšetdatorā), jums būs jāinstalē šī bezmaksas lietotne: PocketBook Reader (iOS / Android)

    Lai lejupielādētu un lasītu šo e-grāmatu datorā vai Mac datorā, jums ir nepieciešamid Adobe Digital Editions (šī ir bezmaksas lietotne, kas īpaši izstrādāta e-grāmatām. Tā nav tas pats, kas Adobe Reader, kas, iespējams, jau ir jūsu datorā.)

    Jūs nevarat lasīt šo e-grāmatu, izmantojot Amazon Kindle.

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.

The Open Access version of this book, available at http://www.taylorfrancis.com, has been made available under a Creative Commons Attribution-Non Commercial-No Derivatives (CC BY-NC-ND) 4.0 license.
List of Figures
xii
List of Tables
xiv
1 Introduction
1(17)
1.1 Research assumption and approach
2(3)
1.2 Terminology and research, cognitive and practical objectives: adopted theses
5(3)
1.3 Monograph structure
8(2)
1.4 Original contribution of the monographs to science
10(1)
1.5 A few words to the Reader
11(1)
1.6 A brief for those overloaded with information
11(4)
Note
15(1)
References
15(3)
2 Employee and the way of performing the personnel function
18(3)
References
20(1)
3 Flexible human resource management: Choice or necessity?
21(11)
3.1 Organisational context shaping relations with employees: The role of strategic adaptation of the organisation to the environment
21(1)
3.2 The reistic concept of work inflexible human resource management
22(3)
3.3 Segmentation of workforce according to Ch. Handy: core and peripheral workers
25(2)
3.4 Selected approaches to the consequences of flexible human resource management: the views of neo-luddites and anti-luddites, and flexicurity
27(1)
Notes
28(1)
References
29(3)
4 New employer-employee relations: The transactional, instead of relational, psychological contract
32(15)
4.1 The concept and types of psychological contracts
32(3)
4.2 Main components of the psychological contract and changes occurring in them
35(6)
4.2.1 Job (in)security
35(3)
4.2.2 Vocational (un)training
38(1)
4.2.3 Employee (dis)loyalty
39(2)
4.3 Consistency of obligations and expectations within a psychological contract as a condition for the effective cooperation of the employer and the employee
41(2)
Notes
43(1)
References
43(4)
5 Expectations towards the employee: Adaptation, flexibility and mobility
47(7)
5.1 Approach to employee adaptation
47(1)
5.2 The concept and types of flexibility
48(1)
5.3 The concept and types of mobility
49(2)
References
51(3)
6 Professional development of an individual as an area where relationships with the employer are formed
54(13)
6.1 The traditional approach to professional development --- J. Holland, D. Super, E. Schein
54(2)
6.2 Modern approaches to professional development
56(2)
6.3 New forms of employee activity in the changing labour market
58(6)
6.3.1 Independent career orientations: precariat, proteanism and boundaryless career
58(3)
6.3.2 Typologies of careers and career orientations as an attempt Uxxtassify employees' behaviour
61(2)
6.3.3 Selected determinants of career orientation types
63(1)
References
64(3)
7 Employability, marketability and employability competences in the changing labour market
67(16)
7.1 Savickas's career construction model as a determinant of the employee's adaptation process
67(2)
7.2 Employability and marketability of the employee as solutions to job insecurity
69(3)
7.3 Emphyability competences and their significance for the employee in a transactional psychological contract
72(8)
7.3.1 Emphyability competences in Polish studies
74(2)
7.3.2 Selected theories of emphyability competences in foreign studies
76(4)
Notes
80(1)
References
80(3)
8 Employability Market Orientation as the employee's response to the rules of the changing labour market
83(20)
8.1 Employee as a micro-entrepreneur in the labour market
83(1)
8.2 Extrapolation of the marketing perspective to the employee level
84(1)
8.3 Emphyability Market Orientation: basic assumptions and structure
85(3)
8.4 Characteristics of respective competences of Employability Market Orientation
88(6)
8.4.1 Career exploration
88(2)
8.4.2 Vocational self-concept crystallisation
90(2)
8.4.3 Career planning
92(1)
8.4.4 Career strategy implementation
92(1)
8.4.5 Future time perspective
93(1)
8.5 Cognitive flexibility as a determinant of Employability Market Orientation
94(4)
8.6 Hypothetical model of adaptation to the changing labour market based on Employability Market Orientation from the perspective of a transactional psychological contract
98(2)
Notes
100(1)
References
100(3)
9 Selected determinants of Employability Market Orientation and its relationship with the criteria of adaptation to the changing labour market: Research report
103(68)
9.1 Methodological assumptions and a survey of sales staff and civil servants
103(9)
9.1.1 Research questions and schema
103(2)
9.1.2 Sales staff and civil servants as the surveyed groups
105(1)
9.1.3 Verified hypotheses
106(4)
9.1.4 Method of analysis and presentation of findings
110(2)
9.2 Diagnostic tools and indicators used in the research
112(12)
9.2.1 Cognitive flexibility: Dimensions of cognitive alternatives and cognitive control
112(2)
9.2.2 Job insecurity
114(3)
9.2.3 Employability
117(3)
9.2.4 Professional flexibility
120(1)
9.2.5 Boundaryless career
120(2)
9.2.6 Savickas's career adapt-abilities scale (CAAS)
122(2)
9.3 Employability Market Orientation operationalisation and evaluation of the reliability of the diagnostic questionnaire: Relationship with socio-demographic variables
124(10)
9.4 Psychological contract, cognitive alternatives and cognitive control versus Employability Market Orientation
134(8)
9.5 Relationship of Employability Market Orientation with job insecurity and employability
142(6)
9.6 Employability Market Orientation as an alternative to Professional Flexibility and Boundaryless Career
148(4)
9.7 Verification of the EMO-based path model of adaptation to the changing labour market: Comparison with the predictivity of Savickas's Career Adapt-Abilities Scale
152(5)
9.8 Profile of an employee with Employability Market Orientation
157(2)
9.9 Discussion of results
159(5)
9.10 Sources of limitations to the inference based on the presented research schema: Future research suggestions
164(3)
Notes
167(1)
References
168(3)
10 Managing employees with Employability Market Orientation: A challenge for human resource management
171(9)
10.1 What starts with laughter...?
171(1)
10.2 Loss of the exclusivity privilege
172(1)
10.3 Employability: ignore or accept...
173(1)
10.4 Rules of employability in the personnel policy
173(1)
10.5 The business basket of competences of an organisation and temporality of the relation with the employee
174(1)
10.6 Creating employer image: employer branding
175(2)
10.7 Investing in an employee for the current, but also a future, employer 176 i
10.8 A new culture of management...?
177(1)
Notes
178(1)
References
178(2)
11 What about the employee? A slightly subjective conclusion
180(2)
Note
181(1)
References
181(1)
12 Glossary of diagnosed variables
182(3)
13 Statistical annex
185(20)
13.1 Descriptive statistics of the diagnosed variables
185(2)
13.2 Significance of differences between mean values of the diagnosed variables
187(1)
13.3 Correlations among the studied variables
188(3)
13.4 Distributions of results for the respective Employability Market Orientation scales
191(3)
13.5 Factor analysis of Employability Market Orientation
194(1)
13.6 Coding of selected variables
195(1)
13.7 Data from the linear regression analysis of socio-demographic variables and Employability Market Orientation
195(1)
13.8 Data from linear regressions verifying the respective hypotheses
196(9)
Index 205
Anna Pawowska 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.
Biežāk uzdotie jautājumi par e-grāmatām Biežāk uzdotie jautājumi par e-grāmatām
Permanent link: https://www.kriso.lv/db/97810008185506e.html
Keywords: