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With job insecurity and precarious employment at an all-time high,
and burnout labelled as the new worker pandemic, this incisive book
sets out to initiate debate and fuel learning in the continually
evolving field of work psychology. Bringing together a diverse
group of international experts, the editors pose critical questions
that look to the future of research in the field.
Employability is attracting growing attention from researchers and
practitioners alike given the contemporary employment landscape -
one characterized by technological changes, ageing populations, and
competitive organizational environments. This interest is in part
motivated by the realisation that employability implies a win-win
situation as employable workers have stocks of knowledge, skills,
and abilities, and they are flexible and open to change. However,
the role of the employer and specifically their investments in
Human Resource Management policies and practices are largely absent
in the current employability discourse. Employability is usually
regarded as an individual asset in which employees carry almost all
responsibility for employability maintenance and development.
Remarkably little has been done to remedy the neglect of the
employer perspective and advance knowledge and practice. This book
brings together contributions from an international team of
renowned management scholars who explore how Human Resource
Management investments affect workers' employability. Drawing on
empirical evidence from all over the world, this book informs
researchers, practitioners, and students in the fields of business
and management, especially those with a particular interest in HRM
and organizational behaviour. The chapters in this book were
originally published as a special issue of The International
Journal of Human Resource Management.
Temporary employment contracts are now commonplace in business.
However the move towards such employment structures has a
significant, and hitherto little understood impact on 'the
psychological contract' between employee and organizations. This
book is amongst the first to tackle this problem. With detailed
research findings from seven countries: Belgium, Germany, the
Netherlands, Spain, Sweden, the UK and (for a non-European
perspective) Israel, it presents an integrated model of the effects
of temporary work. The model incorporates key recent trends,
including the expansion of non-permanent employment as a persistent
form of employment flexibility, the increasing importance of the
psychological contract, and the diversity of the European labour
market as a result of state legislation. By presenting the results
of an overview of the research literature on this contemporary
labour market trend this book is of real value to researchers,
practitioners and policy makers.
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