Personal flexibility as a key component of competence of employees in non-traditional forms of employment

Abstract

This Many theoreticians and practitioners are
inspired by the current situation on the labour market and, in
particular, flexibility of employment as an a-typical form to
analyse broadly understood theme of flexibility. Requirements of
this non-traditional form of making a living make an employee
acquire a permanent capacity to adjust to multifaceted changes
of irregular frequency. This relatively permanent tendency may
be the result of a longer exercise, be formed due to regularly
repeating operations or be intrinsic capacity manifested in a
meta-ability responsible for optimal for an individual use of
psycho-social domains due to a situational context (which is a
cognitive, emotional and behavioural potential).
In the first case, we are dealing with a cognitive habit
performing an economic function, liberating the mind from
controlling operations resulting from cognitive schemes that can
be automated. However, excessive leaning toward habits leads to
impoverishment of cognitive processes, automation of performed
actions, mental laziness and emotional depletion. This effect is
shown in a later section describing the area of flexibility qualified
as pathological (cf. Dobrowolska, 2011, 2012, 2014).
The article presents the results of research on a sample of n=2118
flexible employees, using a tool devised by the author of the paper
- Personal Flexibility Auto-perception Tool.