Retention Versus Employment Flexibility (Strategic and Culturally Determinants)

• Authors: Małgorzata Król
• Languages of publication: EN

Abstracts

EN

This article presents the problems of employment retention and flexibility. Organizations are mainly focused on employees who have high and rare competences. Retention is typical for this group of workers so they get contracts for an unspecified time (typical form of employment). On the contrary flexibility is typical for workers with low and easy available competences. Hence, they usually get limited time contracts. The models of employment can be also matched with the retention and flexibility. Permanent job and retention of workers are typical for traditional model of employment. In flexible model there are three different groups of employees, i.e.: stable workers, peripheries workers and outside collaborators. Peripheries workers and outside collaborators constitute the flexible / inconstant part of employment in the organization. This paper also shows that organizational culture and personnel strategy have an impact on employment retention and flexibility. We can find kinds of organizational culture and personnel strategy which either support or not retention or flexibility.

• Publisher: Szkoła Główna Handlowa w Warszawie
• Journal: Edukacja Ekonomistów i Menedżerów
• Year: 2012
• Volume: 23
• Issue: 1
• Pages: 24-43

Dates

published

2012-03-31

Contributors

author

Małgorzata Król

Identifiers

DOI

10.5604/01.3001.0009.5768