ABSTRACT
Chapter 8 is entirely devoted to the construction of the Employability Market Orientation as a set of meta-competences allowing the employee to adapt to the terms of a transactional psychological contract, as well as to the effect of flexible management and lifelong loss of employment with one employer.
First, a modern employee is described as a micro-entrepreneur in the labour market, known as an employee, by extrapolating the marketing perspective according to P. Kotler. The next section presents the assumptions and construction of the Employability Market Orientation and shows the advantage over other existing concepts. The five individual meta-competences that make up the model of specific meta-competences were discussed and defined: Career Exploration, Future Time Perspective, Vocational Self-Concept Crystallisation, Career Planning and Career Strategy Implementation (CSI).
In the following, cognitive flexibility is presented as an important determinant of the possibility of disclosure by an Employability Market Orientation employee. By pointing to the different approaches and its expected significance, the focus was on J.P. Dennis and J.S. Vander Wal, which includes alternativeness and control. Verifying this assumption is important due to the estimation of the Employability Market Orientation development potential of individual employees.
This chapter ends with a description of the hypothetical model of an employee’s adaptation to the rules of the transactional psychological contract and the changing labour market, which was verified in the own research process described later. It consists of Employability Market Orientation, cognitive flexibility, employability, marketability and a sense of job insecurity.
