The aim of the paper is to present the causes and manifestations of the changed conditions of work for employees since the 1990s with a particular focus on the situation…
The aim of the paper is to present the causes and manifestations of the changed conditions of work for employees since the 1990s with a particular focus on the situation in Germany. These changes are characterized by a higher demand for expertise and a lower protection against life risks for employees. The paper seeks to address some of the issues surrounding this.
The desire to realize an individual concept of personal identity in work life is argued to be the main driving force of individual career development. It is set in relation to new normative guiding principles of employment (protean career model, boundaryless career model, employability construct).
Empirical studies support the importance of an individual work identity concept for individual career development. The political and, more importantly, the economic situation in Germany, Europe and other parts of the world has dramatically changed since 1989. The prospective demographic changes in Germany until 2050 and their effects on the job market are also considered.
The paper describes the underlying causes for the changes in the conditions of employment and how these are manifested in the conditions of work, and it also presents empirical findings about the individual coping with career changes.
The purpose of this paper is to examine the association between networking ability, autonomy and work performance.
The data, collected from a sample of 510 employees in a professional service firm, were analysed using regression analysis.
First, networking ability and autonomy are positively associated with in-role and extra-role performance. Second, the greater the job autonomy, the stronger the effect of networking ability on in-role performance.
This paper adds to the growing body of literature on demand for social and interpersonal skills in organisations. The authors combine the literature on work design with the literature on networking ability and complexity in employment relations. The authors’ findings show the importance of networking ability and autonomy for work performance, as well as pointing to factors such as age and work experience.