Note conclusive

Di certo, come a lungo analizzato, l’employability ricopre un ruolo molto importante nell ‘analisi delle nuove competenze dei lavoratori. Il modello è ricco di dati imprescindibili in un contesto flessibile, tuttavia un’osservazione di fondi e in via conclusiva è d’obbligo.

Le variabili comprese nel DME sono tutte da leggere in un’ottica di sacrificio per il lavoratore e mai costituiscono uno slancio dell’azienda con interventi di tutela e supporto nei suoi confronti.

Elementi come la proattività ad esempio devono esser stimolati dall’azienda con la messa in atto di comportamenti che stimolino le motivazioni individuali.

Le variabili contenute nel DME quindi, sono in gran parte da inquadrare in un’ottica pro aziendale e in nessun caso mostrano uno slancio all’azione da parte della’azienda nei confronti del lavoratore.

I risultati empirici sull’employability lasciano comunque ben sperare, soprattutto in vista di formulazioni future sul tema che sappiano implementare quei limiti che si riscontrano oggi.


Ashforth, B. E., & Fugate, M. (2001). Role transitions and the life-span. In B. E. Ashforth, Role
                   transitions in organizational life: An identity-based perspective (pp. 225–257).
                   Mahwah, NJ: Erlbaum.
Adler, P. S., & Kwon, S. (2002). Social capital: Prospects for a new concept. Academy of                                      
                   Management Review, 27, 17–40.
Anderson, C. (2001). Survey: The young know the future. The Economist, 357(8202), 6–10.
                   Ashford, S. J., & Taylor, M. S. (1990). Adaptation to work transitions: An integrative
                   approach. In G. R. Ferris & K. M. Rowland (Eds.), Research in personnel and human  
                   resources management (Vol. 8, pp. 1–39). Greenwich, CT: JAI Press.
Ashford, S. J., & Taylor, M. S. (1990). Adaptation to work transitions: An integrative approach. In
                    G. R.
Barrick, M. R., & Mount, M. K. (1991). The big five personality dimensions and job performance:
                   A meta-analysis. Personnel Psychology, 44, 1–26.
Bateman, T. S., & Crant, J. M. (1993). The proactive component of organizational behavior. Journal
                   of Organizational Behavior, 14, 103–118.
Becker, G. S. (1975). Human capital: A theoretical and empirical analysis, with special reference to
                   education (2nd ed.). New York: Columbia University Press. RtTa
Breese, J. R., & O Toole, R. (1995). Role exit theory: Applications to adult women college
                   students. Career Development Quarterly, 44, 12–25.6Befc
Bretz, R. D., & Judge, T. A. (1994). Person-organization fit and the Theory of Work Adjustment:
                   Implications for satisfaction, tenure, and career success. Journal of Vocational Behaviour,
Bricuit, J. C., & Bentley, K. J. (2000). Disability status and perceptions of employability by
                  employers. Social Work Research, 24, 87–99.
Brockner, J., & Chen, Y. (1996). The moderating roles of self-esteem and self-construal in reaction
                  to a threat to the self: Evidence from the People’s Republic of China and the United
                  States. Journal of Personality and Social Psychology, 71, 603–615.
Burt, R. S. (1997a). The contingent value of social capital. Administrative Science Quarterly, 42,
Burt, R. S. (1997b). A note on social capital and network content. Social Networks, 19, 355–373.
Carver, C. S., & Scheier, M. F. (1994). Situational coping and coping dispositions in a stressful
                  transaction. Journal of Personality and Social Psychology, 66, 184–195.
Connelly, C.E. and Gallagher, D.G. (2006). Independent and dependent contracting: meaning and
                  implications. Human Resource Management Review, 16, 95–106.
Chan, D. (2000). Understanding adaptation to changes in the work environment: Integrating
                  Individual difference and learning perspectives. In G. R. Ferris (Ed.), Research in
                  personnel and human resources management (Vol. 18, pp. 1–42). Stamford, CT:
                 JAI Press.
Crant, J. M. (1995). The proactive personality scale and objective job performance among real
                 estate agents. Journal of Applied Psychology, 80, 532–537.
Crant, J. M. (2000). Proactive behaviour in organizations. Journal of Management, 26, 435–462.
                 conclusions. In De Cuyper, N., Isaksson, K. and De Witte, H. (eds), Employment
                 Contracts and Well-Being Among European Workers. Aldershot: Ashgate, pp. 225–244.
Digman, J. M. (1990). Personality structure: Emergence of the five-factor model. Annual review of
                 psychology (Vol. 41, pp. 417–440). Stanford, CA: Annual Reviews.
Finn, D. (2000). From full employment to employability: A new deal for Britain’s unemployed?
                 International Journal of Manpower, 21(5), 384–399.
Forbes, J. B., & Piercy, J. E. (1991). Corporate mobility and paths to the top: Studies for human
                 resource and management development specialists. New York: Quorum.
Fugate, M., Kinicki, A. J., & Ashforth, B. E. (2004). Employability: A psycho-social construct, its
                 dimensions, and applications. Journal of Vocational Behavior, 65(1), 14.
Frese, M., & Fay, D. (2001). Personal initiative: An active performance concept for work in the 21st
                 century. In B. M. Staw & R. I. Sutton (Eds.), Research in organizational behavior (Vol.
                 23, pp. 133–187). Amsderdam: Elsevier.
Fugate, M., Kinicki, A. J., & Scheck, C. L. (2002). Coping with an organizational merger over four
                 stages. Personnel Psychology, 55, 905–928.
Gould, S. (1979). Characteristics of career planners in upwardly mobile occupations. Academy of
                 Management Journal, 22, 539–550.
Hall, D. T. (2002). Careers in and out of organizations. Thousand Oaks, CA: Sage.
Judge, T. A., Erez, A., & Bono, J. A. (1998). The power of being positive: The relation between
                 positive self-concept and job performance. Human Performance, 11, 167–187.
Kanfer, R., & Heggestad, E. D. (1997). Motivation skills and traits: A person-centered approach to
                 work motivation. Research in Organizational Behaviour, 19, 1–56.
Klandermans B.(1999). Job Insecurity: Introduction, european journal of work and organizational
                 psychology, 1999, 8 (2), 145–153
Kluytmans F, Ott M. (1999) Management of Employability in The Netherlands,
                 European Journal of Work and Organizational Psychology, 1999, 8 (2), 261–272
Kossek, E. E., Huber, M. S. Q., & Lemer, J. V. (2003). Sustaining work force inclusion and well
                being of mothers on public assistance: Individual deficit and social ecology perspectives.
                Journal of Vocational Behavior, 62, 155–175.
La Rosa (2002). Sociologia del Lavoro. Il Mulino. Bologna
London, M., & Smither, J. W. (1999). Career-related continuous learning: Defining the construct
               And mapping the process. In G. R. Ferris (Ed.), Research in human resources management
               (Vol.17, pp. 81–121). Stamford, CT: JAI Press.
Gaspersz, J.B.R., & Ott, E.M. (1996). Management van employability. Assen, The Netherlands:
               Van Gorcum/Stichting Management Studies (SMS).
Hall, D. T., & Mirvis, P. H. (1995). The new career contract: Developing the whole person at
               midlife and beyond. Journal of Vocational Behavior, 47, 269–289.
Judge, T. A., Thoresen, C. J., Pucik, V., & Welbourne, T. M. (1999). Managerial coping with
               organizational change: A dispositional perspective. Journal of Applied Psychology, 84,
McArdle S, Waters L.,Briscoe J., Douglas T. (2007). Employability during unemployment:
               Adaptability, career identity and human and social capital Journal of Vocational Behavior
               71 (2007) 247–264
Kanter, R. (1989). The new managerial work. Harvard Business Review, November/
               December, 85–92. Morrison, E. W., & Phelps, C. C. (1999). Taking charge at work:
               Extra-role efforts to initiate workplace change. Academy of Management Journal, 42,
Ott, M. , Management of Employability in The Netherlands.European Journal of Work and
               Organizational Psychology, 1999, 8 (2), 261–272
Portes, A. (1998). Social capital: Its origins and applications in modern sociology. In J. Hagan & K.
               S.Cook (Eds.), Annual Review of Sociology (Vol. 24, pp. 1–24). Palo Alto, CA: Annual
               Reviews Inc.
Peterson, C. (2000). The future of optimism. American Psychologist, 55, 44–55.
Rotter, J. B., 1966. Generalized expectancies for internal versus external control of reinforcement.
               Psychological Monographs 80 (Whole No. 609). Saks, A. M., & Ashforth, B. E. (1996).
               Proactive socialization and behavioral self-management. Journal of Vocational Behavior,
               48, 301–323.
Sarchielli G. (2003) Psicologia del Lavoro. Il Mulino. Bologna
Spector, P. E. (1988). Development of the work locus of control scale. Journal of Occupational
               Psychology, 61, 335–340.
Saks, A. M., & Ashforth, B. E. (1997). Organizational socialization: Making sense of the past and
               present as a prologue for the future. Journal of Vocational Behavior, 51, 234–279.
Seibert, S. E., Crant, J. M., & Kraimer, M. L. (1999). Proactive personality and career success.
               Journal of Applied Psychology, 84, 416–427.
Seibert, S. E., & Kraimer, M. L. (2001). The five-factor model of personality and career success.
               Journal of Vocational Behaviour, 58, 1–21.
Seibert, S. E., Kraimer, M. L., & Crant, J. M. (2001). What do proactive people do? A longitudinal
               model linking proactive personality and career success. Personnel Psychology, 54, 845
Stokes, S. L. (1996). Managing your I.S. career: Coping with change at the top. Information
               Systems Management, 13(1), 76–78.
Tharenou, P. (1997). Explanations of managerial career advancement. Australian Psychologist, 32,
Thoresen, C. J., Bradley, J. C., Bliese, P. D., & Thoresen, J. D. (2004). The big five personality
               traits and individual job performance growth trajectories in maintenance and transitional
               job stages. Journal of Applied Psychology, 89, 835–853.
Wanberg, C. R., & Kammeyer-Mueller, J. D. (2000). Predictors and outcomes of proactivity in the
               socialization process. Journal of Applied Psychology, 85, 373–385.
Wanberg, C. R., Watt, J. D., & Rumsey, D. J. (1996). Individuals without jobs: An empirical study
               of jobseeking behavior and reemployment. Journal of Applied Psychology, 81, 76–87.
Lavoro flessibile e job insecurity: l’incertezza lavorativa avanza alla luce di un fenomeno eterogeneo - © Dr. Pierluigi Lido

Se ti è piaciuto questo articolo condividilo con i tuoi amici e clicca su "Condividi".




Ti mettiamo in contatto con consulenti e psicologi del lavoro per aiutarti ad affrontare, gestire e superare le criticità. Clicca QUI

Case History

Articoli su alcuni degli interventi da noi effettuati in aziende e che hanno portato risultati significativi.
- Relazione tra reparti
- Selezione e Inserimento
- Relazioni interne
- Riorganizzazione



Nella tua attività ci sono problemi di:

- relazione
- benessere organizzativo
- clima aziendale
valutazione delle risorse umane
valutazione del potenziale
- performance aziendali

Psicologiadellavoro ti può aiutare.

Scrivi a



Eventi Formativi

La Comunicazione Non Verbale

E' online il corso
in e-learning



La PNL nella pratica clinica e nel mondo del Lavoro
Chiedi informazioni a:

Guarda anche qui


E' uscita la Newsletter di Settembre 2017

La vuoi ricevere ?

REGISTRATI, è gratis!


Login utente
Traduci la pagina