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

This Many theoreticians and practitioners areinspired by the current situation on the labour market and, inparticular, flexibility of employment as an a-typical form toanalyse broadly understood theme of flexibility. Requirements ofthis non-traditional form of making a living make an employeeacquire a permanent capacity to adjust to multifaceted changesof irregular frequency. This relatively permanent tendency maybe the result of a longer exercise, be formed due to regularlyrepeating operations or be intrinsic capacity manifested in ameta-ability responsible for optimal for an individual use ofpsycho-social domains due to a situational context (which is acognitive, emotional and behavioural potential).In the first case, we are dealing with a cognitive habitperforming an economic function, liberating the mind fromcontrolling operations resulting from cognitive schemes that canbe automated. However, excessive leaning toward habits leads toimpoverishment of cognitive processes, automation of performedactions, mental laziness and emotional depletion. This effect isshown in a later section describing the area of flexibility qualifiedas pathological (cf. Dobrowolska, 2011, 2012, 2014).The article presents the results of research on a sample of n=2118flexible employees, using a tool devised by the author of the paper- Personal Flexibility Auto-perception Tool