ABSTRACT
This chapter concludes this book volume by providing a synopsis of the key contributions and recommendations for managing human resources in the new normal context through the research and practices highlighted in each chapter. This chapter sets a future research agenda for managing human resources in the new normal. © The Editor(s) (if applicable) and The Author(s), under exclusive license to Springer Nature Switzerland AG 2022.
ABSTRACT
The coronavirus disease-19 (COVID-19) pandemic has disrupted global economies and organisations, and human resources (HR) has been at the very heart of it and has had to deal with the disruption. Organisations and employees were forced to adapt to the new normal in order to survive. Since organisations are now on the road to recovery, the role of HR has become even more important. The turmoil of the modern career space requires human resource strategies that assist employees in successfully managing their career status and be more agile, embedded and adaptable in their work environment. This chapter explores the construct of career adaptability as a predictor of employees' career agility and career embeddedness. Adaptability ensures alignment with a volatile new world of work that has to contend with rapid technological and organisational changes and pandemics. This chapter reports on research showing that career adaptability predicts employees' career agility and career embeddedness. It also explores the relationship between career agility, career embeddedness and career adaptability. Finally, this chapter recommends interventions for the cultivation of career adaptability attributes to enhance individuals' agility and embeddedness in the new world of work. Based on theoretical relationships, human resource practitioners, industrial and organisational psychologists and career psychologists can identify and develop interventions and strategies to enhance employees' career adaptability and, as a result, their career agility and career embeddedness. © The Editor(s) (if applicable) and The Author(s), under exclusive license to Springer Nature Switzerland AG 2022.
ABSTRACT
As a result of the Covid-19 pandemic, new ways of working emerged, such as fully remote to hybrid work. As the restrictions with regards to the spatial dimension of work become less rigid, the temporal dimension surfaces as one of the more important aspects of work. In this study, we draw from the Negative Theology of Time to present a more nuanced understanding of how Information and Communication Technologies (ICTs) influence temporal experiences and how these shape work itself. We do this by leveraging the metaphor genre, linking our observations to existing literature, and discussing chronopathic experiences, chronotelic behaviours and uses of ICTs.
ABSTRACT
Orientation: Regulations for the industrial psychology profession state that short-term counselling may be provided to employees in the workplace. It is therefore necessary to be equipped with the required skills to assist employees especially to cope in the changing world of work. Research purpose: The general objective of this research study was to explore the role of industrial psychologists as workplace counsellors in the changing world of work. Motivation for the study: In light of recent changes in the world due to coronavirus disease 2019 (COVID-19), there seems to be a strong motivation to explore the importance of workplace counselling with regard to the changing nature of work. Research approach/design and method: A qualitative descriptive research strategy was utilised, with homogeneous sampling of 22 industrial psychology practitioners ( n = 22). Main findings: The results showed that workplace counselling as an intervention provides the support employees need to adapt to changes in the workplace. Technological advances have a major impact on the manner in which people work, and therefore employees need the support to cope with these changes. Counselling from an industrial psychology practitioner could provide this type of support. Practical/managerial implications: Industrial psychology practitioners in the role of counsellors in an organisation play a major part in helping employees with accepting and coping with the changes and challenges presented by the implications of the Fourth Industrial Revolution (4IR). Contribution/value-add: This study could contribute by providing organisations with valuable feedback on how to address challenges presented by the changing nature of work, specifically the importance of the role of workplace counselling provided by industrial psychology practitioners.