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Do we reinvent ourselves actually?

机译：我们实际上会重塑自己吗？

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Purpose - Examining the way that individuals adapt to job change is one of the central aims of thisrnpaper.rnDesign/methodology/approach - The factors and processes relating to job loss and outplacementrnamong managers in the UK are examined and compared through identifying trends and cross-sectionalrndifferences in managerial job losses among different industries, companies and individuals. This isrnundertaken by means of a questionnaire followed up by face-to-face interviews or telephone interviewsrnusing a semi-structured questionnaire with analysis.rnFindings - The evidence demonstrates that individuals generally are extremely conservative and tendrnto stick to what they know rather than take the risk of the unknown or untried. What is perhaps morernsignificant, is that 47 per cent of those that obtained work in the same field were in the age group 40-49rnwhereas only 31 per cent of the 50-59 age group were employed in the same field.rnPractical implications - More generally, the research underpinning this paper provides insights intornthe demographics of managerial job loss. It analyses the redundancy process over time;rndistinguishes between the transition from secure to insecure employment and from insecure tornequally insecure employment and ascertains trends over a five-year period; examines the extent tornwhich managers lose the ability to plan and control their lives and attempts to link this to theirrnindividual predisposition and finally determines how managers are likely to respond or operate in arnnew employment environment.rnOriginality/value - The research makes use of totally new and original material drawn from thernexperience of people change careers with outplacement support from two of the leading outplacementrncompanies in the UK.
机译：目的-研究个人适应工作变化的方式是本文的主要目标。设计/方法/方法-通过识别趋势和交叉因素，研究和比较了与英国管理人员失业和安置相关的因素和过程。不同行业，公司和个人之间管理工作损失的部门差异。这是通过问卷调查法进行的，随后是面对面访谈或电话访谈法，然后是使用带有分析的半结构化问卷调查法。rn调查结果-证据表明，个人通常非常保守，倾向于坚持自己所知道的而不是冒险未知或未尝试的。可能更重要的是，在同一领域工作的人中有47％在40-49岁年龄段，而在50-59岁年龄组中只有31％在同一领域工作。 ，本文的基础研究提供了有关管理人员失业的人口统计数据的见解。它分析了一段时间内的裁员过程；区分了从有保障的就业向无保障的就业过渡与从无保障的就业向无保障的就业过渡，并确定了五年期间的趋势；检查经理失去计划和控制生活的能力的程度，并尝试将其与他们的个人倾向联系起来，并最终确定经理在新的就业环境中如何应对或运作。原始性/价值-研究使用了全新的知识和价值来自人的经验的原始材料在英国两家领先的职业介绍所的职业介绍支持下改变了职业。

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