Purpose: The main purpose of this article is to present the stereotypes which-to the authors' mind-are the most common on the Polish labour market and their relation to employability. Methodology/approach: The basic methodological approach profited from in this article is descriptive and has been on literature. Findings: The article can serve as inspiration to break down stereotypes regardless of the geographical location of the organization. It can also contribute to growth and the change of the perception of own employability. Implications/limitations: The paper aims to show how stereotypes at work can affect employability. But it would be advisable to perform profound empirical studies, revealing the relationships between an individual's employability and stereotypes in the workplace. On the other hand, however, this issue would be an extremely challenging research process due to the ambiguity of stereotype category in a theoretical view. Originality/value: The article includes recommendations for practical application drawn from theoretical reflections, which can be an inspiration to break stereotypes and contribute to the increase and alteration of perceived employability.

The generation that operates in the labor market nowadays is the subject of scientific inquiry for some time. This is the generation Y. Undoubtedly, their functioning was influenced by a number of changes that shaped their values and attitudes towards work and determined their system of needs and aspirations. These include mainly changes related to socio-economic transitions, the sphere of employment and the changes arising from the nature and essence of work and the paradigm shift regarding norms and values. The generation Y is most often considered through the prism of homogeneous characteristics, without including the socio-cultural context. Taking this into account, the paper focuses on the generation Y that comes from Poland and it attempts to answer the question of actions that should be taken in the area of selection, motivation and promotion of people representing this generation. In view of the above aim, firstly, the most important symptomatic changes affecting this generation were identified, then an overview of Polish research on expectations of Gen Y of work was presented and, finally, conclusions relevant for the management of these individuals were formulated.

Skutki kryzysu finansowego z 2008 roku sprawiły, że wiele krajów – także tych z obszaru Unii Europejskiej – boryka się z  niekorzystnymi trendami na rynkach pracy. Jego asymetria sprawia, że coraz więcej osób jest bezrobotnych zwłaszcza w  przedziale poniżej 25 roku życia. Są to osoby przede wszystkim bardzo dobrze wykształcone, posiadające wysokie umiejętności i kwalifikacje. W związku z tą sytuacją wiele młodych osób podejmuje decyzję o zmianie miejsca zamieszkania bądź zawodu w celu lepszego dopasowania się do rynku pracy. Celem artykułu jest identyfikacja stopnia akceptacji skłonności młodych osób do mobilności zawodowej i przestrzennej. Dokonano również porównania wybranych czynników zawodowych w ich przyszłej pracy na przykładzie dwóch krajów: Polski i Portugalii.

Objective: The purpose of the article is to identify and describe the main constructs of a boundaryless career -psychological mobility, a boundaryless mindset, and organisational mobility. In its empirical layer, the aim is to determine the relationship between these constructs and to determine whether they depend on such independent variables as gender and age. Research Design & Methods:The article presents the results of quantitative research, which was conducted among 259 employees by means of a questionnaire. Findings: The respondents are characterised by a well-developed boundaryless mindset and a low level of organisational mobility. Women and men exhibited equal levels for both constructs, while for particular age categories the levels vary. The vast majority of respondents do not wish to pursue careers in only one organisation. Implications / Recommendations: Contemporary employees are characterised by openness and readiness to change, are eager to learn new things, have high expectations regarding their own employability, and are looking for development paths outside their current workplace. Contribution: The research provides important guidance for organisations in the context of employees' behaviour in the labour market.

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