This study is focused on the assumption that the analyses focused on sustainable human resource management (HRM) should include the problem of unstable forms of employment. Reference was also made to Poland, the country where the share of unstable forms of employment is the highest in the European Union. The authors based their findings on the literature and the data published, i.e., by Eurostat, OECD and Statistics Poland, accompanied by CSR reports. Insecure forms of employment have negative impact on employees’ health, primarily regarding their mental health. Statistically significant correlations were found between the expectation rate of possible job loss and non-standard employment variables, and the rate of reporting exposure to risk factors that affect mental wellbeing and precarious employment rates. However, conducting statistical analyses at the macro level is associated with limitations resulting from leaving out many important factors characteristic of the given countries and affecting the presented data. Current guidelines, relevant to reporting the use of non-standard forms of employment by enterprises, are inconsistent. Companies voluntarily demonstrate the scope of using non-permanent forms of employment and not referring to the issue of employees’ choice of a given type of employment and employees’ health. Future research projects should be focused on developing a comprehensive, coherent and universal tool allowing for an assessment of the implementation level of sustainable HRM ideas in an organization, including standardized reporting of non-permanent employment and employees’ health, and making comparisons not only between organizations, but also between countries.

The purpose of the study is to analyze the correlations between two clearly defined forms of non-standard employment (self-employment and mandate contract) and workers’ health. The study also addressed such variables as gender, age, length of service, and the reason for employment (voluntary vs. non-voluntary). The research was carried out in Poland in 2020 using the CATI method (a telephone interviewing technique), and it covered a sample of 200 workers (100 self-employed and 100 working under a mandate contract). Most of the respondents declared that their form of employment did not affect their health. However, the statistical analysis showed significant differences in health status between the self-employed and those working on a mandate contract. Self-employed respondents experienced mental health impacts more often, whereas those working under a mandate contract more frequently declared that their physical health was affected. The length of service was only important for mental health, having a negative impact on it. The respondents’ age and gender turned out to be statistically insignificant, which is in contradiction to many previous research findings. The inability to choose one’s form of employment resulted in worse physical health. These findings demonstrate the importance of certain variables that were not prioritized in previous studies and emphasize the need to clearly define what non-standard and precarious forms of employment are, as well as revealing new correlations between the studied categories and providing directions for further research.

Celem artykułu jest przedstawienie sylwetki jednego z mistrzów zarządzania w Polsce, Profesora Bera Hausa i jego podopiecznych / kontynuatorów oraz wrocławskiej empirycznej szkoły zarządzania, której Profesor jest twórcą. W warstwie teoretycznej wykorzystano narracyjny przegląd literatury, a w warstwie empirycznej zastosowano metodę biograficzną, badania zza biurka oraz badania terenowe (indywidualne wywiady z osobami - w przypadku wątpliwości płynących z analizy danych wtórnych). Konsekwentnie, w ramach opracowania syntetycznie przedstawiono zawodową biografię Profesora Bera Hausa, wskazano główne charakterystyki empirycznej szkoły zarządzania na tle szkół zarządzania, a także zaprezentowano kontynuatorów (łącznie 176) wrocławskiej empirycznej szkoły zarządzania zainicjowanej przez Profesora Bera Hausa - począwszy od bezpośrednich podopiecznych poprzez wypromowanych przez nich doktorów / doktorów habilitowanych i skończywszy na liczbie wypromowanych doktorów przez tych ostatnich.