Following this pattern of thought, the previous classifications are based on the distinction between twotypes of flexibility: one that is centered on internal organizational flexibility, which emphasizes the use ofhuman capital, and another that refers to the numerical arrangement of the workforce, which focuses onthe recruitment and exit mechanisms available on the labor market. In this research, we shall adhere tothe designation proposed by Roca-Puig et al. (2008). (Figure 1). This group of authors proposed that theconcept of labor flexibility encompassed a variety of different types of human resource managementpolicies and practices, which could be divided into two categories: internal or functional flexibility andexternal or numerical flexibility. As previously stated, these authors proposed that the concept of laborflexibility encompassed various types of policies and practices of human resource management, which
