Career Strategies in the Context of Personal and Professional Development of Management Personnel

The article deals with the issues of personal and professional development of the management personnel reserve. The authors focus on the problems of staffing the public administration system, primarily the public civil service, emphasize that one of the key issues that directly affect the quality of public administration and the effectiveness of the public civil service is the personal and professional development of management personnel, effective leadership. Based on the analysis of the results of sociological research and statistical data, key problem areas in staffing and the implementation of personnel policy in the civil service, the possibility of implementing personnel strategies are determined. Noting the role of the managerial personnel reserve, the directions for improving the work with the personnel reserve in the context of a personality-oriented approach are substantiated, trends in changes in career expectations and the possibility of taking them into account in the formation of developmental activities are noted.

Typology of career trajectories and motivation of their choice by teachers of higher education institutions

This research article presents a typology of career trajectories for higher educational institutions’ teachers and examines their motives of a potential change in a career trajectory, their willingness to move to work in another university or leave the academic field. The motives for choosing a career path are systematized and ranked. There was carried out an empirical research using the method of semi-structured interviews with 108 professors and managerial staff representatives of Russian universities. The informants were selected according to gender, age, industry characteristics, their working experience in higher education and positions held.The results of the study identified three categories of workers: loyal to their organization (not meaning to change their working place and sphere of interests); dedicated to the profession (admitting a transfer to another university, but not planning to leave the academic field); and change-oriented (considering the possibility of choosing another job – outside the academic sector). The empirical research has shown that teachers with extensive work experience are most willing to change their current jobs.The originality of the study lies in developing a typology of career trajectories for teachers and in clarifying key motivations within the subgroups included in the typology presented, as well as in using a qualitative method for studying career trajectories in relation to scientific and pedagogical workers. A qualitative analysis of career strategies made it possible to analytically assess the informants’ opinions.The article is of interest to the higher education researchers involved in the process of personnel management and in training scientific and pedagogical workers. It will also be useful for heads of HR departments and for HEI vice-rectors dealing with personnel issues.

Provincial Youth Career Strategies

Based on the materials of empirical sociological research, the article reflects dispositions, factorial models of choice, life strategies in the field of career aspirations of provincial Russian youth. The author’s typology of career orientations of young people is given, which showed the importance of career aspirations in the ranks of value dispositions. The main life choices of young respondents in the field of career decisions are outlined, the importance of the career ladder in labor strategy for a fourth of the respondents is emphasized. The problems in the field of support for career choices in the implementation of state youth policy, discrimination of young people in work, as well as the risks of migration behavior of young people associated with unfulfilled expectations and requests for career strategies are identified. The authors highlight the contradiction associated with the transformation of the views and attitudes of modern young people to assessing the success of career strategies, based on the risk map of Russian youth.

Female Court Artists: Women’s Career Strategies in the Courts of the Early Modern Period

Based on a survey of the careers of forty-three female artists who worked at European courts c. 1500–1800, Christina Strunck argues that female court artists’ roles, obligations, and career strategies differed significantly from those of their male colleagues. Women artists at court were often regarded as mirabilia (marvels) – a notion many actively encouraged by cultivating unusual artistic techniques. Nevertheless, the reduced range of artistic activities permitted women at court reflected the general hierarchy of the sexes there. Thus, the courts perpetuated a situation in which only men could achieve the status of ‘genius’ while, it is suggested, commissions from the middle class ultimately helped ambitious female painters gain greater autonomy.

Work and Life Balance of the Change Generation: Results of The V St Petersburg International Youth Labour Forum

On the 21st of April 2021 in Saint Petersburg there was an anniversary International Youth Labour Forum, which once again united young people, representatives of business, education and government officials to discuss the situation on the labour market and offer solutions for the career development of Generation Z. At the scientific Conference “Life and Labor balance of Generation Z” held within the framework of the Forum, the main values of modern youth and their career strategies were discussed.

Taking a Step Back? Expatriation Consequences on Women in Dual-Career Couples in the Gulf

This article develops our understanding of how host country contextual features affect the career coordination strategies of dual-career couples (DCCs) from the perspective of expatriate women. The lived experiences of nine women expatriates in the Gulf Cooperation Council (GCC) were explored through in-depth interviews. The findings challenge our understanding of the coordinated career strategies of DCCs by suggesting that sociocultural features of the host country context can hamper egalitarian career strategies such that they become hierarchical and subsequently negatively impact women expatriates’ career capital. Not only are women’s careers hampered while in the GCC, but the contextual setting has a long-term adverse effect on women’s career capital. The main results from this study suggest that sociocultural features of the host country setting, such as the inability to access professional networks due to gendered segregation, prevent women’s careers from being prioritised and force a ‘tipping point’, creating a lag in women’s careers and negatively impacting their career capital.