Career barriers in civil service in Russia

Civil servants in Russia face a persisting problem of slow career progression which reduces their motivation. The paper aims to examine how aspirations, satisfaction with rank advancement and professional growth and career mobility affect civil servants’ career path. The methodological framework of...

Descripción completa

Guardado en:

Detalles Bibliográficos
Autor principal:	Valery I. Sharin
Formato:	article
Lenguaje:	RU
Publicado:	Ural State University of Economics 2019
Materias:	civil service career mobility career aspirations career satisfaction career barriers Business HF5001-6182 Finance HG1-9999
Acceso en línea:	https://doaj.org/article/9b952a61ef5d427fb8d06850e10b1fbd
Etiquetas:	Agregar Etiqueta Sin Etiquetas, Sea el primero en etiquetar este registro!

id	oai:doaj.org-article:9b952a61ef5d427fb8d06850e10b1fbd
record_format	dspace
spelling	oai:doaj.org-article:9b952a61ef5d427fb8d06850e10b1fbd2021-12-02T03:58:29ZCareer barriers in civil service in Russia10.29141/2218-5003-2019-10-6-62218-5003https://doaj.org/article/9b952a61ef5d427fb8d06850e10b1fbd2019-12-01T00:00:00Zhttp://upravlenets.usue.ru/images/82/6.pdfhttps://doaj.org/toc/2218-5003Civil servants in Russia face a persisting problem of slow career progression which reduces their motivation. The paper aims to examine how aspirations, satisfaction with rank advancement and professional growth and career mobility affect civil servants’ career path. The methodological framework of the research is Weber’s bureaucratic theory and Evans and Rauch’s concept of predictable career ladders. The research methods include system-based analysis and synthesis, comparing and polling. Experts’ assessments of the role of some career barriers in the system of civil servants motivation are ambiguous. In 2018, we conducted a career obstacles study based on two executive bodies of Sverdlovsk oblast and covering the opinions of 152 respondents. We found that most civil servants gave a pessimistic assessment of their career growth opportunities. At the same time, they were highly satisfied with their career path and sought to maintain the achieved job positions. This indicates that civil servants do not aspire to increase their job ranks, which is a subjective career barrier. The research results also show that career mobility is low and the talent pool, acting as its channel, is ineffective. Poor career mobility hampers career growth and encourages civil servants to rest satisfied with their current positions, who, when reach the career plateau, are motivated by professional development and the strengthening of their current status or quit their jobs.Valery I. SharinUral State University of Economicsarticlecivil servicecareer mobilitycareer aspirationscareer satisfactioncareer barriersBusinessHF5001-6182FinanceHG1-9999RUУправленец, Vol 10, Iss 6, Pp 67-76 (2019)
institution	DOAJ
collection	DOAJ
language	RU
topic	civil service career mobility career aspirations career satisfaction career barriers Business HF5001-6182 Finance HG1-9999
spellingShingle	civil service career mobility career aspirations career satisfaction career barriers Business HF5001-6182 Finance HG1-9999 Valery I. Sharin Career barriers in civil service in Russia
description	Civil servants in Russia face a persisting problem of slow career progression which reduces their motivation. The paper aims to examine how aspirations, satisfaction with rank advancement and professional growth and career mobility affect civil servants’ career path. The methodological framework of the research is Weber’s bureaucratic theory and Evans and Rauch’s concept of predictable career ladders. The research methods include system-based analysis and synthesis, comparing and polling. Experts’ assessments of the role of some career barriers in the system of civil servants motivation are ambiguous. In 2018, we conducted a career obstacles study based on two executive bodies of Sverdlovsk oblast and covering the opinions of 152 respondents. We found that most civil servants gave a pessimistic assessment of their career growth opportunities. At the same time, they were highly satisfied with their career path and sought to maintain the achieved job positions. This indicates that civil servants do not aspire to increase their job ranks, which is a subjective career barrier. The research results also show that career mobility is low and the talent pool, acting as its channel, is ineffective. Poor career mobility hampers career growth and encourages civil servants to rest satisfied with their current positions, who, when reach the career plateau, are motivated by professional development and the strengthening of their current status or quit their jobs.
format	article
author	Valery I. Sharin
author_facet	Valery I. Sharin
author_sort	Valery I. Sharin
title	Career barriers in civil service in Russia
title_short	Career barriers in civil service in Russia
title_full	Career barriers in civil service in Russia
title_fullStr	Career barriers in civil service in Russia
title_full_unstemmed	Career barriers in civil service in Russia
title_sort	career barriers in civil service in russia
publisher	Ural State University of Economics
publishDate	2019
url	https://doaj.org/article/9b952a61ef5d427fb8d06850e10b1fbd
work_keys_str_mv	AT valeryisharin careerbarriersincivilserviceinrussia
_version_	1718401508077207552

Career barriers in civil service in Russia

Ejemplares similares