SOCIO-DEMOGRAPHIC FACTORS OF EMPLOYEES’ PROFESSIONAL MOBILITY AT UKRAINIAN ENERGY ENTERPRISES
The article is devoted to the comparative analysis of the career growth dynamics, inherent to employees with different socio-demographic characteristics (women and men, persons involved and not involved in parental responsibilities) according to data on Ukrainian energy companies. To assess such dy...
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| Main Authors: | , , , |
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| Format: | Article |
| Language: | English |
| Published: |
FINTECH Alliance LLC
2022-07-01
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| Series: | Фінансово-кредитна діяльність: проблеми теорії та практики |
| Subjects: | |
| Online Access: | https://fkd.net.ua/index.php/fkd/article/view/3716 |
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| Summary: | The article is devoted to the comparative analysis of the career growth dynamics, inherent to employees with different socio-demographic characteristics (women and men, persons involved and not involved in parental responsibilities) according to data on Ukrainian energy companies. To assess such dynamics, indicators of speed and amplitude of progress in the levels of the skill-occupational hierarchy have been developed. Comparing these indicators for different socio-demographic groups of staff (identical in other factors of career dynamics), the authors obtained comparative characteristics of the career opportunities, created by enterprises in the energetic sector for women and men, persons involved and not involved in parenting.
In particular, women are significantly inferior to men in the dynamics of their careers, which is manifested in two main aspects, for which there is a formal confirmation of the statistical significance of differences:
1) the share of women working in energy companies who do not make any transition to a higher qualification level (career amplitude is "0" for 10 - 20 years of work at the enterprise) is much higher than the share of men with similar stagnation career;
2) During their employment at the energy company, women make on average a much smaller number of transitions to a higher level of occupational-skill hierarchy and face a much longer period of waiting for the next promotion.
Employees of energy companies involved in childcare have even higher averages of the amplitude and speed of their careers than all respondents and respondents who are not involved in parenting. This can be explained by the greater career ambitions of people who have started family life and taken responsibility for the children.
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| ISSN: | 2306-4994 2310-8770 |