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Cultural dimension of career development (the Lithuanian case)

Cultural dimension of career development (the Lithuanian case). Dr. Andrius Valickas Prof. Dr. Vladimiras Gra žulis. Career could be considered as historical and cultural phenomenon. Culture has much influence on understanding and practical usage of career concept in the society.

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Cultural dimension of career development (the Lithuanian case)

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  1. Cultural dimension of career development (the Lithuanian case) Dr. Andrius Valickas Prof. Dr. Vladimiras Gražulis

  2. Career could be considered as historical and cultural phenomenon. Culture has much influence on understanding and practical usage of career concept in the society. Cultural influences on careers must be related to fundamental dimensions of cultures which express themselves though organizational culture.

  3. In the majority of the Western societies individual career is conceived as the phenomenon having positive consequences for the organization and the individual.

  4. While in Lithuania, as in one of the countries of the Eastern Europe, cultural and historical context of career development was much less benevolent, as bureaucratic-administrative career system, which prevailed in former Soviet Union, negatively influenced it.

  5. Some scholars in the above mentionedcontext investigate the problem of tension between structure and agency Culture Structures – institutional frameworks Career behaviour Agency – Individuals’ capabilities and free will (Peiperl M.A., Arthur M.B. 2000)

  6. Our assumptions The developed Western societies progress from structured industrial state to a relatively flexible new economy. Therefore it could be supposed that individuals expressing their will build their careers crossing the boundaries of organizations, professions and countries. However in the Eastern European countries, including Lithuania, institutional structures prevail. Individualsmuch more depend on organizations or institutions and the positions suggested within the social systems.

  7. Therefore on the grounds of the above mentioned scientific ideas and problems, the purpose of the report is following: to reveal and to consider cultural career development factors in the Lithuanian organizations. Object of the study: relation of cultural and career development factors in Lithuania.

  8. Subjects and procedure The survey of the Lithuanian civil servants was carried out during the period from November 2010 till 2011 January. 523 randomly selected respondents participated in the survey. Age of the respondents was from 22 to 64, distribution of the respondents according to gender: males - 41,3 per cent and females - 58,5 per cent.

  9. Measures • career mobility of the public servants and the following constructs were measured: • career aspirations, • career and work identity construction efforts, • conceived career possibilities, • internal and external career barriers.

  10. Findings: Mobility of civil servants in career system of civil service(1)

  11. Findings:Posts‘ change statistics in the civil service (2)

  12. Changes of mobility of civil servants in Canada Source: Public Service Commission of Canada. Study on mobility of public servants. A report by the Public Service Commission of Canada, 2008.

  13. Findings:Career aspirations of civil servants in the career space of civil service (3)

  14. Findings:Character of career aspirations of civil servants (4)

  15. Findings: comparison of career aspirations, career construction efforts and conceived career possibilities (5) Career aspirations Career construction efforts Conceived career possibilities Estimates of factors, scale from 1 (lowest) to 5 (highest)

  16. Findings: Career barriers in career space of civil service (6)

  17. Source: State Services Commission. Career progression and development survey 2005. Results for the New Zealand Public Service. New Zealand, April 2006.

  18. Conclusions (1) • Cultures legitimize career development practices performed by the institutions of society and influence individuals career behaviours through different attitudes, belief, perceptions, and expectations. • Expression of G. Hofstede’s cultural dimensions has effects on the institutions managing individual careers and the individuals’ enactment of careers.

  19. Conclusions (2) • In command-type economies (or even transition economies) career choices, which imply individual autonomy, were not considered important. Having previously acquired patterns of career regulating behaviour that worked in the socialist system, institutions are unwilling to change in the face of new realities. Low levels of career mobility confirm these statements. • Career behaviour of civil servants in the Lithuanian civil service is still more regulated by institutional frameworks than by their capabilities and free will, i.e. individual carers are more formed by inflexible and inert institutions than institutions are created by proactive individuals.

  20. Regulation Structures – institutional frameworks Culture Career behaviour Balance Balance Individuals – capabilities and free will Construction

  21. Thank You for Your attention!

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