Comparative analysis of young workers career orientations specific in international consulting and audit companies (on the basis of "Ernst & Young" company)

<p align="center"><strong>Annotation</strong></p><p>This study aims to identify differences in career orientations of young employees from different departments of one company. Information obtained during the study could be the basis for the adjustment of social policy companies and can serve as inputs to build staff motivation system , the formation of career support and talent management .</p><p>The purpose of the study is to reveal the specifics of career orientations of young workers, depending on the division of work in the companies of the professional services sector (for example, the company &laquo;Ernst &amp; Young&raquo;).</p><p>The initial hypothesis is based on the existence of the relationship between workers belonging to the front and back offices of the company and the dominant factors affecting their career orientations.</p><p>The empirical base of the research consists of secondary and primary data obtained in two stages. In the first phase focused interviews were conducted to obtain data on the elements of career management and their fixation in the questionnaire for employees. The second step was quantitative study conducted by surveying &laquo;Ersnt &amp; Young&raquo; employees. The questionnaire reflects the specificity of methods that measure career orientations, adapted E. Shane career anchors method in accordance with the logic and objectives of the study. Analysis of the results of research is performed in SPSS with the usage of one-dimensional and two-dimensional analysis. Analysis aims to determine the prevalence of different types of career orientations and identifying of relationships between variables crosstabs and chi -square test. Furthermore, direction force and relationships between variables were clarified by the usage of Cramer&#39;s coefficient.</p><p>The paper consists of three sections, introduction and conclusion. The introduction deals with the relevance of the research problem, with the main goals and objectives . The first section analyzes the main theoretical approaches to the subject. The second section of the work describes the main factors influencing employees career in the organization. In the third section the basic methods of analysis of career orientations and job satisfaction are described, systematic description of the study is made. In conclusion, the main results on the researched topic are made, recommendations for independent study are provided.</p><p>The initial hypothesis about the differences in what factors affect the career orientations of front and back office employees is partially confirmed. Front office employees are more focused on career development, long-term employment in the company, and are willing to sacrifice their personal life for the sake of career perspectives. For back office workers availability of career prospects in the company is not the main criteria for continuation of employment. Back office workers increasingly appreciate the resulting experience and the ability to maintain working-life balance, so they are less eager to build a career in the analyzed company. Moreover, the mere absence of a clear system increases from the back office workers deliberately limit their career opportunities in the company, which affects the career orientation of this category of workers.</p><p>&nbsp;</p>