The Influence of Career Practices on Young Employees Intentions to Stay or Leave an Organization

In this study, we investigated the career of young specialists in the banking sector. The purpose of the study was to identify the presence or absence of influence of career management practices on employees’ intention to stay or leave the organization. The research tasks included the analysis of the theoretical base devoted to this topic, the examination of the main terms of research and approaches to its studying. It was also necessary to determine the presence or absence of the influence of practical career management on intentions. Finally, we had to develop recommendations for the HR specialists of the bank on the use of practical methods of career management to retain young professionals. The empirical part of the study was conducted among young specialists of a large Russian bank in two stages. At the first stage, we communicated with employees and analyzed corporate documents of the company. At the second stage, we used questionnaire to collect 100 responses of the bank's front office specialists in Moscow. The results were processed using discriminant analysis in SPSS. The results showed the link between career management practices and intention of specialists to stay or leave the company through career satisfaction as a mediator variable. It confirms the original hypothesis. Also we tested hypothesis of influence of socio-demographic characteristics of workers on their intentions to leave or stay in the organization, which was partially confirmed.