State Civil Service: Career Mobility as a Factor of Career Satisfaction

Abstract

The problem of the dynamics of career growth of employees, affecting the motivation of officials, remains at the civil service. The research is aimed at studying the factors that can have a negative impact on career progress-career barriers. Dureing the research methods of system analysis, general scientific methods were used. The researchers give ambiguous estimates of the role of some factors that play the role of career barriers in the system of motivation of officials. Therefore, the purpose of the work is to answer the following question: "can career mobility have a negative impact on career attractiveness and career satisfaction, and be a career barrier?". In 2018, we conducted a study of career barriers among civil servants of the Sverdlovsk region, which was attended by 150 respondents. It was established that civil servants, in general, have a low level of assessment of career growth, a high level of career satisfaction, the desire to maintain the achieved career level, the position, which indicates the absence of career aspirations and is a subjective career barrier. Career mobility is at a low level, which is an objective career barrier. Career mobility has a restraining effect on the formation of career aspirations and career attractiveness, encourages to be satisfied with the achieved results in the career of officials who, upon reaching the "career plateau", find motivation for service in professional development or strengthening of positions held, or leave the service.