The Psychological Aspect of Building a Career for Female Recruiters and Women Who Have Their Own Businesses

Introduction. The article is devoted to the study of the problem of building a career for women in a transitive society. The variability of theoretical approaches to the study of professional careers in psychological science has made it possible to emphasize the most meaningful conceptual vector in considering the specifics of women’s careers while taking into account reflexible and personally significant changes – a synergistic approach. The contribution of the current professional status of a woman to the career building process is discussed. It will determine the possible area of psychological assistance and support for women in matters of professionalization for the effective solution of their work tasks and the development of aspirations in achieving professional self-realization.

Objective. To analyze the psychological aspects of career building by women who are hired and run their own business.

Materials and Methods. The research methods are presented by the author’s socio-demographic questionnaire, a questionnaire of behavior and experience associated with work (adaptation of T. I. Ronginskaya), a scale of professional apathy (adaptation of A. A. Zolotarev), a method of studying the type and level of professional self-realization (author E. A. Gavrilova). In order to confirm the hypothetical assumptions, the Mann-Whitney U-test was used to analyze the reliability of differences in the studied variables.

Results. The empirical sample consisted of 100 working women from 24 to 50 years old, of which 50 women are employed and 50 women run their own business (self-employment, individual entrepreneurship). As the results of the study, statistically significant differences were obtained, emphasizing different ways of professionalization of female recruiters and women who have their own business. The prevailing trends in the content characteristics of the professional sphere of women are shown.

Discussion. The results of the study led to two main empirically important conclusions: female recruiters cannot fully reveal their professional potential, since there is a tendency to inconsistency of the value structures of the work performed and poor satisfaction with the workplace; women who have their own business show more openness in the performance and implementation of professional goals, leading to multidimensional professionalization.

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