The paper describes the results of the study of the relationship a successful career and a romantic relationship. The general structure of the relationship between the successful career and romantic relationships between men and women obtained as a result of in-depth interviews is given. It is shown that the respondents’ representations are as follows: romantic relationships affect the career much more than a career to a romantic relationship. the positive aspects of this influence are highlighted, they are expressed in moral support, inspiration, confidence, etc. and negative aspects - lack of time, attention and energy resources. The differences in assessing the stediness of the relationship between a successful career and romantic relationships between men and women are shown. The features of perception and evaluation of the career success for people who are in relationships and those who do not have a romantic partner are given a distinct account. The relationship between a successful career and attitude of the respondent to the partner’s career is estblished. Additional results regarding the factors romantic relationships, which can contribute to a more successful career, are also obtained.
This paper describes the research aimed at examining the relationship between perceived organizational culture and values of personnel with different work experience. The interaction of corporate culture and values may change the employee’s behaviour, resulting in the gradual transformation of the priorities, needs and motives. This process is temporally based and there arises a necessity to revise notions of professional career. We hypothesize that the employee’s experience in different organizational cultures may determine personnel values.
The research is based on typological models of K. Cameron and R. Quinn “Competing Value Network” which reveals the severity of a particular type of culture to a certain company. It should be emphasized that the transformation of values may also be associated with age-related changes in a person’s beliefs, however, in this research the attention was focused precisely on the experience of employees in a particular company since dynamics in the axiological sphere occurs within a sufficiently long period of time. Moreover, the changes mentioned are connected with the process of value integration declared by the company, thus resulting in the personnel values. We used the semi-structured interview to look into the personnel values, which allowed a more detailed study of individual hierarchy of values. In addition, using complex techniques revealed some “transformation” of general and professional values by comparing the values of personnel with small work experience and those with vast work experience.
Also, as an additional task we assessed relationship between the professional and the common values of employees, and also we drew a comparison with perceived organizational culture and gender of the research participants. As a result, we developed hypothetical models reflecting the main trend of “changing” values of employees with different work experience in relation to the predominant type of organizational culture.
Such type of research allows further hypothesizing changing personality structures under the influence of external conditions.