A feminizációs hatások a HR-ben és más szakmákban a Cranet-felmérések és a diplomás pályakövető rendszer adatai alapján = Feminization effects in HR profession and beyond based on Cranet and graduate career tracking surveys

Absztrakt

Since the beginning, the labor-market was male-dominated; nowadays due to several reasons, the increasing presence of women in many jobs has led to feminization of some professions - including HR. The literature from US and Europe puts emphasis on a strategic integration of HR, while an increasing ratio of women is registered among the HR staff and HR managers. The labor-market evidence shows and several theories intend to explain the declining status and earnings of the female-dominated occupations. This paper cites the two most well-known theory groups regarding this effect: the queuing theory and the devaluation theory.Based on one cross-sectional and two longitudinal studies using data from Cranet IHRM network we redefine the indicators of HR strategic integration. The paper investigates the characteristics of feminization and HR integration in four regions of the world in two consecutive Cranet surveys (2008/10 and 2014/16); also extends this focus on the Hungarian marketing, HR, and finance recent graduates based on Graduate Career Tracking System database 2011-14.On the one hand, our empirical findings add new aspects of gender-effect on the strategic role of HRM in four regions of the world; further weaken the explanatory power of the two theories mentioned above. On the other hand, we present the revealed different stages of feminization in the three chosen areas of recent Hungarian graduates. Finally, we conclude that the glass ceiling seems to break in HR, and sticky floors no more influence the gender differences in earnings.