Career progression and professional conflict in Great Britain

• Main Author: Menara, Barbara
• Published: University of Essex 2012
• Subjects: 650.1
• Online Access: http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.589543

The first part of the thesis focuses on the effect of the attitude towards interaction and the strength of family ties on career progression, .analysing both the attainment of managerial responsibility and the achievement of managerial and professional status. The contribution of this research is the focus on the inclination to develop social networks, the attempt to measure people's attitude towards interacting more with strangers and acquaintances, whereas previous research analysed social networks people had already established. To test any change over time, random-effect logistic regression models and multinomial regressions were run using longitudinal data (British Household Panel Survey 1998-2008). The research examines both internal and external careers, III order to explore the peculiarities of each career path. The second part of the thesis investigates the changing nature of professional relationships through the examination of intra- and inter-professional conflict. The data come from the Cambridge Centre for Business Research Survey 2000-2001, and focus on four professions from Great Britain: pharmacists, human resource managers, solicitors, and counselling psychologists. The contribution of this research is the development of the concept of role disrespect; in the thesis I discuss this concept and give evidence to show it may be one of the main causes of inter-professional conflict. This idea is based on the different levels of occupational prestige associated with professions. Using income as a proxy for occupational prestige (the most prestigious professions are likely to be those that are better paid), this research examines the relationship between income and intra- and inter-professional conflict.