Suchergebnisse

This article analyses the assumption for establishing senior civil service in Lithuania in the course ofreforms of civil service system directing much attention to the conceptualizations of senior civil service incontemporary strategic human resource management theory and research where the need for establishingsenior civil service is grounded by stressing the differentiated approach to human resources. A specialattention is paid to highly valued and unique human resources, capable of leading the institutions and thesector as a whole. The data of the empirical research indicate that the idea of establishment of the seniorcivil service in Lithuanian is accepted ambiguously within the system of civil service. The authors, notinghighly contextual nature of the issue, conclude that the decisions on the concrete design of senior civil servicein Lithuania should be based on consideration of noticeable tendencies of developments of senior civilservices in the democracies of the world.

Women are severely underrepresented in the Israeli senior civil service. This article explores the barriers that impede women 's advancement to top administrative positions by comparing those who achieved senior ranks to a sample of two control groups: male senior officials and middle-rank female officials. Four explanations are offered: (a) human capital, (b) attitudes and views, (c) organizational characteristics and values, and (d) functional attributes. Data show that senior women are differentfrom senior men in their higher status, in their lower sense of equity, and in their domestic chores. Senior women are distinctfrom middle-rank women in their social, women's, and occupational networking and in their internal domestic chores. A discriminate analysis has shown the importance of domestic chores in the male-female variation and the importance of status, social, occupational, and women networking within the intrafemale variation.