Explanations of the Feminization Effects in HR Profession and Beyond

  • Zsuzsa Karoliny
  • Norbert SiposEmail author
Conference paper
Part of the Eurasian Studies in Business and Economics book series (EBES, volume 10/1)


In this paper we aim to find out whether there is an empirical evidence of the queuing and the devaluation theory. Based on one cross-sectional and two longitudinal studies using Cranet Human Resource Management network data we redefine the indicators of Human Resource strategic integration. The paper investigates the characteristics of feminization and Human Resource 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, Human Resources, and finance recent graduates based on Graduate Career Tracking System database 2011–2014. Our empirical findings add new aspects of gender-effect on the strategic role of Human Resource Management in four regions of the world, further weaken the explanatory power of the two theories. We can conclude our study with a positive statement: the glass ceiling seems to break in the Human Resources, and based on the Graduate Career Tracking System data, sticky floors no more characterize the gender differences in earnings. Human Resources profession seems fully feminized, marketing on its way, but finance succeeds to preserve still its positive characteristics for men.


Human Resources Feminization Effect Cranet Network Graduate Career Tracking System 



This research is supported by the únkp-16-3 new national excellence program of the ministry of human capacities.


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© Springer Nature Switzerland AG 2019

Authors and Affiliations

  1. 1.Faculty of Business and Economics, Department of Leadership and Organizational SciencesUniversity of PécsPécsHungary

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