Development of Corporate Youth Policy through the Prism of Modern Sociological Theories

The relevance of the topic is determined by the need for scientific understanding and identification of the ways to transform existing approaches to the development and implementation of corporate youth policy aimed at working with young professionals, university graduates, students, and schoolchildren. The article clarifies the concept of “corporate youth policy”, examines the prospects for its development in the context of modern sociological theories, and offers recommendations to employers on the formation and implementation of corporate youth policy taking into account the characteristics of youth as a subject of social relations in an organizational environment. The research is based on an analysis of modern sociological theories: M. Mead’s theory of the cultural gap, P. Bourdieu’s theory of social fields, and generational theory (K. Mannheim, V. Radaev, N. Howe, W. Strauss), L. Berger’s and T. Lukman’s theories of social constructionism, M. Castells theory of a networked society, P. Sztompka’s theory of social change, Urry’s theory of mobility, M. Granovetter’s theory of connections. The results of the analysis of corporate youth policy through the prism of modern sociological theories indicate the need to take into account the following factors in its formation and implementation: the conflict of generational values in the organizational environment, the uniqueness of generations and their cultural code; working youth’s mobility, activity, social flexibility, and adaptability; young people’s orientation towards the use of new technologies, and their implementation in organizations; young people involvement in network relationships, their high interest in them, and strong and weak ties advancing.