Motivation of young employees of organizations in the new labor market conditions
- Autores: Prokazina N.V.1,2, Bobyleva N.Y.3
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Afiliações:
- Financial University under the Government of the Russian Federation
- Central Russian Institute of Management – branch of the Russian Presidential Academy of National Economy and Public Administration
- College of the Central Russian Institute of Management – branch of the Russian Presidential Academy of National Economy and Public Administration
- Edição: Nº 1 (2025)
- Páginas: 55-70
- Seção: SOCIOLOGY
- URL: https://bakhtiniada.ru/2072-3016/article/view/297089
- DOI: https://doi.org/10.21685/2072-3016-2025-1-5
- ID: 297089
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Resumo
Background. The relevance of addressing the issues of motivation of young em-ployees of organizations in modern labor market conditions is closely related to the need to attract and retain staff, increase employee loyalty to the organization and, in general, in-crease labor productivity. To a greater extent, this applies to young employees (20–35 years old) due to the peculiarities of their social attitudes and ideas about employers, about work, and about working conditions. The purpose of the work is to highlight the features of moti-vation of young employees of organizations in the new labor market conditions. Materials and methods. The conclusions and provisions are based on a systematic analysis. The theo-retical basis is based on classical and modern theories of motivation. The authorʼs provi-sions are based on the results of All-Russian sociological research on motivation and its characteristics among representatives of different generations in changing labor market conditions. Results. Based on the theoretical analysis, the key provisions of classical and modern theories of motivation are identified. New labor market conditions are character-ized, forming the social ideas of young employees about professional activity and its condi-tions, about the ideal employer, personal and professional development. It describes not only the positive aspects of financial incentives, but also its negative consequences. It is argued that successful motivation management of young employees requires a balance be-tween tangible and intangible factors. The analysis made it possible to identify the features of motivation of young employees of organizations in the new labor market conditions. Conclusions. The main labor market conditions at the present stage include: a slowdown in salary growth, staff shortages, the “jump” of young personnel from organization to organi-zation, and the search for effective ways to motivate staff. The main features of motivation for professional activity of young employees are: polymotivation, individual-situational hierarchy of motives and their compensatory relationships. Young employees have the most pronounced requests for the psychological safety of the work culture, support and mentor-ing, and orientation towards a balance of work and personal spheres of life.
Sobre autores
Natalia Prokazina
Financial University under the Government of the Russian Federation; Central Russian Institute of Management – branch of the Russian Presidential Academy of National Economy and Public Administration
Autor responsável pela correspondência
Email: nvprokazina@mail.ru
Doctor of sociological sciences, professor, professor of the sub-department of sociology; professor of the sub-department of sociology and social technologies
(49 Leningradsky avenue, Moscow, Russia); (12 Oktyabrskaya street, Orel, Russia)Natalia Bobyleva
College of the Central Russian Institute of Management – branch of the Russian Presidential Academy of National Economy and Public Administration
Email: nataliya.bobyleva24@yandex.ru
Lecturer of the first category
(12 Oktyabrskaya street, Orel, Russia)Bibliografia
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