Abstract
Thepurposeof the research is to specify differences in the subjective social well-being of an organization’s employees with different socioeconomic statuses. The following methodshave been used to conduct the empirical research (n=38): theoretical analysis and generalization of scholarly views of the problem; empirical methods: “Questionnaire of Subjective Social Well-Being” (T.V. Danylchenko); “Questionnaire of Subjective Economic Well-Being” (V.O. Khashchenko); the methods of statistical analysis: correlation analysis; F-test. Results.The authors have established statistically significant correlations between the criteria of subjective social well-being and subjective economic well-being, namely, between the scales “Social visibil-ity”, “Social remoteness” and the indices of economic optimism, economic anxiety, and financial deprivation. It has been confirmed the statistical interdependence between the scales “Emotional acceptance” and “Family well-being index”. The research has determined differences between employees’ groups, which were divided according to socioeconomic status (managers and “performers”), on the following scales: “Social visibility”, “Positive social perceptions”, and “Economic optimism index”. Conclusions.The employees with higher socioeconomic status recognize their influence, the capability to settle problems, the availability of social ties, financial, economic, material, and social resources due to which they are confident when coping with stressful situations, have a positive economic expectation, a high level of efficient social functioning. The employees with low socioeconomic status are mainly characterized by unsatisfactory emotional and social relations, a failure to actively influence their social environment; they feel economic anxiety about their finances and the future.Keywords: social status, employees of organization, economic well-being, subjective economic well-being, mental well-being.
Highlights
The modern trend in production management is the understanding that efficient and rational use of labor potential should become a basis for improving management techniques
One of the most crucial indices characterizing the interaction between individual-personal and macro-social levels of staff behavior within a company is socioeconomic status which is considered a complex criterion that, as a rule, involves three key parameters (Ovcharova, 2012; Rodina, 2013: 216): Economic status, which is estimated by wage rates; Social status, which is estimated by education; Labor status, which is estimated by a type of profession and occupational level
Methodology and methods The authors rely on analyzing scientific interpretations of interrelations of a person’s socioeconomic status and his mental well-being, mental health
Summary
The modern trend in production management is the understanding that efficient and rational use of labor potential should become a basis for improving management techniques. One of the most crucial indices characterizing the interaction between individual-personal and macro-social levels of staff behavior within a company is socioeconomic status which is considered a complex criterion that, as a rule, involves three key parameters (Ovcharova, 2012; Rodina, 2013: 216): Economic status, which is estimated by wage rates; Social status, which is estimated by education; Labor status, which is estimated by a type of profession and occupational level. Socioeconomic status is an outcome of the interaction between productive-economic and social systems of society. Визначено відмінності між групами співробітників, які розділено за соціально-економічним статусом (менеджери та “виконавці”), за шкалами: “Соціальна помітність”, “Позитивні соціальні судження”, “Індекс економічного оптимізму”. Співробітники з низьким соціально-економічним статусом мають переважно незадовільні емоційні та соціальні стосунки, неможливість активно впливати на своє соціальне оточення, відчувають економічну тривожність стосовно своїх матеріальних можливостей та свого майбутнього
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