Трансформация стратегий трудового поведения работников в современных условиях

Abstract

The article analyzes strategies of employee’s labor behavior. The orientation of employees to effective work is considered in this article as one of the approaches to personnel management through the formation and development of effective work behavior. The problem is that the strategy of labor behavior, being a reflection of employee’s values, can change throughout their working lives. In addition, the strategy of labor behavior is influenced both by external factors (transformation of the labor market, changing forms of employment, increase in “computer time” when doing work, emergence of new forms of labor organization, digitalization of most work processes) and internal factors (employees labor values, motives, abilities, knowledge). The transformation in the content of labor activities causes new requirements for employee’s labor behavior. Employees adapt to new conditions at an accelerated pace. The author considers employees labor behavior as a subject of management, which management can influence through a more competent approach to personnel placement, the development of organizational measures aimed at increasing employee productivity, improving organizational efficiency, as well as the development of organizational documents (such as the Corporate Code) aimed at developing effective labor behavior. The difficulty also lies in the fact that the management process is two-way, that is, it must be taken into account that the employee’s behavior is a reaction to managerial influence, and there may be changes in the working behavior of employees caused by this reaction. This article discusses the options for transforming labor behavior. The article summarizes the theoretical material on the formation of labor behavior. It also presents the results of a study conducted by the author in 2020–2022 in order to identify the dominant strategies of employee’s labor behavior. The AVEM questionnaire and the employee–organization relationship type test were used as methodological tools to identify the features of organizational behavior. As a result of the conducted research, a description of employee labor behavior strategies is presented and their possible modifications based on the survey results are considered. According to the author, further developments are possible in the field of improving organizational culture. Since the culture of an organization is a phenomenon capable of influencing the formation of certain values, beliefs and ways of thinking; consequently, it affects the labor behavior of personnel, which is formed from these components.