Engineering Personnel Well-Being When Adjusting To A New Technological Structure: Age Aspect

Abstract

The article gives an analysis of the issues of adoption of innovations in the face of changing technological structure, shows the dew of the importance of emotional regulators of labor behavior. The results of an empirical study of the subjective well-being of three-age engineering personnel at a successful innovative enterprise and an enterprise with long-term problems of transition to an innovative development format are presented. The indicators of subjective well-being included readiness for innovative changes, the self-esteem of fatigue, health conditions, stress experienced in the workplace, psychological well-being in the workforce, and age-related self-esteem. The role of organizational conditions is disclosed as manifested in the enterprise organizational culture as a factor in the subjective well-being of staff. It is shown that, at a problem enterprise, the traditional hierarchical-clan type organizational culture is preserved, which contributes to subjective ill-being in the conditions of innovative changes. The most unfavorable indicators of subjective well-being are characteristic of young staff. In a thriving enterprise with an organizational culture of a market-hierarchical type, engineering personnel, regardless of age, have a high level of subjective well-being as the effects of subjective well-being, the assessment of age by direct managers, commitment to innovative values and personal involvement in the labor process are considered. It is shown that subjective well-being can be considered as an indicator of the socio-psychological age of the staff. The approaches to improving personnel management in the face of changing technological patterns and areas of advanced research are outlined.