Motivating Russian workers: analysis of age and gender differences

Abstract

What motivates Russians to work? Two hypotheses govern this analysis. First, worker motivation is positively correlated with organizational commitment, where organizational commitment is captured by a series of statements related to the employee’s perception of their workplace and the satisfaction expressed about the workplace and job. Second, worker motivation is positively correlated to the expectation that a desired reward will be received in exchange for doing the job well. Using survey data collected in May/June 2000 from 1200 employees in three regions of Russia, this paper: (1) documents the nature and scope of organizational commitment among Russian workers as the transition process draws to a close; (2) identifies the relative importance of select job motivators, as well as the expectation that these motivators will be received in exchange for a job well done; and (3) analyzes the extent of gender and generational differences in organizational commitment and worker motivation. The results can be used not only to begin filling a gap in the motivation literature by extending previous analyses based on US workers, but also to inform Russian and foreign managers about monetary and non-monetary factors to include in designing an effective reward structure. The results also are suitable for use in management training programs in Russia and elsewhere which focus on developing ways to construct more effective teamwork at the workplace.