Abstract
The issue of actualization of labor interests as a motivational driver and one of the sources of labor productivity has received little study in applied and organizational psychology. The study given in the paper fills some “blanks” of this problem. The leading approach to research is the mechanism of motivation, including the phenomenon of interest in work proposed on the basis of theoretical analysis. Using the methods of a special survey, questioning, and interview guides, the analysis and comparative assessment of the labor interests of 50 candidates for the service manager position (entertainment and restaurant industry field) was conducted, as well as of 45 employees in this industry aged 18 to 25. The main results of the paper show the connection of labor interests with the company’s personnel management system, namely, with the processes of selection, adaptation, and training. It was revealed that the candidates selected for the service manager position were of primary group interest and financial incentive was secondary. At the same time, financial incentive contributed to the successful passage of the adaptation period. Occupational interests of employees depended on their education and job specifics. Career interests were influenced by the time spent with the company. The recommendations necessary for employers to create the conditions corresponding to the leading labor interests of employees were substantiated.
Highlights
Field practices of personnel management allow the company to build effective systems of screening and selection, adaptation, motivation, and training of employees
Particular attention is paid to two processes: the selection of personnel and its adaptation, as the acquisition of personnel is a key task for the system of human resources management
The methodological difficulties in the study of labor interests revealed a lack of available questionnaires of interests that refers more to the professional preferences
Summary
Field practices of personnel management allow the company to build effective systems of screening and selection, adaptation, motivation, and training of employees. Often when business only starts to develop or there are restrictions in financial means, entrepreneurs look for interested candidates who will put their best at work and have high professional and team motivation. To provide the company with the “proper” staff, it is necessary to understand what labor interests and expectations employees already have, and what labor interests might be supported and developed by the organization itself. The area of intersection of interests of employees and interests supported by organization forms a request for the search for new employees, for their fastest and most effective introduction into a company and development of the internal potential according to the existing requirements [3] (pp.90–100) [4] (pp.2–17)
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