Material Incentives Research Articles

Sustaining Work–Home Enrichment Experience in the Academic Sector: The Role of Intrinsic versus Extrinsic Motivations

This research investigated the impact of motivations on work–home enrichment experience among male Saudi academics working in universities. Drawing on self-determination theory (SDT) and the conservation of resources theory (COR), the study employed a quantitative study with data collected from 460 men. The analysis revealed that intrinsic motivation and extrinsic motivation reinforced by material pressure were significantly and positively related to both work–home enrichment (WHE) and home–work enrichment (HWE), whereas extrinsic motivation underpinned by social pressure is significantly and negatively related to HWE only. Furthermore, the results show that introjected motivation, identified motivation, and amotivation were not related to WHE and HWE. The findings of this study highlight the motivational underpinnings of the positive work–home interaction, demonstrating that working for pleasure and material incentives brings enrichment experiences for employees and their families. Further work and home studies should be carried out to produce useful insights that have the potential to improve and sustain the well-being of individuals, their families, and their communities, organisations, and countries’ economies.

Legal aspects of ways to monetize rights in the computer games industry

The subject. The authors attempt a legal analysis of several forms of monetization of rights to computer games.The purpose of the article is the legal qualification of donations, crowdfunding, loot boxes as means of monetization.The research methodology includes general scientific methods of analysis and synthesis, as well as specific scientific methods of comparative law and formal legal analysis.The scientific problem of the article lies in the existing contradiction between the rapid development of the computer games market and the state of modern legal science in terms of scientific understanding and regulation of the entertainment industry.The main results, scope of application. There are two main forms of public funding in the gaming industry: (1) donations; (2) crowdfunding. Donations are more common for streamers, crowdfunding for computer developers. Donat is money sent without the condition of reciprocity. In recent years, crowdfunding has become a common way to attract investments. The purchase of a digital (or physical) copy of a game is the acquisition of the right to use (access) a computer game. Therefore, the funds we transfer are investments. We become beneficiaries of the published product. As a result, the developer will have to pay taxes on the funds raised. A loot box is a virtual item – a random set of additional features.The process of loot distribution is similar to a game of chance: players choose the level of need for a thing. Lootbox, despite the deceived expectations of the player, still brings some benefits to the player. In other words, the player pays a few dollars and expects to receive something of value in return, but the amount of winnings can be both large and small. In this regard, it seems that the loot box is a classic win-win lottery. Therefore, loot boxes should not be equated with gambling, otherwise the gaming industry could respond by referring to the need to include lotteries (and insurance) as gambling. At the same time, the similarity of several elements indicates that there is always a risk of turning a computer game into gambling.Conclusions. There are a number of ways to monetize the material incentives for players. These methods include donations, funds received in the course of crowdinvesting, as well as loot boxes. Donations are an intermediate phenomenon between donation and payment. For individuals, income from donations will not be taxed if there is no consideration. Also, sometimes donations should be understood as funds from crowdinvestments, which developers sometimes collect to create the next game. These funds, in most cases, should still be treated as developer income, not donations. The boundary between the payment of in-game property and gambling is the phenomenon of loot boxes, which should be qualified as a win-win lottery.

Current approaches to improving the control of the personnel of a commercial organization

This paper discusses modern approaches related to improving the process of personnel control in organizations. As an example, the author chose a medical institution of a dental profile. The author analyzed the activities of the enterprise, its main activities, and also identified the existing problems that are associated with insufficient control of personnel. A special place in the control structure is occupied by the motivation of employees, which in the organization under consideration is expressed both in material and intangible forms. The author identifies the key material incentives in the organization — cash payments for the achievement of goals, payroll payments to stimulate a healthy lifestyle for employees, as well as special individual rewards. Special attention is paid to non-material forms, which are realized to a lesser extent. Such incentives are reflected in the performance of employees, according to the author. In addition, the role of the social policy of the organization, which lies in the fact that it can take a large number of forms, is considered. At the same time, it largely affects not only the activities of individual employees, but also increases team cohesion and reduces tension between employees. The importance of improving control was confirmed by conducting a comparative analysis of the organization's activities in the periods before and after the introduction of new control methods. Thus, the effectiveness of many control measures, in particular video surveillance, was revealed. The author considered the consequences of improving the control system, which include partial replacement of employees with more conscientious ones, increased team cohesion, and improved economic performance.

Median voter dynamics in a laboratory experiment on voting over redistribution

This paper reports results from a laboratory experiment that investigates the prevalence of median voter dynamics in the Meltzer-Richard redistribution mechanism. I focus on the model's microfoundations and analyze how individuals translate material incentives into proposed tax rates and how these individual proposals get aggregated into a collective group choice under two different voting rules; majority rule and voting by veto. My experimental results show that material incentives do not fully determine individual proposals. In addition, personal characteristics and justice attitudes constitute additional facets of individual motivations. Median voter dynamics are prevalent under both voting rules at least when looking at aggregate behavior. Both decision rules thus lead to an un-biased aggregation of voters' preferences. Moreover, the experimental results show only minor behavioral differences between decisions employing majority rule and collective choices using voting by veto.

MOTIVATION OF STAFF TO INCREASE THE LEVEL OF LABOR INTELLECTUALIZATION IN NEW MANAGEMENT PARADIGM

The purpose. The aim of the study is to deepen the methodological basis and develop practical recommendations in the context of motivating staff to increase the level of work intellectualization in the new management paradigm. Method. To achieve this goal, methods of monographic and logical analysis, axiological and systematic approaches, comparison were used. The theoretical and methodological basis of the study are the economics and management science classics, domestic and foreign scientists works, aimed at studying current issues of motivation to improve the efficiency of innovative enterprises intellectual activity. Results. Developed scientific position in the management approaches transformation essence context of to motivating and stimulating staff in terms of innovative enterprises. The study highlights the value of creative potential, as well as proves its impact on the socio-economic development of modern enterprise. A number of new opportunities and threats to human activity in the new economy are outlined. A system of material and intangible incentives for increasing the labor intellectualization are formed, taking into account the factors influencing them. Motivators and tools that motivate staff to professional development are identified. Methods of motivating the enterprises employees to creative content intellectual work are offered. It is proved that the formation of employees motivating system to effective intellectual work will accelerate the management of innovative enterprises. Scientific novelty. An algorithm for forming a motivation system is developed, which contributes to the achievement of the company's goals by attracting creative workers, their creative and professional qualification skills. Applying this innovative model in practice will contribute to more intensive training and the desire of employees to share existing experience, resulting in effective exchange and increase of organizational knowledge, both at the cognitive and informational levels. Рractical significance of the obtained results: the practical use of scientific developments and recommendations of the author allows us to increase the innovation and efficiency of enterprises as the main structural unit of the national economy. The obtained results provide grounds for deepening research on the enterprises intellectualization as a result of the gradual spread and saturation of society with information technologies, revision of approaches to investing in human capital development, projecting of management support systems for training programs, personnel training.

What and how do different stakeholders contribute to intervention development? A mixed methods study.

Background: UK Medical Research Council guidelines recommend end-user involvement in intervention development. There is limited evidence on the contributions of different end-users to this process. The aim of this Study Within A Trial (SWAT) was to identify and compare contributions from two groups of end-users - people with diabetes' (PWD) and healthcare professionals' (HCPs), during consensus meetings to inform an intervention to improve retinopathy screening uptake. Methods: A mixed method, explanatory sequential design comprising a survey and three semi-structured consensus meetings was used. PWD were randomly assigned to a PWD only or combined meeting. HCPs attended a HCP only or combined meeting, based on availability. In the survey, participants rated intervention proposals on acceptability and feasibility. Survey results informed the meeting topic guide. Transcripts were analysed deductively to compare feedback on intervention proposals, suggestions for new content, and contributions to the final intervention. Results: Overall, 13 PWD and 17 HCPs completed the survey, and 16 PWD and 15 HCPs attended meetings. For 31 of the 39 intervention proposals in the survey, there were differences (≥10%) between the proportion of HCPs and PWD who rated proposals as acceptable and/or feasible. End-user groups shared and unique concerns about proposals; both were concerned about informing but not scaring people when communicating risk, while concerns about resources were mostly unique to HCPs and concerns about privacy were mostly unique to PWD. Fewer suggestions for new intervention content from the combined meeting were integrated into the final intervention as they were not feasible for implementation in general practice. Participants contributed four new behaviour change techniques not present in the original proposals: goal setting (outcome), restructuring the physical environment, material incentive (behaviour) and punishment. Conclusions: Preferences for intervention content may differ across end-user groups, with feedback varying depending on whether end-users are involved simultaneously or separately.

Recruiting Rebels: Introducing the Rebel Appeals and Incentives Dataset

There is an extensive body of literature examining how rebel groups recruit civilians. Much of this scholarly work focuses on the role of material and ideological appeals in mobilizing recruits. However, despite expectations about the importance of recruitment processes, there is currently a lack of data on the persuasive recruitment practices of a large cross-section of groups, making it difficult to test a variety of implications stemming from theories about armed group recruitment. To remedy this, I developed original data—the Rebel Appeals and Incentives Dataset (RAID)—which contains information on 232 militant groups for the period 1989 to 2011. RAID details not only the specific types of recruitment appeals groups make, but the degree to which they rely on ideological appeals, relative to material incentives, for recruitment. To demonstrate the value of the dataset, I employ RAID to test two hypotheses about rebel recruitment and wartime rape derived from existing literature.

Evaluation of the Current Status of the Incentive System for Employees of the General Administration of the Libyan Alrify Bank

The effectiveness of any organization is related to the efficiency of the human element and its ability to work and its desire for it as the effective and effective element in the use of available material resources. Incentives are among the basic influences that play an important and vital role in the behavior of individuals, and through them, the desire to perform can be created. It can be said with it that the ability of organizations to achieve their goals depends to a large extent on the success of management in providing sufficient motivation for individuals. This study aimed at clarifying the concept, importance, theories, and types of incentives, and evaluating the current situation of the incentive system in the bank, which included the employees of the General Administration of the Libyan Alrify Bank in order to identify the obstacles and problems facing it, and to present a package of recommendations and proposals that could contribute to Improving and developing the incentive system and increasing the performance of individuals. The study was conducted on 71 employees of the bank, and they occupy the entire upper, intermediate, and lower administrative positions working in the general administration of the bank. The most important result shown by this study is that there is a strong correlation between the general performance variable and other variables, and it is arranged in descending order as follows: moral incentives, general satisfaction, then training, and promotions. There is no correlation between the variable of general performance and the variables of the impact of material and moral incentives on workers and caring for them.

Scientific schools in the field of material incentives for workers

Scientific schools in the field of material incentives for workers

Подходы к изучению и развитию корпоративной культуры в медицинской организации

Relevance. The N. V. Sklifosovsky Research Institute for Emergency Medicine is a leading multidisciplinary medical institution with a unique corporate culture. In its established work team, the heads of departments are carriers and indicators of values for the employees. P u r p o s e . To study the values of the heads of departments. M e t h o d s . Anonymous survey among two groups of heads: GrS (scientific departments) and GrC (clinical departments) using the methodology of assessing the value profile (questionnaires: SVS‑57, PVQ‑47) and labor motives (Martin-Ritchie questionnaire). F i n d i n g s . The questionnaires were filled out by 25 heads, of which GrS – 11 people (44%), GrC – 14 (56%). According to the Schwartz questionnaire, in the GrS, “Self-Direction” was in the first place in the value profile rating, “Benevolence” was in the second place, “Security” was in the third, and in the GrC, “Security” was in the first place, “Benevolence” was in the second, “Self-Direction” was in the third. Regression analysis was carried out in the general group: clustering was determined by the indicator “Universalism” (0.13). Its strong correlation with “Security” was revealed (k=0.73, p<0.01). According to the Martin-Ritchie questionnaire, the main motivating factor for people is the feeling of their own relevance in interesting and socially useful activities. In particular, the respondents for whom “Security” is not a priority want more recognition from other people than employees for whom “Security” is very important. The respondents ranking the “Security” value first prefer material incentives, but they also prefer to set challenging goals and achieve them. C o n c l u s i o n s . In the rating of value orientations among the heads of scientific and clinical departments, there are divergent values of “Self-Direction” and “Security”, which increases the risk of professional burnout. The priority motives of mid-level executives were identified. The data obtained during the CC monitoring can be used for the development of communication strategies within the clinic (including in the distribution of functional responsibilities), as well as for image-building activities aimed at the external environment.

Understanding the Stakes: The Influence of Accountability Policy Options on Teachers’ Responses

Under test-based accountability, side-effects —including practices to inflate test results, often seen as cheating—are usually associated to so-called high-stakes policies. However, the influence of different types of stakes in the generation of this type of practices has been overlooked in education research. Based on a survey experiment, our results indicate that the type and level of stakes of accountability systems (e.g., high- vs. low-stakes, material vs. symbolic) do not differ in triggering side-effects. Counterintuitively, individual symbolic consequences trigger similar reactions among teachers than material incentives. In-depth interviews give insights into the social mechanisms that lead to symbolic effects having such an influence in understanding teachers’ reactivity to accountability.

ИНДИВИДУАЛЬНЫЙ ПОШИВОДЕЖДЫ В ПЕРМСКОЙ ОБЛАСТИ В1960-Х ГОДАХ: СОВЕТСКИЕ УПРАВЛЕНЧЕСКИЕ ДИЛЕММЫ

The article represents a microanalysis of Soviet tailoring in Perm region, exploring managerial practices in tailoring, its problems and internal contradictions. The author understands tailoring as the system of tailoring shops and workshops administered by the Department of Everyday service in Perm region. The regional tailoring system has not been sufficiently studied in comparison with the Clothing Design Houses of the Ministry of Light Industry and private dressmaking. The study focuses on fashion design management and the industrialization of tailoring. Evidence for the study comes from the State Archive of Perm Region. The article reveals that the main managerial problem of Soviet tailoring in the 1960s was maintaining a balance between the fulfillment of planned tasks and customer satisfaction. The tailoring industrialization attempted to combine the traditional approach to tailoring with the Fordist way of organizing customer goods production that dominated the decade. The lack of diversity in large-scale production made customers extensively use tailoring as a replacement and pushed further the development of tailoring industrialization. Tailoring professionals and party bureaucrats differed in their views on the future of tailoring. The managerial practices in fashion design included administrative enforcement and material incentives. Finally, directions for future work are discussed in the paper.

PERSONNEL DEVELOPMENT MANAGEMENT

The article considers the current goals of staff development, areas of staff development, some principles of staff development, namely: individuality, interest of the company and employee in career development, material incentives, moral incentives. compulsory professional growth, social and psychological comfort and objectivity. The process of personnel development management has many aspects, as evidenced by the large number of points of view and different management methods. they include: professional growth, continuing education in the workplace, staff development, renewal of human resource management methods. talent management and other combinations of these aspects. Particular attention is paid to staff development strategies. After all, the need to train staff who are able to qualitatively solve a wide range of problems, necessitates a strategy of staff development. Situational and system strategies, as well as their components, as a set of actions and a sequence of decisions to assess, analyze and develop the necessary system of influence on staff to ensure the achievement of the necessary overall competitive potential to implement the chosen development strategy. Directive, interactive and personal methods of personnel development are also highlighted. It is noted that the basis of directive methods is the interaction of the student with the mentor, instructor, teacher, coach. There are such methods as: lectures, seminars, mentoring, instruction, training, secondment. In turn, interactive methods are seen as the participation of staff in training, in which a large role is given to modern technological capabilities. Interactive methods are presented: adaptation of personnel in the organization, distance learning, online conferences and webinars, video lessons. And personal methods are based on self-education and self-training of staff. Considerable attention is also paid to the types and forms of staff training. The need to synchronize detailed personnel development programs with the main business strategy is considered. After all, a successful program of personnel development management in the organization starts from the synchronization of personnel development strategy and enterprise development strategy.

МОТИВАЦІЯ ЯК ОСНОВА ПІДВИЩЕННЯ КАДРОВОГО ПОТЕНЦІАЛУ

Based on the analysis of scientific literature, the article examines the theoretical foundations of the motivation of workers. The terminology of motivation is clarified. The classification of motivation factors according to the directions of influence on direct and indirect was determined. The structure of the factors of direct influence and their division into material and non-material incentives has been established. A study of the current motivational model at the private enterprise "Husiatyn furniture factory "Elegant", built on the basis of employees' work experience, was conducted. and the implementation of an improved motivational system is proposed. In addition to seniority, it is proposed to include two more components in the employee motivation system – bonuses for the effective use of the working time fund (taking into account the time norms for the production of a unit of furniture products) and for the accuracy of the production of a model range of products. An evaluation of the effectiveness of the proposed motivational system was carried out, salary calculations were carried out for two groups of employees with different years of work under the existing and proposed motivational systems. The methods of non-financial motivation of the staff of the investigated furniture factory were considered and proposed, in particular: holding motivational meetings, providing opportunities for professional growth, improving the comfort of working conditions, congratulating on significant dates, conducting events to increase and support team spirit, implementing a flexible work schedule for certain categories of employees, providing discounts on factory products. Separate measures have been proposed to improve the effectiveness of non-financial employee incentives, in particular, to waive fines in favor of introducing flexible work schedules and to offer measures to improve the qualifications of production workers. Considered a proposal for an additional day off for the best production workers. It has been proven that the majority of managers are convinced of the effectiveness of only monetary rewards, but experienced HR managers are convinced that the greatest return can be obtained only if there is a successful combination of material and non-material motivation. It is justified that it is appropriate for management personnel to create such conditions at workplaces for their subordinates so that they do not have to resort to fines.

ОЦЕНКА ЭФФЕКТИВНОСТИ ТРУДОВОЙ ДЕЯТЕЛЬНОСТИ СОТРУДНИКОВ СИСТЕМЫ KPI И ВЛИЯНИЯ ИХ НАТЕКУЧЕСТЬ

The article provides a theoretical and practical analysis of the evaluation of the labor activity of employees based on the system of important performance indicators (KPIs) at industrial enterprises of Kashkadarya region, analyzes the material and non-material incentives that affect the system of evaluating the effectiveness of labor activity of employees, the organized labor and management system, as well as staff turnover based on the results of a social survey, considered as the final result, relevant conclusions and proposals have been developed

РОССИЙСКАЯ МОЛОДЕЖЬ О РАБОТОДАТЕЛЯХ И ТРУДОВЫХ ОТНОШЕНИЯХ. РЕЗУЛЬТАТЫ СОЦИЛОГИЧЕСКОГО ОПРОСА

The subject of the study is the attitudes of Russian youth towards the employer and work ethics. The purpose of the paper is to test the stability of young people’s perceptions about the forms of relations with employers, regardless of the dynamics of external and internal economic conditions in Russia. The relevance of the study is due to the contradictions that have accumulated in the relationship between the employer and young employees, which have intensified due to the negative external and internal economic dynamics in Russia. The scientific novelty lies in the empirical base collected immediately before the introduction of unprecedented economic sanctions against Russia and a year after that, as well as in the sociological tools used. The research method is a questionnaire-based survey of the Russian youth using a quota sample (n=600 in 2022 and n=620 in 2023) with representations by gender, age, federal district and size of the settlement. In the course of the study, the authors obtained the following results: it was found that in perception of Russian youth, a negative image of the employer was entrenched, as one interested in deriving significant benefits from its position, and disinterested in the proper encouragement and development of its employees. At the same time, this image is stable and has remained practically unchanged for the period before and a year after the introduction of economic sanctions and the conduct of a special military operation, which may indicate the cultural specificity of such perceptions. The relationship between an employer and a young employee is of a predominant material nature, and if the company’s situation worsens, finding a new job for young employees will become a higher priority than fulfilling their functions. The authors conclude that employers should, firstly, provide their young employees with educational and training opportunities; secondly, review the system of material and non-material remuneration and incentives for employees, including involving them in management decisions; and thirdly, demonstrate the significance of the employer’s contribution to the development of the company, and thereby improve their image in the eyes of the company’s team.

СИСТЕМНИЙ АНАЛІЗ ОПТИМІЗАЦІЇ КАДРОВОГО ЗАБЕЗПЕЧЕННЯ СФЕРИ ФІЗИЧНОЇ КУЛЬТУРИ І СПОРТУ

The implementation of a complex of socio-economic tasks and the achievement of the strategic goal of the functioning and development of the sphere of physical culture and sports as a whole, as well as its individual subsystems, is possible only with its proper staffing, the creation of sufficient and optimal conditions for the growth of its human resources potential. The article characterizes the “definition of staffing optimization”, presents a systematic analysis of its components. Materials and methods. When developing the theoretical aspects of the study, methods of analysis and synthesis, abstraction, and generalization were used. Processing and generalization of research results was carried out using the methods of systematization of mathematical statistics. Discussion. It is clear to the authors that the existing regulatory and legal framework, which addresses the issues of staffing the sphere of physical culture and sports, does not provide for a definition of the term “certification” and does not reveal the essence of this process, which, in turn, may lead to its ambiguous interpretation. At the present stage, the main tasks of optimizing the system of staffing in the sphere of physical culture and sports are: development and approval of standards for staffing the sphere of physical culture and sports (quantitative and qualitative characteristics); implementation of the concept of “Lifelong Learning” and the training of relevant specialists to ensure continuous professional development; certification of the readiness of specialists for the successful performance of functional duties; improvement of the system of material and moral incentives for employees. The authors have formed a vision of the structure of the employment market in the field of physical culture and sports. Results. The main key indicators of optimizing the staffing of the sphere of physical culture and sports are: updating the personnel accounting system in the sphere; availability of normative indicators of the number of specialists per 10 thousand people of the existing population; harmonization with the National Qualifications Framework of a holistic description of the qualification levels of the type of economic activity according to KVED DK 009:2010 93.1. Activities in the field of sports; approval of industry standards for the sphere of physical culture and sports; development of a certification system for professionals; the current system of monitoring the sectoral labor market. The labor market in the field of physical culture and sports is part of the country’s economic system. Given the above, it is important to study the labor market in the field of physical culture and sports from the standpoint of measures, directions, activities, tools of state regulation. At present, there is an urgent need to regulate the domestic legislation regulating the system of employment in the field of physical culture and sports, which should contain effective anti-crisis measures, indicate priorities in the system of employment in the field of physical culture and sports, as well as mechanisms for their implementation.

PROPERTY PROTECTION MECHANISMS AS THE BASIS OF AN ORGANIZATION’S ECONOMIC SECURITY

The purpose of the article is to develop scientific and methodological recommendations for improving mechanisms for ensuring the economic security of an enterprise, as well as approaches to managing the economic security potential of an economic entity and assessing the conditions for its long-term sustainable development. One of the problems of the crisis state of an enterprise is considered - the loss of property and the relevance of timely analysis based on accounting and analytical information, which allows one to calculate possible options and maintain control over property. In this regard, the relevance of this article is visible, related to solving the problem of searching, developing and implementing measures that would reduce the impact of threats to economic security to the minimum possible level and prevent the crisis from deepening in the enterprise. The main attention should be paid to issues of resource conservation - the introduction of progressive norms, standards and resource-saving technologies, the organization of effective accounting and control over the use of resources, the study and implementation of best practices in the economy regime improvement, material and moral incentives for workers in the struggle to improve the quality and competitiveness of products , attracting loans for profitable projects, state regulation of economic activity, innovative management mechanisms.

MECHANISM FOR ENSURING ECONOMIC SECURITY

The current paper is a research of the issue that is relevant today for many enterprises, the issue of neutralizing threats to economic security in the enterprise. Threats can arise and have an impact on any enterprise, regardless of the degree of its stability in the market. This impact, as a rule, is negative and can bring the company to a crisis. In this regard, the relevance of this article is visible, related to solving the problem of finding, developing and implementing such measures that would reduce the impact of threats to economic security to the lowest possible level and prevent the crisis from deepening at the enterprise. At the same time, the main attention should be paid to the issues of resource saving - the introduction of progressive norms, standards and resource-saving technologies, the organization of effective accounting and control over the use of resources, research and implementation of the savings regime, material and moral incentives for employees in the struggle to improve the quality and competitiveness of products, attracting loans for profitable projects, public regulation of economic activity, innovative management mechanisms.

ЗАГРОЗИ ФУНКЦІОНУВАННЯ СФЕРИ ЗАЙНЯТОСТІ В КОНТЕКСТІ ОЧІКУВАНЬ ПОВОЄННОГО ВІДРОДЖЕННЯ УКРАЇНИ

The article identifies problems and threats to Ukraine’s employment sphere functioning, its labor force’ reproducing and using, which will remain relevant at various stages of the post-war revival, taking into account their influence on the implementation of the national economy’ competitiveness factors in the globalized world (needs for: the economic complex’ and its territorial subsystems’ diversification; accelerated development and clustering of innovative and knowledge-intensive types of activities; raising and fulfilling standards of productive employment, decent work and life quality). The effectiveness of the employment sphere’ functioning, which is based on the processes and results of the workforce’ reproduction and use, is one of the key factors of competitive businesses’ management, socium progress and social harmony in the conditions of neo- and post-industrial economic modes that have been spreading throughout the world and its macro-regions. The organization, the regulation priorities of the employment sphere, trends and problems of its functioning determine a multiplicative cluster of incentives and disincentives for the life quality in Ukraine in a number of its manifestations, among which, in particular, – the characteristics of the living environment (household, work), resource base, indicators and peculiarities of human resources’ reproduction and use that are of great importance for recovering from war losses and damages in Ukrainian post-war realities against the further globalization processes’ background. The above-mentioned factors, potentiated by established socially recognized practice and already achieved parameters of the life quality, outline long-term material and immaterial incentives and motivators of individual and community human development, parameters and processes of diversification of the national economy’ and the labor market’ territorial segments, and therefore – expectations and sustainability of positive post-war socioeconomic and, among other, demographic, professional and qualification, migration shifts.