Value Orientations Of Employees Research Articles

Mobility and Flexibility in the Regional Labor Market: Between State Regulation of Employment and Value Orientations of Employees

Aim . The presented study aims to develop mechanisms for improving the efficiency of measures taken during the implementation of regional policies in the field of labor and employment. Tasks . Based on the analysis of scientific literature, the authors identify global and local trends in the labor market; determine positive and negative consequences of labor and employment trends for the economy; formulate recommendations for efficient regulation of the labor market at the regional level with allowance for the HR policies and strategies of enterprises and or- ganizations. Methods . This study is based on the analysis of the current laws and regulations and the prac- tices of implementing regional labor and employment policies in the subjects of the Northwest- ern Federal District (NWFD). The HR policy in the Northwestern Federal District at small, medium, and large enterprises operating in the field of innovation is examined by interviewing managers and HR experts. The authors also propose to study value orientations in the field of labor activity and professional preferences of the younger generation and older age groups. Results . Based on the results of the study, the authors formulate proposals that can improve the efficiency of interaction between stakeholders in the implementation of regional employment policies and regulation of labor relations. Conclusions . The study provides recommendations for improving the efficiency of state regula- tion of the regional labor market and implementing the national employment policy. After be- ing discussed by the expert community, these recommendations can most likely be successfully implemented at the regional level through educational activities and the work of specialized and interdepartmental commissions without significant financial and time expenditures. The proposed approaches are relevant due to the need to find new guidelines for the social policy and to react swiftly to emerging challenges and demands of labor market participants, while also making use of opportunities and prospects for the digitalization of the national economy.

MOTIVATION OF THE BANKING SECTOR EMPLOYEES IN THE CONTEXT OF THEIR VALUE ORIENTATIONS

Abstract. It is investigated the theoretical bases of motivation of the banking sector employees in the context of their value orientations and the directions of their value adaptation as a tool of management and behavior management of banking staff. The aim of the work is to develop the motivation concepts of the banking sector employees on the value orientations basis in the context of the need of the effective mechanisms formation on the employment influence on the banking institutions employees. It is noted that in the motivation process of the banking sector employees it is necessary to highlight the subjects of motivation which are the motivated subject and motivating. It is proved that the object of motivation is the value orientations of employees that include the basic needs and interests of employees. Based on the approach of A. Maslow for the concept understanding of «value», groups of value orientations of banking sector employees are formed. The conceptual regulations of the motivation for the banking sector employees based on value orientations has been deepened. It has been established that the approximating process of the subjective system of values in the objective system is the value adaptation of employees and may include both external and internal motivation. It is proved that the internal motives are formed under the influence of the external motivation which involves the various methods application of the labor behavior influencing of the employees within the material and non-material form. The concepts of the motivating banking sector employees on the basis of value orientations are proposed taking into account the processes of value adaptation as a transformation of the subjective value system into the objective one which include the organizational, regulatory and financial fundamentals of stimulating labor activity of the banking institutions personnel, the implementation of which will contribute to the further development of the banking sector in terms of the motivational aspects of the bank employees and meet the needs of the economic entities for receiving of a wide range of modern banking services. Keywords: motivation, value, motivation of the banking sector employees based on value orientations, value adaptation, external and internal motivation, motivation methods. JEL Classification G21, J31 Formulas: 0; fig.: 3; tabl.: 0; bibl.: 13.

Russian

Russian

Cultural value orientations of the former communist countries: a gender-based analysis

This study examines the cultural value orientations of employees working in major industrial and commercial centers of six ex-communist Central Eastern European Countries (CEECs) and Euro-Asian countries, in particular the former Soviet Republics (FSRs). The analysis is based on a questionnaire survey administered with 1052 respondents. The study tests a number of hypotheses regarding the cultural orientations of the sample populations, using gender as the core variable. The study reports cultural dimensions on which the female respondents clearly differ from their male counterparts, and there is more cultural homogeneity among males than among females within the CEECs and FSRs. Furthermore, the findings show similar cultural patterns emerging between the Czech Republic, former East Germany (FEG), and Poland on the one hand and Georgia and Uzbekistan on the other, whereas Russia culturally stands between the two groups. The research also highlights the basis of cultural aspects from which both national and managerial cultures of each research country are emerging. It brings to light the methods employed by management toward human resources in these countries, and also identifies key issues for overseas operators currently undertaking a business or planning to establish one in these countries.

A cross-national comparison of cultural value orientations of Indian, Polish, Russian and American employees

This study examines the cultural value orientations (VOs) of employees (managerial and non-managerial) working in three categories of organizations (professional, technical and local services) in India, Poland, Russia and the USA. The analysis is conducted at both the national and organizational levels. The paper hypothesizes cultural differences at the country level and cultural similarities among employees working for professional and technical oriented organizations and divergence in the VOs of employees working for local services organizations. It also hypothesizes differences in the VOs of managerial and non-managerial employees in the four countries. The investigation has been conducted with the help of a questionnaire survey of 1,852 respondents. The outcomes of the analysis show that there are both cross-country cultural differences and similarities among the VOs of employees of the four nations. Further, significant cultural convergence emerges in the VOs of employees working for both professional and technical organizations, however, no significant cultural similarities or differences are observed for employees of service-based organizations in the four countries. There are some similarities emerging between managerial employees in the research countries. The research contributes to the fields of cross-cultural management, international management and international human resource management.