Измерения трудовой мотивации сотрудников финансового сектора, состоящих в кадровом резерве и программах развития талантов
The article presents the results of a study conducted on a sample of talent pool in financial organizations to identify key scales of motivational space. Motivational tasks was used for conducting the study. Motivational task is a tool for self-appraisal of the field of motivational objects allowing further reconstruction of motivational space. The conditions of the motivational task resolution have been implemented in the assesment procedure named Motivational Map. The diagnostics procedure consists in multiple visual appraisal of 16 motivational objects (J.Nuttin) within a dimensional graphic space determined by 6 evaluation scales. As a result of multidimensional scaling we obtained empirical scales of work motivation space: Personal priorities, Social significance, Perceptiveness.
The article features a new technique of work motivation diagnostics based on the new developed concept of motivational task. A motivational task is a tool for self-appraisal of the field of motivational objects allowing further reconstruction of motivational space. The conditions of the motivational task resolution have been implemented in the diagnostic procedure “Motivational Map”. The diagnostics procedure consists in multiple visual appraisal of 16 motivational objects (J.Nuttin) within a dimensional graphic space determined by 6 evaluation scales. To indicate the geometric patterns that reflect the relationship between motivational objects used the term subjective motivation space, based on the definition of subjective psychological space in modern models of multidimensional scaling. Conditions of motivational tasks are: ranking of motivational objects, determination of the subjective center of motivational space, multiple comparative evaluation of motivational objects, successive refinement of estimates motivational objects, adjusting the motivational space with a view of placing high priority motivational object. Approbation of new assesment technique was conducted on a sample of 206 financial specialists and included two series - test and retest. Collected results were compared with the scores received with the help of standard questionnaires. The construct validity of the methodology was assessed by means of the regression analysis. The scales used in the standard methodologies of work motivation assessment served as the independent variables, while the parameters registered by the developed methodology served as the dependent variables. In the course of validity analysis 32 highly important regression models were established. The results of psychometric verification of validity and reliability are presented in the article.
The article is devoted to examining of the potential application of the concept of talent management in
Russian universities. For this purpose we analyzed the main stages of development of the concept, identified
its benefits, and the experience of the use of the concept of talent management in universities, in particular,
in the case of the HSE – Saint Petersburg
The current transformation of the labor sphere is often inconsistent in the direction and
content of the changes in employment relations and working activity. This has prompted
a revision of the theoretical foundations of the study of values and motives at work.
In this paper, work activity is regarded as a set of value-orientation bases, specific labor
practices and the true motivation of work behavior. In particular, we distinguish between
value dispositions and true work motivation, which depends on specific workplace and
Our survey of 1,423 Russian workers and managers revealed (1) the determinants
of the existing role standards in the work activity of Russian employees, (2) the role of
employees’ value dispositions in these processes, and (3) the importance of the socio-
economic conditions of specific jobs and occupations.
The findings confirm the dominance of materialistic values, although there are
significant differences in the actualization of values focused on personal development
within professional and industrial dimensions. We also find that the orientation towards self-
realization and professional development and the possibility of obtaining new knowledge
and skills are significantly associated with a positive normative model of individual work
behavior. Additionally, we reveal the considerable impact of the work content on the
demonstration of diligent and professional work. Finally, we find that true work motivation
is very much aligned with the norms and rules adopted in particular work environments.
This book explores the implications of talent management in four practical settings across the globe. Focusing on countries in the Asia-Pacific region, Central and Eastern Europe, Latin America and within the Commonwealth of Independent States (CIS), the authors illustrate how multinational corporations (MNCs) can benefit from talent management practices and as a result, develop a strategy of organizational leadership. Offering empirical examples from each region, this book examines how economic and cultural contexts influence talent management. Talent Management in Global Organizations discusses successful cases in different cross-cultural settings, and aims to inspire companies around the world to develop and implement talent management practices effectively.
Nowadays the most significant challenges in people management for companies are to attract, develop and retain people that companies treat as talents. These challenges become complex in an unstable economy and uncertain situations for businesses. Talent management practices were originated in the early 1990s in the USA. Talent management strategies in companies of developed countries are described by some authors as a mature approach, a new paradigm in people management. The paper aims to consider theoretical approaches to talent management studies, to bring out several disputable moments of theoretical constructs in this field, to understand discrepancies and gaps in the extant studies In order to achieve these goals the analysis of the recent academic literature in the field is conducted, the main constructs of talent management are observed, definitions of talent are discussed, and basis vectors of the talent in business is suggested. Talent management is analyzed from two main points of view, elicited from the set of literature: talent management as a system and as a strategy, some inconsistencies and omissions are mentioned. Then several main tensions in talent management approaches are noted.
The distractive effects on attentional task performance in different paradigms are analyzed in this paper. I demonstrate how distractors may negatively affect (interference effect), positively (redundancy effect) or neutrally (null effect). Distractor effects described in literature are classified in accordance with their hypothetical source. The general rule of the theory is also introduced. It contains the formal prediction of the particular distractor effect, based on entropy and redundancy measures from the mathematical theory of communication (Shannon, 1948). Single- vs dual-process frameworks are considered for hypothetical mechanisms which underpin the distractor effects. Distractor profiles (DPs) are also introduced for the formalization and simple visualization of experimental data concerning the distractor effects. Typical shapes of DPs and their interpretations are discussed with examples from three frequently cited experiments. Finally, the paper introduces hierarchical hypothesis that states the level-fashion modulating interrelations between distractor effects of different classes.
This article describes the expierence of studying factors influencing the social well-being of educational migrants as mesured by means of a psychological well-being scale (A. Perrudet-Badoux, G.A. Mendelsohn, J.Chiche, 1988) previously adapted for Russian by M.V. Sokolova. A statistical analysis of the scale's reliability is performed. Trends in dynamics of subjective well-being are indentified on the basis the correlations analysis between the condbtbions of adaptation and its success rate, and potential mechanisms for developing subjective well-being among student migrants living in student hostels are described. Particular attention is paid to commuting as a factor of adaptation.