Motivation and Job Satisfaction as Factors of Employee Productivity

The presented study examines the phenomenon of employee productivity in connection with such psychological constructs as organizational expectations, the possibility to realize the motives of employees, and job satisfaction (through the example of a specific Russian construction company). It also analyzes the effects of employee satisfaction on their productivity, including their assessment of the possibility to realize motives, with allowance for the balance between cultural and value paradigms. Aim. The study examines the correlation between employee productivity in the context of the existing organizational culture with the following characteristics: acceptance of the organizational culture by employees (correlation between cultural and value expectations), assessment of the possibility to realize the professional motives of employees, and job satisfaction. Tasks. The authors identify the key indicators of organizational performance, analyze the social and psychological criteria of employee productivity (possibility to realize motives, attractiveness of the organization in terms of motivation and values, job satisfaction), and provide recommendations on improving organizational performance. Methods. This study uses general scientific methods of cognition to examine the issues of performance and productivity and to identify performance criteria for the company under consideration. The study also uses K. Cameron and R. Quinn's Competing Values Framework and V. Dominiak's theory of motivational potential. Results. The existing organizational culture is analyzed, and organizational expectations are identified. The motivational profile of employees is analyzed. The prevailing life values of employees and their correlation with the dominating motives are determined. Various aspects of job satisfaction and their importance to employees are analyzed. Conclusions. The results of this study allow managers to adjust the existing system of incentives to improve employee productivity, and to build a system for optimizing organizational culture. The resulting conclusions substantiate the selected strategy oriented towards changing the organizational culture, forming an additional department, creating a personnel reserve institution, and developing a system of non-material motivation in the organization.

efficiency, productivity, organizational expectations, motivational expectations, job satisfaction, possibility to realize motives, эффективность, продуктивность, организационные ожидания, мотивационные ожидания, удовлетворенность трудом, возможность реализации мотивов

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