employee
Russian Federation
The relevance of the research is due to the growing role of human capital in ensuring the competitiveness and sustainable development of organizations in the context of digital transformation, unstable markets and a shortage of qualified personnel. Modern companies are increasingly realizing that business efficiency directly depends not only on financial and technological resources, but also on the quality of management of organizational behavior of staff. The aim of the study is to identify and substantiate the correlation between organizational behavior management practices (including counseling, mentoring, achievement recognition, and engagement) and indicators of organizational success – productivity, talent retention, and employee satisfaction. The scientific novelty of the research lies in the empirical confirmation of the shift in the paradigm of personnel management from collectivistic forms to individualized practices, as well as in updating the theoretical and practical base, taking into account post-pandemic and digital realities, including data from Rosstat, the World Bank and industry research. The results of the study include confirmation of the hypothesis: respondents highly appreciated the importance of counseling (average score – 3.92), personal communication (3.72) and mentoring, while rejecting the claim that recognition does not affect satisfaction (average rejection score – 2.32). This indicates the dominance of non-material motivators in the modern work context. In conclusion, practical recommendations are formulated for the integration of individualized management practices into HR strategies, including the introduction of mentoring programs, recognition systems, and internal counseling. The need to transform the psychological contract towards mutual responsibility and development is emphasized.
human capital, organizational behavior, intangible motivation, mentoring, employee engagement, psychological contract, sustainable success, individualization of management
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