Loyalty as initial level of the relations of system of labor motivation

This paper is relevant under conditions of Russian economy transition towards the innovation-driven development model. Its relevance is justified by the fact that it investigates ways of making enterprise economic activity more efficient through extensive use of the new work motivation mechanism with personnel loyalty as the main strategic motive. The paper contains convincing evidence of the possibility to use personnel creativity to the full, in case management team of the enterprise builds work motivation system based on prioritized role of personnel loyalty in this process. This paper explores social and economic nature of personnel loyalty and contains proof of the thesis, which states that loyalty is a special attitude of employees towards work when it is regarded as their own business and in that case loyalty becomes a strategic level of work motivation process; this paper provides justification of methodological principle stating that the efficiency of work motivation system can be reached, provided that the loyal attitude of personnel towards work is formed previously. Thus, there is a necessity for administrative structures to base upon scientific understanding of the loyalty nature, its sources and forms of realization. The peer-reviewed paper discloses the essence of personnel loyalty under conditions of social and economic nature of innovation-driven work, specific motivation of its creative components, taking into account the fact that personnel loyalty acquires special status and takes the leading role in the system of work motivation. In this regard, the purpose of human resource management in modern enterprises has dual character. On the one hand, enterprise management seeks to reach high production efficiency, feeding upon personnel loyalty, on the other -it is preoccupied with steady reproduction of the personnel loyalty itself. In foreign literature, loyalty is studied through the category of personnel commitment to firm. Commitment is opposed to costly staff turnover, however, despite many practical achievements in this research field, it remains ineffective for the reason that genetic basis for loyal attitude towards work, when it is regarded as one’s own business, is left outside the frameworks of scientific research. Russian terminology describes it as a thrifty attitude of labor collective members towards work. But in that case, personnel commitment to organization is not aimed directly at improvement of the work process in a firm in order to form such characteristics of work which will inevitability generate personnel loyalty for work at this enterprise. Present paper, on the contrary, emphasizes and justifies the priority for creating the loyal personnel attitude to work, when it starts being regarded as individual’s own business, in order to solve the problem of staff turnover.

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