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THE FORMATION OF EMPLOYEE LOYALTY TO THE COMPANY NORETIOCHOLANOLONE CRISIS

Y. Tokareva, A. Tokarev

Abstract

The relevance of the study what attitude employees have towards their organization is closely connected with its influence on the professional and economic efficiency of the individual professionals and the organization itself as a whole. The analysis of scientific resources has demonstrated that the attitude towards the organization is always substituted by the term loyalty, which characterizes a certain level of work perception both from the external and internal position, which determines the quality of professional activity. The aim of the study was to analyze the social and psychological aspects in the formation of loyalty towards the organization. In order to define the dependence of the employeesВ’ emotional state of mind on their attitude towards the organization and to reach the research objectives at the same time, the authors of the paper used a number of research methods and methodics. Among them are such as survey of employers and employees, the State-Trait Anxiety Inventory (STAI) technique offered by Charles D. Spielberg and adapted by Yu.L. Khanin, the methodic В‘Determining the State of FrustrarionВ’ by V.V. Boiko, multilevel personality questionnaire by A.G. Maklakov and S.V. Chermyanin and В‘Loyalty MeasurementВ’ questionnaire by S.S. Baranskaya. The experimental base is represented by the company located in Ekaterinburg, Russia and its employees (260 people), working in the sphere of commercial equipment delivery. The study showed that the social and psychological foundation of the loyal attitude towards the organization is based on the average level of personal anxiety and the high level of adaptivity. Statistical analysis of the data showed that: the high level of personal anxiety is associated with the low level of organizational loyalty; the high level of loyalty to the work is associated with the high level of situational anxiety; the high level of personal anxiety is associated with the high level of loyalty to work and low satisfaction with the professional interaction; the higher the level of loyalty to the organization is, the lower the level of personal tension is. Also it was determined that being in constant stress, the employees of the organization turn out to be more satisfied with job because anxiety is a motivating factor to meet personal needs. Consequently, the employees concern involves the promotion of new ways to develop the organization; the state of frustration leads to dissatisfaction with themselves or to others. The strategy of detailed information distribution is recommended in work with employees who experience high level of anxiety and stress at work and therefore demonstrate the low level of loyalty. For employees with low level of anxiety, high level of aggression, and low level of adaptability, it is recommended to use the metho1ds of tangible and intangible incentives. The issue under analysis has a number of unsolved problems related to the impact of active personnel management services on the loyalty of employees with different skill and experience.

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