1. Slide 1
Significant gender differences in the response patterns of the participants in this
survey emerge in more than half of the cases. Women are more likely than men to
say that pay is very important (PAY), the chance to do something that makes them
feel good as a person is very important (FEELGOOD), job security is very
important (JOBSECR), receiving respect from co-workers is very important
(RCVRESP), receiving praise from supervisor is very important (SUPRPRZ), and
the friendliness of co-workers is very important (FRDWKRS). Individually, each
of these motivators is more important to women than to men; that is, the mean
value is significantly higher. However, the relative ranking of these job motivators
from most important to least important, based on mean response values, is not
significantly different between the men and women participating in this study.
3.3 Motivational dynamics in Russia
Motivation is related not only to individual’s state of needs, his culture and
personality but also to his understanding of career concept which, in turn, is
related to current social, political and economic situation of the environment.
Khapova’s and Korotov’s (2007) findings are useful in understanding careers and
motivations behind them in a larger context. They have examined in their research
paper related to economic development and careers, Russian careers in three
decades: careers during the Soviet times (until 1990’s), careers in the era of
transition (from 1990 until 2000) and careers today (since 2000). The content of
nine career attributes in each period was explored, e.g. subjective career or the
individual’s own interpretation of his or her career situation, and ”knowing-why”,
or a sense of a person’s identity and motivation.
According to the research results, the concept of subjective career, the individual’s
own interpretation of his or her career situation has changed significantly in Russia
over a period of last decades. Before 1990’s the subjective career front, work
motivation, performance, and occupational satisfaction were often low. Work
motivation showed low levels of intrinsic motivation and high emphasis of salary.
With the arrival of capitalism, material wealth became more and more important
for Russians with stable income as a goal for career efforts for most of the people.
At the same time, career became to be linked to opportunities to pursue a new life
style and further growth possibilities. Opportunities to learn new skills and
training programs became highly valued in one’s work life.
In the new Russia after transition period, new culture of freedom and
responsibility led to a new, more Western-like career model based on looking for

2. choices. Today’s Russians like to be intellectually challenged, recognized, socially
important, internationally and domestically visible and are concerned with work-
life balance. Continuous professional and personal growth becomes an important
part of individual’s engagement in work-related activities with early achievement
of a high level responsibility. Although employee loyalty is decreasing, unlike in
the transition years, decisions about switching jobs are now more likely to be
associated with expected future opportunities rather than with pure monetary
rewards. Subjective career is now associated with the feeling of importance,
meaning, intellectual challenge, and opportunities to further growth not differing
from other European countries. (Khapova & Korotov 2007.)
(J.Linz, 2012)
(Maaniitty, 2012)
Reference List
J.Linz, S. (2012). Motivating Russian Workers: Analysis of Age and Gender Differences.
Michigan State University , Economics.
Maaniitty, T. (2012). Saimaa University of Applied Sciences, Business
Administration .