Influence of the dominant labor interests on organizational behavior

Abstract

Purpose. The purpose of this paper is to identify the types of labor interests of different categories of employees and its effect on organizational behavior. Methods. The paper uses analysis of scientific literature on the issue of interest; analysis of data obtained from the author’s social and psychological surveys in organizations, interviews and focus groups of employees, monitoring of the organizational behavior. Findings. The conceptualization of the “interest” construct has been discussed, the differences between needs and interests, motives and interests, emotion and awareness of interests has been revealed, the modern definition of labor interests construct has been suggested. The new basis for classification and the typology of interest for current employees have been proposed to highlight the characteristics and types of interests. The role of  “interests” construct in social psychology of work has been outlined. The social and psychological aspects of the conflict of interests of employees within the organization have been analyzed considering external factors involvement rights in different social groups. Thus, the basis for the structural typology of the modern employee’s interests have been highlighted. It includes seven types of interests: economic, narrow professional, career (wellprofessional, labor), group, corporate, national, general civil (state). Value of the results. This study represents the relationship between conflicting interests of groups of employees and organizational performance. The suggested structural model of employee interests can be used to design research and define the basic phenomena. Also, the paper provides organizational practitioners with insights into the building sustainable, useful and socially significant labor interests. The paper shows the importance of considering the level of employee’s involvement in the organizational activities in the assessment of organizational effectiveness.