Organizational Psychology

The article presents the results of a study conducted in financial organizations on a sample of talent pool and internal candidates to leadership positions (according to existing HR practices in the company). Purpose was to find out the key scales of motivational space, defining labour activity of employees, interested in career development. Approach. Research design was based on the procedure of motivational tasks. Motivational task is a tool for self-appraisal of the field of motivational objectsallowing further reconstruction of motivational space. The diagnostics procedure consists in multiplevisual appraisal of 16 motivational objects (J. Nuttin) within a dimensional graphic space determined by 6 evaluation scales. Approbation of this assesment technique was conducted on a sample of financial specialists. The results of psychometric verification of validity and reliability were presentedin previous research (Strizhova, Gusev, 2011). Findings. In the result of multidimensional scaling,we received empirical scales of motivational space for employees, focused on career development:“Personal priority”, “Social importance”, “Perspectivity”. “Social importance” reflects the orientation on socially meaningful motivations. “Personal priority” describes something that is significant primarily for a person as an individual (family welfare, vacation, etc.). The “Perceptivity” is the likelihood of achieving aspirations in the existing conditions, which introduces a corrective component for the other two scales. Implications for practice. The obtained scales of motivational space are the priority factors of motivation space of the employees, focused on career development in the financial sector that need to be considered in coaching support programs — both, group and individual.