Organizational Psychology

The relevance of this study stems from the intensifying competition for highly qualified personnel in the modern Russian labor market, which highlights the need for organizations to shift from standardized to deeply differentiated approaches to motivation management. In this context, considering gender specifics is becoming a critical factor in the effectiveness of HR practices, as traditional models demonstrate limited effectiveness in attracting and retaining valuable specialists of both genders. Purpose. The study aims to identify and analyze gender-specific patterns in the structure of work motivation, viewed as a system of interacting personal and situational factors. The objectives included identifying significantly different personal factors, determining the structural relationships between them, analyzing the perception of situational factors, and developing practical recommendations. Methodology. The empirical base consisted of data from an online survey of 164 highly qualified specialists (75 men, 89 women). For diagnostic purposes, an original questionnaire based on the semantic differential method was developed and validated. The methodological framework was based on a system of principles encompassing systemic differentiation and integration, subordination of motives, adaptability, and resilience, which allowed for the analysis of motivation as a holistic system with varying architectures. Data was processed using Student’s t-test and correlation analysis. Results. Statistically significant gender differences were identified: men demonstrated a higher orientation toward autonomy (p = 0.002), leadership (p = 0.024), and the personal significanceof work (p = 0.034); women were characterized by a more pronounced desire for security (p = 0.000), consistency (p= 0.008), and corporate work (p = 0.000). The key result is the identification of fundamental differences in the architecture of motivation: male motivation represents a differentiated system of independent patterns (“Leaders,” “Entrepreneurs,” “Experts”), while female motivation is an integrated system in which security serves as the fundamental foundation. Value of the results. The study empirically confirmed the hypothesis about the structural nature of gender differences. A system of practical recommendations for motivational profiling and differentiation of HR practices wasdeveloped. The data obtained demonstrates the strategic necessity of transitioning to a gender-sensitiveapproach to personnel motivation management to improve the competitiveness of organizations in the modern labor market.