ИСТИНА

The issue of actualization of labor interests as a motivational driver and one of the sources of labor productivity is little-studied in applied and organizational psychology. The study given in the paper fills some “blanks” of this problem. The purpose of the paper is to consider theoretical, methodological and practical approaches to studying and using personal interests of employees in the process of personnel management. The leading approach to research is the motivational system proposed on the basis of theoretical analysis and the developed psychological model of labor interests, which made it possible to create a methodology for assessing the structure of labor interests. Using the methods of a special survey, questioning and interview guides, the analysis and comparative assessment of the labor interests of 50 candidates for the service manager position (entertainment and restaurant industry field) was conducted (with no regard whether candidates have passed or not passed the selection); as well as of 45 employees of this industry aged 18 to 25. The main results of the paper show the connection of labor interests with the company's personnel management system, namely with the processes of selection, adaptation and training. It was revealed that the candidates who had been selected for the service manager position were of primary group interest (small social group interest), and financial incentive was only in the second place. At the same time, financial incentive contributed to the successful passage of the adaptation period. Occupational interests of employees depended on their education and job specifics; career interests were influenced by the time planned with the company. The recommendations necessary for the employer to create the conditions corresponding to the leading labor interests of the employees were substantiated. As a result: theoretical phenomenological description of the structure and psychological model of labor interests is given. In practical terms, the relevance of the accounting, assessment and impact of workers' labor interests on personnel management is proved. The materials of the paper can be of interest to scientists working on the field of applied psychology and labor psychology; and also to practicing HR-managers.