RESULTS OF THE EMPIRICAL STUDY OF THE RELATIONSHIP OF MOTIVATION AND TIME PERSPECTIVES OF A PERSONALITY OF IT SPECIALIST

The research paper focuses on the results of an empirical study of the relationship between motivation and time perspectives of IT specialists. The issue of peculiarities of the manifestation of socio-demographic indicators of the respondents (age, gender, specialty, work experience, number of companies, etc.) is considered. Linear regression analysis was used to determine the interaction of motivational and personality traits of the subjects. Three variants of the regression analysis were also performed - the first one for the whole sample, the second one - only for the technical positions studied, and the third one - for the non-technical positions studied. The second and third attempts were made to determine the specifics of personality traits of specialists in different fields. It is revealed that conscientiousness is a constant personality trait that influences the expressiveness of achievement motivation of IT specialists. While the interaction of achievement motivation with other personal, motivational, professional and individual (such as self-realization, goal internalization, external and internal self-concepts, neuroticism, negative past, hedonistic present, gender, specialty, and number of companies that changed by the subjects) require additional research. It is noted that the new paradigm of social management of personnel motivation (in particular, IT specialists) involves timely response to external and internal challenges, the use of intellectual and physical potential of performers, the transition to innovative forms and methods of influence, which requires not only constant updating of products, technologies, but also the structure of manpower, improving the organizational culture. It is stated that the key conditions that determine the prevailing structure of professional motivation of an IT specialist in a specific workplace are: the degree of wage dependence on measurable individual results of work, the degree of monotony and uniformity of activity, the level of qualification required to perform professional functions and the degree of autonomy at a workplace, availability of a budget. The main components of the quality of working life are: the socio-economic status of the organization, the nature of social relations, an effective system of remuneration, etc.