Formation of staff loyalty at the stages of the corporate life cycle: a theoretical aspect

Abstract

Importance. In the context of constant and large-scale changes in the external environment. In conditions of constant and large-scale changes in the external environment, the loyalty of the staff, their dedication, the desire to be part of and the cause of internal changes that make it possible to survive times of crisis for the company and contribute to improving its competitiveness determine the viability and success of the organization.
Objectives and methods. The purpose is to study the actual factors of loyalty formation, substantiate the hierarchical relationship of the terms "job satisfaction", "engagement", "loyalty" and "organizational identity" and the need to transform the state of employee disloyalty into a potential for development through the realization of prestigious and existential needs of employees. The study of the content of elements, factors, behavioral manifestations and practical approaches to the formation of staff loyalty, taking into account the passage of the organization through successive stages of the life cycle. In the practice and methodology of researching the cyclical development of a company, there is a problem of determining the current stage, for which a loyalty matrix has been developed, according to which it is possible to assess the degree of formation of a particular managerial function in order to adjust the appropriate indicator for the promotion or return of the organization to the desired stage. In the process of achieving these goals, the methods of scientific cognition were used: dialectical; analysis and synthesis. The research is based on the study of relevant scientific and periodical economic literature.
Conclusions and Relevance. In conditions of shortage in the labor market, in almost all categories of employees, there is a more pronounced tendency to increase the importance of working with personnel, attracting and retaining them in the organization. Such a task is impossible without the formation of a loyal and engaged team, ready to share the values of the organization, sacrifice their time and efforts for the benefit of the company not only in favorable, but also in times of crisis. Loyal staff not only forms a positive corporate culture and a favorable socio-psychological climate, but also is a conductor of information about the company in the external environment, and is also less prone to deviant behavior, which directly affects the financial performance of the organization. It is the employees who create a sought-after product and support the company in difficult times, however, the formation of a high level of staff loyalty requires constant and purposeful work from the management of the organization, as well as a deep understanding of the elements, levels and types of loyalty to build an effective management system. However, the development of an organization is a cyclical process, and therefore it is impossible to build effective business processes one day and then let them take their course. The change in the external environment, the change of personnel, the transition from one stage of development to another requires constant monitoring and adjustment of processes. In our opinion, the developed loyalty matrix can provide significant assistance in this.