Scientific journal NRU ITMO
Series "Economics and Environmental Management"
Registration certificate ЭЛ № ФС 77 – 55411 от 17.09.2013
registered by the Federal Inspectorate Service for Communication, Information Technologies and Communication Media
ISSN:2310-1172

March 2025 (published: 04.03.2025)

Number 1(60)

Home > Issue > An empirical study of management mechanisms for motivating and incentivizing employees in the context of sustainable digital development

UDC 316.422.42

An empirical study of management mechanisms for motivating and incentivizing employees in the context of sustainable digital development

Kharlamova T.L. , Yuan Yu.

Article in Russian
Reference for citation: Kharlamova T.L. Yuan Yu. An empirical study of management mechanisms for motivating and incentivizing employees in the context of sustainable digital development. Scientific journal NRU ITMO. Series «Economics and Environmental Management». 2025. № 1. Р. 39–48. DOI: 10.17586/2310-1172-2025-18-1-39-48.

Abstract. This article examines the current application of employee motivation and incentive mechanisms in the context of digital development and activation of companies' activities within the framework of the international ESG agenda. The authors analyze the impact of current factors, such as material and non-material rewards, as well as ensuring the well-being and engagement of employees, on their motivation and satisfaction with working conditions. At the same time, attention is paid to the existing contradictions associated with the influence of modern digital tools, which can play both a supporting and a restraining role in staff motivation. The importance of using digital approaches in conducting analytical work and ensuring the intellectualization and automation of management activities with social and environmental focus within the framework of motivation and incentives is emphasized. In the article, based on empirical and multiple regression analysis, hypotheses about the relationship and mutual influence of motivating factors on the satisfaction and involvement of personnel in the context of digitalization and ensuring sustainable development are formulated and proven. The aim of the study is to assess the impact of motivational factors such as wages, non-material impact, availability of feedback mechanisms, and employee well-being on their engagement and job satisfaction (taking into account the stimulating role of digital tools). Based on this, practical recommendations should be proposed for the management of modern companies on creating the foundations for effective personnel performance in the context of digital transformation and implementation of ESG strategy. Research objectives: 1) to assess the impact of various motivational factors on employee engagement and satisfaction; 2) to analyze the impact of digital tools on motivational factors; 3) to identify the moderating impact of digital tools on motivational factors; 4) to propose recommendations for the formation of motivational factors in the context of digital transformation and sustainable development. The object of the study is employees of modern companies participating in international studies on job satisfaction. Research methods: multiple regression analysis, data analysis, generalization, logical analysis and case study.

Read the full article 


Keywords: sustainable development, ESG agenda, management, motivation, staff incentives, digital transformation, mechanism, employee satisfaction, digital tools.

References:

1. Schwartz J, Eaton K., David Mallon D. The worker-employer relationship disrupted: If we're not a family, what are we? Deloitte Insights. 2021. [Electronic resource]. URL: https://www2.deloitte.com/us/en/insights/focus/human-capital-trends/2021/the-evolving-employer-employee-relationship.html (data accessed 05.11.2024). 2. Pandey M.K. A bibliometric review of scientific research on the significance of information technology relating to sustainable development reporting practice / M. K. Pandey, A. K. Pathak, I. G. Sergeeva // Biznes-Informatika. 2023. Vol. 17. No. 4. pp. 94–112. – DOI 10.17323/2587-814X.2023.4.94.112. 3. Измайлов М.К., Пупенцова С.В. Тенденции внедрения элементов концепции ESG в систему менеджмента отечественных предприятий // Научный журнал НИУ ИТМО. Серия: Экономика и экологический менеджмент. 2024. № 1. С. 42–50. DOI 10.17586/2310-1172-2024-17-1-42-50. 4. Commisso C., Kumar Saha A., Downey E., et al. Global Human Capital Trends Report 2024. Deloitte Insights. 2024. p. 120. [Electronic resource]. URL: https://www2.deloitte.com/us/en/insights/focus/human-capital-trends.html (data accessed 05.11.2024). 5. Vashkevich N., Barykin S.E., Krasnov A. [et al.] E-government based on sustainable digitalization: The case of the Chinese social sustainability marketing technologies paradigm // Journal of Infrastructure, Policy and Development. 2024. Vol. 8. No. 3. DOI 10.24294/jipd.v8i3.3113. HJVBCA. 6. Kharlamov A., Kharlamova T. Human capital development in the digitalization risk management process. Atlantis Highlights in Computer Sciences: Proceedings of the International Conference on Digital Technologies in Logistics and Infrastructure (ICDTLI 2019), Saint Petersburg, 2019, April, 04–05. Atlantis Press. 2019. vol. 1. pp. 199–203. 7. Калинина О.В., Васильев А.С. Современные методы поддержания устойчивого развития организации // Экономика и управление: проблемы, решения. 2024. Т. 5. № 3(144). С. 13-19. DOI 10.36871/ek.up.p.r.2024.03.05.002. 8. Kharlamova T.L., Yuxian Yu., Wenye Zh. Talent development strategy during the digital transformation of organizations // Петербургский экономический журнал. 2023. –No. 4. Pp. 123–131. 9. Marken St., Rothwel J. Digital Workers Find Higher Pay, Job Satisfaction, Security. Gallup. [Electronic resource]. URL: https://news.gallup.com/poll/402920/digital-workers-find-higher-pay-job-satisfaction-security.aspx (data accessed 08.11.2024). 10. Bock L. Work Rules! Insights from Inside Google that Will Transform how You Live and Lead. John Murray, 2015. – p. 406. 11. Majchrzak A., Cherbakov L. & Ives B. Harnessing the Power of the Crowds with Corporate Social Networking Tools: How IBM Does It. MIS Quarterly Executive. 2009. 8 (2). pp. 103-108. 12. Winikoff M., Cranefield J., Li J., Richter A. and Doyle C. The Advent of Digital Productivity Assistants: The Case of Microsoft MyAnalytics. 54th Annual Hawaii International Conference on System Sciences (HICSS 2021) At: Kauai. 2021. pp. 338–327. DOI 10.24251/HICSS.2021.040. 13. Keller S., Moles K., Schaninger B. TalentTech:Talent empowerment in the digital age. McKinsey&Company. [Electronic resource]. – URL: https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/the-organization-blog/talenttech-enabling-talent-in-the-digital-age (data accessed 09.11.2024). 14. Patnaik R. Enhancing Salesforce Expertise: The Impact and Evolution of Trailhead Training. J Artif Intell Mach Learn&Data Sci. – 2022. – 1(1). – pp. 529-532. – DOI 10.51219/JAIMLD/raja-patnaik/141. 15. Харламова Т.Л., Алексеева Н.С. Исследование взаимосвязи между человеческим капиталом и инновационным развитием // Социально-экономический и гуманитарный журнал. 2021. № 4(22). С. 63-76. DOI 10.36718/2500-1825-2021-4-63-76. 16. Ергунова О.Т., Сомов А.Г., Бышевская А.В. Интеграция методов искусственного интеллекта в образовательную сферу: возможности и подходы // Научное обозрение. Серия 2: Гуманитарные науки. 2024. № 9. С. 95–107. DOI 10.26653/2076-4685-2024-09-09. 17. Бездудная, А.Г., Растова Ю.И., Львин Ю.М. Обратное наставничество как корпоративная социальная инновация: проблемы и возможности // Известия Санкт-Петербургского государственного экономического университета. 2023. № 1(139). С. 101–105.

DOI 10.17586/2310-1172-2025-18-1-39-48

Editorial address:
191002, St. Petersburg, street. Lomonosova 9, office. 2132

Information 2007-2025, All rights reserved
Department of Internet Solutions NRU ITMO © 2013
Яндекс.Метрика