Скачкова Людмила Сергеевна

Introduction. In the era of global transformations, higher education is becoming a critical factor in national competitiveness, where research and teaching staff are a key strategic resource. The Russian higher education system is going through a difficult period of institutional transformation. Continuous reforms in recent decades have significantly changed the landscape of academic work: the administrative burden has increased, the requirements for publication activity have increased, while the level of material support remains relatively low. The multitasking of research and teaching staff - from teaching and research to methodological work and international integration - forms a unique motivational matrix that does not fit into traditional management schemes. The article searches for alternative foundations and principles for building a motivation system in the academic field. Purpose. Development of an integrated approach to the formation of a system of remuneration for scientific and pedagogical staff, overcoming the limitations of traditional models of motivation in higher education. Methods. The analysis of classical and modern theories of motivation (F. Taylor, A. Maslow, F. Herzberg, V. Vroom, M. Seligman), a critical review of scientific literature, a study of information asymmetry in the academic environment, an analysis of non-economic factors of the labor behavior of scientific and pedagogical workers. The research results are focused on developing the concept of a remuneration system based on a human-centered approach, long-term contracts, building "promising lines" of professional activity, forming a competitive wage level and ensuring internal fairness. Conclusions. The proposed approach demonstrates the need to transform existing motivation models from administrative and controlling ones to partnership ones based on mutual trust and recognition of individual professional development trajectories. The research makes it possible to overcome the negative effects of information asymmetry and form a more flexible personnel management system at a modern university.

Universal basic income has emerged as a novel socio-economic concept in response to major social crises, periods of high unemployment, and the COVID-19 pandemic, stimulating considerable interest among academic and policy circles worldwide. Universal basic income offers a new socio-economic direction to mitigate economic inequality and address poverty, and this article provides a comprehensive analysis of its origins, development, and application. Through an exploration of the theoretical underpinnings, as well as an evaluation of the practical implementation of universal basic income, this article offers a more systematic understanding of this new institution and its impact on social protection systems. Drawing insights from prior experiences of universal basic income implementation, this article highlights important guidelines for the evolution of modern social protection systems.

Russian universities need highly qualified specialists who are able to teach, conduct scientific research, present their results and their university to the world community, and perform administrative and methodological work for improve their competitiveness. To develop the human resources potential of higher school employees, the university must have a well-developed strategy in accordance with its strategic goals and objectives, which is based on the management system of employee motivation and engagement, creating conditions and incentives for effective work, providing opportunities for professional development, ensuring career growth. The article considers the main features of human resource management in modern universities, suggests tools for increasing the involvement of scientific-pedagogical workers and retaining PhD students at the university.

In connection with the existing terminological confusion regarding the understanding of “subjective well-being” (SWB), the authors give a brief overview of theoretical approaches to understanding the essence of the above category. The authors express their views on the importance of the influence of subjective well-being on the choice of profession and suggest exploring this a phenomenon on the example of a professional group scientific and pedagogical workers. The article substantiates the author’s methodology for the study of subjective well-being scientific and pedagogical workers on the basis of analysis and synthesis of the most significant and tested methods that measure this aspect of the reproduction of human capital.

The article is devoted to the study of factors of subjective well-being (SWB) of scientific and pedagogical workers. The study presents a review of theoretical approaches in SWB studies, describes the methodology and presents an analysis of the research phase of the study: reflection, the results of observation and the opinions of participants in focus groups of scientific and pedagogical workers. The authors of the article present their own interpretation of a set of factors of subjective well-being, including factors related to the professional activities of scientific and pedagogical workers, factors that keep and push out of this professional sphere.

The article describes the potential of application of the concept of strategic management and strategic planning system, in particular, in universities, shows the algorithm and its’ implementation mechanism on the base of the balanced scorecard and project management. The effectiveness of this tool is backed by opportunity to execute the project activities, even under limited budget and low level of motivation of the university staff.