Dynamics and Priority of Motivation Factors for Responsible Staff Behaviour in Conditions of Prolonged Systemic Crises: Assessment from the Perspective of Traditional and Alternative Theories

Abstract

Theoretical and methodological principles are substantiated and empirical patterns of transformation of the structure of needs, dynamics and priority of factors motivating responsible behavior of personnel in conditions of prolonged crises are revealed from the standpoint of classical and alternative management concepts. The theoretical and methodological basis of the study was the fundamental provisions of the theory of needs by A. Maslow, the model by F. Herzberg, as well as the alternative measurement of needs and motivation by V. Frankl. The information base was formed by longitudinal and comparative data from foreign scientific publications on the consequences of the 2008 recession and the COVID-19 pandemic. The empirical block was implemented in 2025 using qualitative methods of sociological research - focus group discussions and in-depth discussions with the participation of 14 managers and middle managers of six domestic enterprises in the industrial sector and production services.

A reassessment of classical motivation models has been carried out: it has been proven that during acute macroshocks, there is a regression of needs towards physical and economic security, which are transformed from background hygienic factors into powerful stimulating tools for forming loyalty.

It has been proven that a hybrid motivation model has been formed in the Ukrainian business environment, which balances the financial and material foundation of survival, security packages and moral and psychological guidelines. It has been established that organizational stability and resistance of teams during periods of military and economic disasters depend on the quality of moral leadership.

The architecture of motivation according to V. Frankl has been substantiated, where the desire for meaning declares itself precisely in extreme, unbearable conditions and is a self-sufficient driver of employees' over-efforts. The results of focus groups have confirmed the effect of the Yorks-Dodson laws and basic cognitive distortions in personnel management; It is determined that intellectual models of leadership, oriented towards higher meanings, conscience and responsibility to others, serve as the basis of adaptive management.