Теории мотивации играют важную роль в формировании системы управления человеческими ресурсами. Особенно в современных организациях для изучения и построения системы мотивации можно использовать двухфакторную теорию мотивации Герцберга. В данной статье проанализирована взаимосвязь между описательными характеристиками респондентов и гигиеническими /мотивирующими факторами, а также влияние этих факторов на управление карьерой сотрудников и преподавателей университета. Для оценки собственного мнения респондента при сборе данных был использован метод опроса, составленный с использованием 5-балльной шкалы Лайкерта. Результаты опроса были закодированы и использованы в программе SPSS Statistics. С помощью данной программы были проведены факторный анализ, дисперсионный анализ (ANOVA) и регрессионный анализ результатов опроса. В данной статье выявлено влияние гигиенических и мотивирующих факторов на управление карьерой в отношении сотрудников и преподавателей. То есть, в случае увеличения коэффициента гигиенического фактора на одну единицу, уровень управления карьерой снизится на 18,5%. Наоборот, существует положительная корреляция между мотивирующим фактором и карьерным развитием. То есть, если мотивирующий фактор возрастет на единицу, фактор карьерного развития увеличится на 43,5%. В результате исследования в рамках двухфакторной теории было установлено, что оба фактора важны для карьерного развития сотрудников и преподавателей. Тем не менее, к мотивирующим факторам необходимо придавать большее значение для достижения положительного результата в управлении карьерой. Когда мотивация повышается благодаря справедливой и эффективной практике мотивации, желание развиваться у персонала также увеличивается.

This study is aimed to evaluate the influence of scientific activity and innovation on the economic performance of a country, measured by Gross Domestic Product (GDP), using Kazakhstan as a case study. Employing Partial Least Squares Path Modeling (PLS-PM), a variance-based Structural Equation Modeling (SEM) approach, the research analyzed secondary data to explore the structural relationships between scientific investment, activity, and their subsequent impact on GDP and innovative organizational activity. The methodology was centered on assessing the measurement model for reliability and validity, and the structural model for the strength and significance of the relationships using path coefficients and R-squared values. Hypotheses were formulated to test the expected positive influences of scientific activity and internal R&D costs on GDP, and the role of scientific activity in driving innovative activity within organizations. The results indicated a positive relationship between scientific activity and GDP, confirming the hypothesis that science contributes significantly to economic development. Internal R&D costs were found to have a strong positive impact on scientific activity, highlighting the importance of R&D investment. However, innovative activity within organizations showed a negative association with GDP, suggesting a more complex relationship that may not lead to immediate economic gains. Scientific activity was also seen to positively influence organizational innovation. The study’s findings emphasize the need for strategic planning and investment in scientific research and education to bolster economic development.

Understanding structural dynamics and workforce segmentation has become essential for sustainable economic policy and employment regulation in the context of global economic transformation, technological change, and labour market volatility. The goal of the current study is to identify key worker groups with varying levels of employment stability, staff turnover, and personnel cost distribution. The fuzzy clustering algorithm (Fuzzy C-Means) is used as the primary method, which makes it possible to assign objects to several clusters with varying degrees of affiliation. The analysis was based on official statistics of the labor market in the Republic of Kazakhstan for the period 2013-2023. The analysis revealed three stable clusters: stable workforce flow cluster with low staff turnover (0.172) and balanced replacement (0.152); adaptive cluster with moderate instability, turnover of 0.355 and demand for labor up to 30 020 people; unbalanced cluster with high-cost variability (up to 19 billion tenge), compensation (coefficient of variation of 0.386) and maximum admission of graduates (up to 86,227 people). Kazakhstan's labor market is characterized by stability in traditional sectors, moderate adaptation in cyclical industries, and high volatility in technologically advanced and competitive segments. These results suggest the need for a differentiated employment policy that considers industry-specific characteristics and the digital transformation of the economy. Future research should investigate sector-specific models of human resource transformation and explore how employment dynamics can be integrated into strategies for sustainable and innovation-driven development.

Many contemporary HRM systems have been developed based on motivation theories. Herzberg's theory of motivation serves as a methodology for examining and constructing motivation systems within organizations. This study aims to uncover the relationship between respondents' descriptive characteristics and hygienic/motivating factors and their impact on employee performance in the university and the industry. Employing a questionnaire method and utilizing Likert's 5-point scale for assessment, the authors collected, coded, and analyzed data using the SPSS Statistics Program. The study establishes the influence of hygienic and motivating factors on employee performance. When the hygienic factor increases by one unit, university employees' performance decreases by 0.239 units. In industry, it decreases by 0.085. Both research subjects showcase a direct relationship between performance and motivating factors, demonstrating a positive correlation. When the motivating factors see an increase of one unit, university employees' performance likewise increases by 0.643 units. In the Industry context, this rise in motivation corresponds to a 0.245 unit increase. Within the two-factor theory framework, both factors are deemed significant for employees, yet providing motivating factors is considered more crucial. Enhanced motivation through equitable and adequate stimuli practices corresponds to increased employee performance.