Correlation Between Motivation Types and Professional Personality Profiles Among Scientific Employees in Petrochemical Research Institutes

Introduction: The level of stress and staff turnover among knowledge workers, particularly in the scientific field, remains high. Both intrinsic motivation and external rewards play a crucial role in increasing job satisfaction. Employees of chemical and petrochemical research institutes, due to the specifics of their work, require a high degree of autonomy, constant intellectual activity, and opportunities for self-development. Understanding the motivations of these employees is essential for enhancing productivity, creating a positive work environment, and preventing staff turnover.

Purpose: To determine the relationship between motivation type, professional personality type, gender, age, work experience, and job responsibilities, and to study their influence on professional behavior and success in a scientific career.

Materials and Methods: The study involved 60 employees of a petrochemical research institute. The sample considered age, gender, and job specificity. The methodology included surveys, interviews, and testing using modified versions of Gerchikov's and Holland's methods. The Spearman rank correlation coefficient was used to analyze the relationship between motivation and the respondents' socio-psychological characteristics.

Results: The study revealed that the type of motivation among scientific employees depends on age and job position but shows no significant differences by gender. Significant correlations were also found between motivation types and professional personality types.

Conclusion: The study confirms the existence of a relationship between motivation type and professional personality type, varying according to age and job responsibilities. The patriotic motivation type is more common among managers, while the instrumental type prevails among junior staff. The findings can be useful for developing personnel management strategies aimed at increasing work efficiency and employee satisfaction. Future research can expand these results by applying them in recruitment and developing professional development programs.

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