СУБЪЕКТИВНОЕ БЛАГОПОЛУЧИЕ РАЗНОВОЗРАСТНОГО ЖЕНСКОГО ПЕРСОНАЛА ИННОВАЦИОННЫХ КОМПАНИЙ
SUBJECTIVE WELL-BEING OF FEMALE EMPLOYEES OF INNOVATIVE COMPANIES OF DIFFERENT AGES

Summary/Abstract: The results of an empirical study of subjective well-being as an emotional regulator of labor behavior of female personnel in the conditions of technological patterns changes have been presented. The characteristics of the subjective well-being of female personnel of industrial and medical companies with different levels of involvement in innovative processes have been analyzed. 420 women (engineers and doctors) of three age groups have participated in the study as respondents. Subjective well-being was analyzed through the indicators of value commitment to innovative changes, exposure to stress, fatigue from work and organizational conditions, health and age self-assessment, psychological well-being at work. The K. Cameron and R. Quinn (OCAI), stress scale R. Kessler, author’s self-assessment questionnaire and subjective well-being methods combining questions with direct scaling have been used for diagnosis of organizational culture and value of organizational and cultural preferences. It has been revealed that the subjective well-being of female staff is higher in all respects in organizational conditions of innovative companies regardless of business sphere, but in the industrial sector it is better than in the medical one. Organizational conditions are very important in the process of development of subjective well-being in relation to different professions and age. The role of stress related to changes that generates subjective disfunction and, as a result, female staff seeking psychological support and solidarity in enhancing the value of relationships in organizational culture to an absolute priority to the detriment of business and innovative components has been discovered. Subjective well-being restrains the strengthening of the value of relationships and determines the necessary balance of other components of organizational culture. Subjectively wealthy female staff shows inconsistency with the stereotypical characteristics of conservatism and unpreparedness for progressive organizational changes that cause difficulties for women in the labor market in the face of a shift of technological structure. Insufficient value readiness of young female staff to work in an innovative business has been revealed, some of the nuances of the subjective age well-being / trouble have been disclosed. Approaches to the management of subjective well-being of female staff in the context of innovative organizational changes have been developed.

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