Вплив корпоративної культури на рівень лояльності працівників у процесі забезпечення економічної безпеки підприємств

Abstract

Розглянуто вплив корпоративної культури на рівень лояльності персоналу у процесі забезпечення економічної безпеки підприємства та проаналізовано основні чинники, які впливають на цей процес. Здійснено моделювання взаємозв’язку процесу управління лояльністю працівників підприємства з рівнем його конкурентоспроможності та економічної безпеки. Розроблено систему дій керівництва, що дає змогу спрямувати діяльність менеджерів на формування високого рівня лояльності персоналу, дії якого в подальшому уможливлюють досягнення бажаних показників у кадровій сфері. The paper xamines the impact of corporate culture on the level of staff loyalty in the process of providing economic security and analyzes the main factors affecting this process. Corporate culture of domestic enterprises is low, as evidenced by data on attitudes to it of business in US and Ukraine. This situation affects the level of economic security of domestic enterprises in the personnel sphere and hinders their development. In addition, it is a prerequisite for situations where workers do not understand their position in the company and are not interested in high performance, causing the formation of a low level of loyalty. The purpose of the study was to examine the impact of corporate culture on the level of staff loyalty in the process of providing economic security and to analyze the main factors that influence this process. The author definition of «corporate culture of the company from the position of ensuring the economic security» – a tool of the management, which ensures the appropriate level of competitiveness of enterprises and its economic security by creating a system of values and norms of behavior common to all employees, creating a favorable climate for work and creating rules for managing business at all levels. The high level of staff loyalty is an important factor in strengthening personnel security, as a loyal employee appreciates his job in that company, showing a desire to work for an organization, is proactive and active in solving problems, promotes the development and maintenance of corporate culture and committed attitude to the organization . Based on this statement defines the components and elements of personnel loyalty. Personnel loyalty cannot be considered as a separate category – it relates to loyalty of management, as well as consumer loyalty to the company that demonstrated improvements in «loyalty pyramid». Conducted modeling of the relationship of the workers loyalty management and the level of competitiveness and economic security. Developed the system of actions to direct the activities of managers on the formation of a high level of staff loyalty, whose actions in the future will achieve the desired performance in the human resource area.