Social and psychological climate of youth startup entrepreneurship in the conditions of strategic development of innovation

Abstract

In the context of strategic development of innovations, the formation of a favorable socio-psychological climate is important for the development of youth startup entrepreneurship. The efficiency and productivity of youth startup entrepreneurship is entirely determined by the level of job satisfaction of young workers and life satisfaction. The aim of the study is to identify the impact of social and psychological climate on job satisfaction, determine the level of job satisfaction in the youth startup, assess the factors that determine the quality of life of young workers. The results showed that the level of job satisfaction of young workers significantly affects the social and psychological climate of youth startups. Psychological security has proved to be a more important factor in influencing job satisfaction than the importance of work. This means that job satisfaction in the studied youth startup teams is explained by the perception of a young employee by management as an important element of the team, clarity of professional role and a sense of freedom in self-expression. In addition, job satisfaction significantly affects the quality of life for young staff. The desire of a young employee to make a significant contribution to achieving organizational goals (a contribution that is assessed by managers, considers the employee's work as a challenge leading to his personal development) increases his level of job satisfaction. The results of the study show that young workers are most satisfied with the work with a sense of psychological security provided by the stability of employment, as well as relationships with their colleagues in the startup team and the least satisfied with the reward. The empirical conclusion of the study is to recommend managers to influence the formation of a favorable social and psychological climate in the workplace, as a positive assessment of the climate by staff will make them more satisfied with their work. The empirical conclusion of the study is recommendations for managers to create a favorable socio-psychological climate at the workplace, and a positive staff assessment of the climate will make them more satisfied with their work. The main provisions can be adopted by the executive managers, functional managers of the organizations of various forms of ownership and sizes. Prospects for further research may be related to the involvement of a larger number of factors that have an impact on the job and life satisfaction of different teams.