ФІНАНСОВО-КРЕДИТНА ДІЯЛЬНІСТЬ: ПРОБЛЕМИ ТЕОРІЇ ТА ПРАКТИКИ

Том 1 (48), 2023

DOI: 10.55643/fcaptp.1.48.2023.3980
THE INFLUENCE OF SOCIO-ECONOMIC
FACTORS OF MOTIVATION ON LABOR
PRODUCTIVITY IN THE EFFECTIVE
Alina Herasymenko
PhD Student, State Biotechnological AGRIBUSINESS SYSTEM
University, Kharkiv, Ukraine;
e-mail: herasymenko.al@gmail.com
ORCID: 0000-0002-0536-1337
ABSTRACT

The article examines the impact of labor productivity on the development of agriculture.
It was established that labor productivity is the main lever for creating additional value
and a source of economic growth of agricultural production. An assessment of the
achieved level of labor productivity in the agriculture of Ukraine was carried out on the
basis of economic and statistical analysis. The monitoring of wage dynamics as the main
socioeconomic factor of increasing the productivity of agricultural labor was carried out.
A comparative analysis of the rate of increase in labor productivity and the rate of
growth of its payment was done. The obtained results made it possible to reveal the
presence of disproportions in the agrarian sphere of Ukraine between these indicators.
A comparative assessment of the level of labor productivity in domestic agriculture and
EU countries proved that the rate of growth of agricultural labor productivity in Ukraine
is significantly behind the average European indicators. A set of socio-economic moti-
vators for increasing labor productivity in agricultural production is substantiated on the
basis of the research results. It was established that remuneration systems for hired
labor remain the main socioeconomic factor stimulating the growth of labor productivity
in agrarian business. At the same time, a set of socio-economic motivators, which, in
addition to wages, can be effective in stimulating the growth of agricultural labor
productivity has been determined. Among the key motivators, the following ones are
proposed for use in the modern HR policy of agrarian formations: opportunities for pro-
fessional development of personnel, opportunities for employees to influence making
important management decisions, increasing the prestige of agricultural work, appreci-
ation and self-realization of workers. It was determined that the principles of sustainable
development and the elimination of inclusive gaps in the industry should be an important
prerequisite for increasing labor productivity in the agricultural economy of Ukraine.

Keywords: agriculture, efficiency, agricultural work, stimulation, motivators,

remuneration, personnel

JEL Classification: Q19, J21

Received: 03/02/2023
Accepted: 21/02/2023 INTRODUCTION
Published: 28/02/2023
Agriculture of Ukraine is traditionally the basic sector of the national economy, which
largely determines the priorities, directions, and possibilities of its strategic develop-
ment. Domestic agribusiness forms the basis of the country's export-oriented system of
currency financial flows, produces competitive products, and takes part in solving the
global task of ensuring food security. The agricultural production of Ukraine has a pow-
erful resource and production potential. However, the nature and effectiveness of the
use of any asset are mediated, first of all, by the human factor, the presence, quantity
and quality of which is the main prerequisite for achieving the goals of agribusiness and
© Copyright
2022 by the author(s)
the development of domestic agriculture [1]. Labor productivity, as the main indicator
of the level of personnel use, is extremely important for ensuring economic growth and
economic development of the country [2]. The achieved level of labor productivity de-
This is an Open Access article
termines the indicators of the quality of life of the country's population, the ratio of
distributed under the terms of the
Creative Commons CC-BY 4.0 prices and costs at the consumer market, and the general level of income of the popu-
lation [3]. Labor productivity is one of the key indicators of the competitiveness of the

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FINANCIAL AND CREDIT ACTIVITY: PROBLEMS OF THEORY AND PRACTICE
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national economy and forms the prerequisite for domestic products to gain competitive advantages on the world market.
Increasing labor productivity is the basis of the agricultural economy [4]. Scientists of the NSC IAE of Ukraine call labor
productivity one of the main factors of strategic development of the agrarian sector and rural areas and state that its
growth is an indispensable condition for successful socio-economic transformations of the agrarian sector and the national
economy as a whole [5,6,7].

LITERATURE REVIEW

The question of increasing the efficiency of labor use and its productivity has always been one of the central issues in the
research of representatives of almost all directions and schools of economic theory. As it is noted by A. Smith, it is possible
to ensure the growth of the social product (production) only by increasing the number of involved resources, in particular,
labor, and increasing its productivity [8]. Domestic and foreign scientists have conducted systematic and in-depth research
in the part of substantiating the methods of determining the level of labor productivity, identifying the influence of factors
on its increase, assessing the connection and dependence of labor productivity on the action of various factors and trends
taking place in the economy. Pokrivcak J. conducted an analysis of the level of labor productivity and its relationship with
the general level of efficiency of agriculture in the Czech Republic, as a result of which a direct relationship was established
between the income of hired personnel, the volume of products manufactured in the industry and the level of investment
attractiveness of rural farms for potential investors [9]. Kijek A., Kijek T., and Nowak A. made an attempt to analyze the
aggregate impact of labor productivity in the agriculture of the EU countries on integral indicators and rates of economic
development of the common agrarian economy of Europe and it was proved that labor productivity is the main factor of
the creation of additional value and a source of economic growth [10].

Gollin D., Lagakos D., and Waugh M. among the determining factors of labor efficiency in agribusiness, in addition to
wages, single out existing inclusive gaps and inconsistencies between standards and actual socio-economic indicators,
which can take place within rural areas. Among such inclusive gaps, the authors call gender inequality, lack of equal access
to education, to necessary services, and realization of one's own rights and the individual interests of the employee [11].
Blanco C. and Raurich X. proved that differences in the actual level of labor productivity in agriculture in developed and
developing countries are determined by structural changes in the industry and the effectiveness of the agrarian policy. At
the same time, in recent years, these scientists have revealed a trend of higher rates of growth in the level of productivity
of agricultural labor in the production of capital-intensive goods than in the production of labor-intensive products [12].
Such results testify to the further perspective of the development of innovative forms and methods of agrarian manage-
ment and the growth of the role and place of skilled labor in aggregate agricultural production on a global scale.

Acemoglu D. and Guerrieri V. studied the level of labor productivity in light of structural transformations in the agricultural
sector of countries and concluded that labor productivity is influenced by two key factors: income and working conditions.
The authors also concluded that the achieved level of labor productivity in the agricultural sector is a consequence of
structural changes that determine the opportunities for economic growth of the industry [13]. Caunedo J. and Keller E.
explain differences in the level of labor productivity in the agricultural sector in terms of different quality, cost, and structure
of agricultural capital. Scientists have proven that due to the quality of capital involved in agricultural production in different
countries, the gap between the level of labor productivity can range from 21% to 37%. At the same time, the level of
qualification and professional training of personnel, the level of remuneration, intellectual development of employees are
characterized as the most important factors that create the value of human capital and influence the value of capital of
agrarian business [14].

Zhilyakov D., Kharchenko E., and Kandiba A. consider remuneration for work, which is most often realized in the form of
wages, to be the main material factor of labor productivity. In addition to wages, the level of labor productivity in agriculture
is closely related to such factors as the complexity of work, personnel qualifications, the system of active bonuses and
rewards [15].

Shanmugan K. and Bhagirath Prakash Baria conducted an empirical attempt to determine the level of labor productivity
depending on seasonal and cyclical fluctuations and the study of stability factors that allow to increase the level of labor
efficiency in agriculture. As a result, it was found that material incentives and social opportunities exert the most significant
influence on stimulating the work of hired personnel and improving labor productivity indicators [16]. Familiarity with the
scientific literature showed the extreme importance of labor productivity and motivating factors of its growth for the
development of the agricultural sector and national economies. The importance of increasing the level of labor productivity
for the further development of agriculture in Ukraine determined the choice of the topic of the article, its structure and the
content of the research.

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Том 1 (48), 2023

The unsolved aspect of the problem. The question of increasing labor productivity in the agricultural sector has always
occupied a significant place in the research of scientists, on the basis of the results of which a powerful scientific-theoretical
and practical basis of agricultural management was formed. At the same time, the extremely urgent issues of implementing
the tasks of sustainable development, ensuring global food security, and inclusiveness of agrarian businesses and rural
areas, require at present further scientific research in the spectrum of finding directions for increasing the efficiency of
agricultural production. Solving this strategic task for the national economy is impossible without searching for factors,
incentives, and motivational policy tools for increasing labor productivity, which is the basis for ensuring economic devel-
opment and economic growth of the industry.

AIMS AND OBJECTIVES

The purpose of the article is to evaluate the achieved level of labor productivity in the agrarian business of Ukraine and to
substantiate the system of socio-economic motivators for its increase. In accordance with the set goal, the following tasks
were set in the study: 1) analysis of the achieved level of labor productivity in agriculture; 2) identification of regularities
and trends of its change; 3) substantiation of the socio-economic factors of the motivational policy of increasing labor
productivity in agrarian business.

METHODS

The substantiation of the purpose of scientific research determined the phasing and directions of its implementation. The
object of the study is labor productivity in the agricultural economy of Ukraine and the socioeconomic factors of its mainte-
nance. The first part of the study included a review of literary sources devoted to the scientific issues of identifying the
role of labor productivity in the development of the agrarian economy and assessing the nature of the impact of socio-
economic factors on its level. In the second part of the article, an analysis of the current level of labor productivity in
agricultural production in Ukraine was carried out. The dynamics of annual labor productivity in agriculture and its main
branches were analyzed. On the basis of statistical and economic data, the indices of growth of labor productivity and its
payment were estimated, and a comparison of the corresponding indicators of the agriculture of Ukraine and EU countries
was made. Data from the State Statistical Service of Ukraine and Eurostat data were used as sources for the analysis. In
the third part of the article, a system of socio-economic motivators for increasing labor productivity in modern agrarian
business was substantiated on the basis of the systematization of scientific literature and the results of own observations
and research.

Primary data obtained on the basis of generalizations of domestic and foreign scientific literature on issues of labor produc-
tivity and personnel management in agriculture were materials for writing the article. The results of scientific developments
of scientists, highlighted in professional publications, which are included in the Scopus and Web of Science metric data-
bases, have become an important element of the research information base. When writing the article, a set of general
scientific and specific methods of economic research was used, in particular: monographic method (when identifying the
influence of a set of factors on labor productivity), methods of synthesis and analysis (when calculating the achieved level
of labor productivity in agricultural production), the method of scientific and abstract systematization of scientific research
results (used in substantiating the system of socio-economic motivators for increasing labor productivity in agriculture).

RESULTS

Agriculture is the basic sector of the economy of Ukraine, which provides production of 12.4% of gross added value, the
share of agriculture in the structure of GDP is 11.5%, in 2021 the share of agriculture in the structure of product exports
was 40.7% and about 8% of labor resources were employed in the agricultural sector [17]. At the same time, in recent
years, the domestic agricultural sector has faced numerous socio-economic problems, among which the migration of the
rural population, the low level of income and quality of life of the residents of rural areas, the decline of the social infra-
structure of the village, and the decline in the prestige of agricultural work among young professionals are the main ones.
Under such circumstances, one of the conditions for solving the mentioned problems is the development of an effective
system of motivation to increase the labor productivity of the hired personnel of agrarian business entities, which can
become the basis for attracting qualified workers to the industry and solving important socio-economic tasks of the devel-
opment of rural areas.

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According to research results, labor productivity in agriculture has been characterized by a positive growth trend in recent
years, and in 2020 amounted to UAH 857.2 thousand per average employee annually. The drastic structural changes that
took place in agricultural production led to a sharp reduction in the volume of production of animal husbandry products,
which could not but affect labor productivity indicators. However, over the past five years, this negative trend was over-
come, and the annual level of labor productivity in animal husbandry for the first time in the past twenty years turned out
to be higher than in the crop industry by 2.2% (Table 1).

Table 1. The level of labor productivity in the agricultural economy of Ukraine (per 1 employee at constant 2016 prices ). (Source: com-
piled by the author according to [17,18])

Indicators 2010 2015 2018 2019 2020 2021

Labor productivity - total, thousand hryvnias 380.4 624.0 867.7 928.6 857.2 -

including in crop production 424.7 660.0 900.1 954.4 853.7 -

in animal husbandry 276.7 503.9 730.4 815.2 872.8 -

The average monthly salary in agriculture, UAH per month 1472 3309 7557 8856 9757 12287

The average salary in the economy, UAH per month 2239 4195 8865 10497 11591 14014

The share of wages in agriculture to the average 65.7 78.8 85.2 84.4 84.2 87.7

One of the decisive factors influencing labor productivity in agriculture is wages. Traditionally, the agrarian sphere was
among the anti-leaders among the types of economic activity in terms of wages of hired personnel. In 2021 the average
salary in the industry was UAH 12287/month (about 300 euros), which is 87.7% of the average for the national economy
of Ukraine [18].

The ratio of the growth rates of labor productivity and the growth rates of its remuneration is of exceptional importance
for the analysis of reserves and opportunities for economic development. A comparison of the rates of growth of labor
productivity and wages in the agricultural sector of Ukraine showed that the rates of growth of wages exceed the rates of
growth of its productivity (Figure 1). At the same time, starting from 2015 the gap between the rates is increasing and, in
some years, (2017, 2018) exceeded more than 45%. The current trend shows the limited possibilities of extended repro-
duction and contradicts one of the basic economic laws. At the same time, the actual amount of wages in the agricultural
sector remains insufficient to fully meet the material and spiritual needs of workers in the industry and therefore needs
further increase under the condition of an inevitable and prevailing growth and level of productivity of agricultural labor.

160

140

120

100

80

60

40

20

0
2010 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020

Labor productivity index Wage index

Figure 1. Growth rates of labor productivity and its payment in agriculture. (Source: compiled by the author using Excel on the basis of [17,18])

The rate of growth of labor productivity in Ukrainian agriculture is also quite low compared to the average indicators of EU
countries. In the practice of assessing the productivity of agricultural labor in the countries of the European Union, its level
is measured as factor income, expressed in full-time equivalent. As it is evidenced by statistical observations (Figure 2),
the growth rate of labor productivity in EU agriculture in 2022 was 42.4%, in 2020 – 22.2% (compared to Ukraine, where
the corresponding indicator showed a decrease of 7.7%).

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Том 1 (48), 2023

160
142,4
140
126,3
122,2
120 113,5 114,9
110,7
101,2 102,4 100,0 99,4
100

80

60

40

20

Figure 2. Growth rates of labor productivity in the agriculture of EU countries. (Source: compiled by the author using Excel on the basis of [19])

The growth of labor productivity in the agriculture of the EU countries is caused, first of all, by the increase in prices for
agricultural products. At the same time, during 2021-2022, a steady overall decrease in the labor cost index by 16.6% was
observed [19].

The assessment of the level of influence of the main factors on the achieved level of labor productivity in Ukraine allowed
Kornieieva T., Miguel V., Luis A.L., and Teixeira N. to determine that under modern economic conditions, the greatest
influence has: investment and innovation activity, the state of use of fixed capital, the formation and use of personnel,
remuneration of labor and use of working time. The growth of labor productivity in the EU-27 countries is significantly
influenced by the following factors: the introduction of new technologies; increasing the professional level of managers;
systematic professional development, professional education; investment in personnel development [20].

Labor productivity in agriculture is influenced by several groups of factors: technical-technological, socio-economic, natu-
ral-climatic, and organizational [21]. We believe that socioeconomic factors are the most complex, effective, and promising
from the standpoint of agribusiness personnel management. According to Ostapenko R. et al., the interest of the staff in
achieving a result that provides a sufficient amount of opportunities to meet the material and spiritual needs of the em-
ployee and his family is the driving force of the socio-economic factors of increasing labor productivity [22]. Al Kathiri N.
among the key socio-economic factors motivating the growth of labor productivity notes the quality of personnel education,
opportunities for professional adaptation, career prospects of the employee, and social conditions for performing job tasks
[23].

Reya I. et al. divide the system of socio-economic factors of increasing labor productivity into two groups: 1) external
factors: demographic structure of the population, level of unemployment and employment, level of education, and quality
of life of the rural population; 2) internal factors: forms and reward systems, work motivation, staff qualification level,
work discipline, social and psychological climate [24].

The systematization of scientific literature and the results of our own research allowed the following to be attributed to
the set of socio-economic factors motivating the growth of labor productivity in agribusiness: 1) the level of staff wages
and the material reward system; 2) the company's system of labor and social benefits (social insurance, payment of
medical services, opportunities for training and professional development, internship); 3) intangible factors of staff stimu-
lation and increasing the efficiency of its use (moral encouragement, opportunities for career growth, self-realization and
prospects for professional success); 4) ownership factors and the possibility of participation in the distribution of the final
result of work (the possibility of participation in the distribution of profits, receiving a share of income from property,
acquiring the right of ownership of entrepreneurial objects in agribusiness); 5) management factors of motivation (the
level of development of the corporate culture of the agricultural company, the opportunity to participate in management
decision-making, access to important business information, to determine the directions of further development of agribusi-
ness, involvement in the implementation of the strategic goals and objectives of the agricultural company, participation in
social responsibility programs focused on revitalization of villages and rural areas); 6) socio-psychological factors of work
stimulation (microclimate in the team, existing social atmosphere, mutual understanding, unity of interests of each indi-
vidual, work collective, company as a whole, level of independence, etc.); 7) social and infrastructural factors (working
and rest conditions of personnel, availability of social infrastructure facilities on the territory of the agricultural company
and within the limits of residence of the employee and his family); 8) motivators of the quality of work: the level of

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professional training, qualifications, professional competences of the staff, the general level of intellectual development
and culture, responsibility, organization and purposefulness.

All these motivational factors are connected by a common vector of action and are aimed at increasing the level of efficiency
in the use of agribusiness personnel, increasing the level of labor productivity, and finding an effective mechanism of
motivation for productive work in agriculture. As it is noted by Sheludko M.V., and Sheludko R.M., work motivation is a
key factor of socio-economic factors and contributes to the achievement of high indicators of its productivity [25]. The
interdependence between the needs, expectations, and actual results of the personnel's work is an important element of
the system of socio-economic motivators. As it is observed by Osaulenko O. et al., the closer the valence between efforts,
reward, and expected results on the part of the employee, the higher the level of productivity and work efficiency [26].

Research results presented by various scientists prove that the material component of socio-economic factors ensuring
labor productivity is the most important factor in stimulating its growth. At the same time, in recent years, more and more
attention has been paid to the socio-psychological plane of the theory and practice of agricultural labor motivation. So, for
example, Benyishay A., and Mobarak А. M. note in their research that the level of labor productivity is higher in those
farms where teamwork is organized at a high level, a united team of employees is formed, and the staff has common
motives, qualitative characteristics, and interests (age, education, professional skills, joint leisure, and similar life goals)
[27]. In the continuation of such studies, Sangyoon R., in addition to the above said, also singles out national factors,
factors of psychological compatibility of work groups, and factors of tolerance for staff values, which recently occupy an
important place in the theories and practical mechanisms of staff stimulation [28].

Socio-psychological factors of motivation, such as a shared goal, teamwork, dedication to a common cause, and the unity
of the interests of personnel, business, and the state are today considered the main factors in increasing labor productivity
in the PRC [29].

In our opinion, socio-economic motivators for increasing the productivity of agricultural labor will become important priority
tools for achieving the sustainability of agricultural production and ensuring food security in the future. Salary remains the
main incentive for highly efficient and productive work. At the same time, taking into account the current level of wages
in the agricultural economy of Ukraine, it is appropriate to note the objective need to increase it to the minimum level that
will allow workers to fully satisfy their needs and the needs of their families.

Along with the systems of remuneration and material incentives in modern conditions, such socio-economic factors of
motivation for increasing labor productivity are becoming increasingly important, such as opportunities for self-expression
of employees, opportunities for achieving progress in the performance of assigned tasks, devotion to the interests of the
company, understanding the significance and importance of one's own work and its results. A sense of own competence,
professionalism, the ability to use one's professional competencies to solve complex tasks and participate in the develop-
ment of management decisions that are decisive for the activity of an agricultural company are the main individual socio-
economic factors of labor productivity for an employee.

In the modern personnel policy of agrarian formations, factors of motivation for increasing labor productivity are remu-
neration systems, development strategies, public recognition, personnel management style, understanding of the im-
portance and significance of one's own work, the corporate culture of agricultural companies and the availability of oppor-
tunities for professional growth, guarantees of future employment and decent wages. Taking into account such trends and
the emergence of new incentives for highly productive work, we believe that the following are the basic socio-economic
motivators for increasing labor productivity in agriculture: a decent amount of remuneration for work; professional and
personal development of staff; leadership and recognition; unity of personal and corporate values and interests; balance
between work and personal life; opportunities for self-realization; working environment. The main task of taking into
account the motivational genesis in the HR-agri management architecture system is the possibility of forming additional
common motives and results that contribute to the improvement of the qualitative and quantitative parameters of the
personnel potential of agribusiness (Figure 4).

The active transformation of social and labor relations under the influence of digitalization of the economy, the change of
generations of personnel potential, and the basis of their values and interests led to a certain emphasis shift in the moti-
vational mechanism of modern HR-agro-management. The main motivators of external genesis which under modern con-
ditions include: wages and social guarantees, working conditions, training and professional development, career growth,
professional recognition, organizational structure, and personnel management mechanism are gradually limiting their in-
fluence. The system of these traditional motivators has always been at the center of substantiation of effective tools and
strategies for increasing work efficiency and productivity.

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Motivators of external genesis

Unity of values, interests,

Increasing labor productivity
Motivational mechanism results of the agricultural
and sustainable agribusiness
company and staff

Motivators of internal genesis

Figure 4. The genesis of motivators of labor productivity in agriculture.

However, nowadays a set of motivators of internal genesis, which are formed by the needs and views of the staff, come
to the fore, and ignoring them already leads to the loss of competitive advantages in the work with employees. Among
these, the following should be noted: a sense of employee participation in programs of sustainable development and
solving important problems of humanity, the significance of projects, tasks and participation in them; autonomy; self-
realization; freedom and availability of free time; digitalization of business and professional communications; independ-
ence; the possibility of taking part in the management of projects, processes, the company, etc.; unity of corporate and
individual goals, values and interests; activity and mobility; the level of creativity of professional tasks; self-realization;
availability of ambitious challenges and opportunities; the degree of satisfaction with one's own labor activity; the possibility
of combining work with other life interests; high level of corporate culture and its compliance with individual and public
interests and values.

One of the options for building an effective motivational policy, which has the possibility of combining motivators of internal
and external genesis, is the creation of a unified platform that combines the goals, tasks, interests, incentives for the
development of agribusiness and the personnel of the agricultural company. In the modern practice of personnel manage-
ment, such platforms are built in the digital plane, combining information, employees, management, professional devices,
reporting, and plans on the basis of cloud-based interactive corporate networks. Software digital services such as LumAPPs,
etc., allow to create communication opportunities for teamwork and increase the level of involvement of the company's
personnel in joint activities, improve teamwork and corporate culture, increase the level of personnel motivation and the
effectiveness of the performance of professional functions.

Increasing labor productivity in agriculture should become the basis for the sustainable development of the industry and
for ensuring the country's food security. Modern personnel management systems of agrarian businesses, based on the
system of socio-economic motivators, should contribute to the formation of sustainable agriculture, which will be able to
meet the needs of current and future generations. In this regard, it is necessary to implement the mechanisms and tools
of the motivational policy of agricultural formations, which will ensure the effect of incentives and motives of employees
for highly productive work and improvement of the final result of their activities. Professional training and professional
development of personnel, providing employees with the opportunity to participate in solving tasks important for the
agricultural company, raising the level of organizational corporate culture and forming a sense of unity of personnel with
the goals and guidelines of business development, combining motives and interests of individual employees with the labor
team and the company as a whole, increasing the prestige of agricultural work can be such socio-economic tools of HR
policy. The gradual reduction and elimination of inclusive gaps between the level of quality of life and incomes of the rural
population and the urban population is extremely important for the agriculture of Ukraine. The primary task of agrarian
business development at present is the restoration and development of the social infrastructure of rural areas and the
improvement of the living conditions of the rural population. Provision of the working rural population with the necessary
socio-economic benefits, growth of indicators of quality of life, and improvement of the opportunities for self-realization of
personnel in the near future can become powerful incentives and motivators for employees to improve the results of their
work.

DISCUSSION

The research aimed to fulfill three main tasks, the first of which involved the assessment of the achieved level of remu-
neration in agriculture. The results revealed a trend of exceeding the growth rate of labor productivity in animal husbandry
over the rate of growth of labor productivity in crop production, which is not entirely typical for domestic agrarian busi-
nesses. It should be noted that we consider the main reason for such excess to be the reduction in the number of employed
personnel in the animal husbandry industry, which has taken place in recent years. However, this effect may be temporary
and requires further in-depth research in terms of structural transformational changes in agribusiness.

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In accordance with the second task, an imbalance of proportions between the rate of growth of labor productivity and the
rate of growth of its payment was revealed. Scientists of the NSC IAE of Ukraine consider three models of the possible
relationship in practice: 1) the growth rates of staff wages and labor productivity growth are proportional; 2) wage growth
is lower than labor productivity growth; 3) the growth of wages exceeds the growth rate of labor productivity. [5]. Sabluk,
P.T. [6] considers the first model to be optimal, and Nitsenko et al. emphasize that it is this ratio that forms effective socio-
economic incentives to improve the work results of employed personnel [1]. The second model (in which labor productivity
increases faster than its payment) is considered by scientists to be useful for increasing the rate of expanded reproduction
[15]. The third model (wages of employees grow faster than their productivity) can also be effective from the point of
view of the motivational policy of agribusiness, but under such a model there may be risks of intensification of inflationary
processes. From the classical positions of economic theory, we support the second model of the relationship between the
level of labor productivity and its payment. However, in the agricultural economy of Ukraine during the last several decades,
a rather complex trend of a decrease in the income level of the rural population and deterioration of quality-of-life indicators
has developed. The authors are inclined to the conclusion that such a situation objectively requires a further increase in
the wage level of agribusiness employees in order to overcome inclusive gaps between rural areas and cities of the country.
However, the limits of such growth should be measured and studied on the basis of additional scientific research. We
believe that these trends must be taken into account when justifying an effective motivational policy for the use of per-
sonnel of agricultural companies.

The authors made an attempt to systematize the factors of increasing labor productivity in agrarian business according to
eight main groups. Perhaps the totality of these motivational policy factors of business structures in the agrarian sphere
can be supplemented by taking into account their specialization, concentration, peculiarities of economic activity and
management, as well as different levels of socio-economic development of rural areas of different countries. Systematiza-
tion of the practical results of scientific research carried out in the article showed that it is social factors that have a
powerful influence on labor productivity. The most significant among them are corporate culture, factors of social and
psychological compatibility of the labor team, teamwork, common qualitative characteristics of personnel, and opportuni-
ties for self-realization. We share this scientific approach and propose to highlight the unity of values, interests, and goals
of hired personnel and agricultural companies at the center of the genesis of socio-economic factors. In our opinion, a
decent wage should already be considered as a combination of the interests of these two sides of social and labor relations
and form the primary economic basis of an effective motivational policy for agrarian enterprises. We see motivators of
internal genesis as a more effective addition to such a base, which forms incentives for job satisfaction.

CONCLUSIONS

The conducted studies showed that labor productivity in domestic and foreign practice is considered the most important
indicator, which demonstrates the effectiveness of the development of the economy (industry) and becomes an important
factor in ensuring economic growth. The level of labor productivity is influenced by a significant number of factors; how-
ever, it is socio-economic motivators under the modern HR policy of agricultural management that have a significant
potential for development and efficiency of use. In Ukrainian agriculture, the level of labor productivity is characterized by
positive growth dynamics. In 2020 annual productive labor amounted to UAH 928.6 thousand and for the first time in the
past ten years, it was higher in the field of animal husbandry than in the field of plant breeding. The assessment of the
ratio of the main socio-economic indicators of agrarian business showed that the rate of wage growth in Ukraine is higher
than the rate of growth of labor productivity. Such a ratio contradicts basic economic laws and is a threat to realizing the
industry's economic growth potential. A comparison of the actual level of labor productivity in agriculture in Ukraine and
EU countries showed a significant lag behind the rate of its growth in domestic agricultural production. Socio-economic
motivators, the composition of which is based on individual and corporate interests, joint opportunities to meet the material
and spiritual needs of the employed staff, and the unity of the goals of the agricultural company and the employee, were
identified as important factors in the growth of labor productivity. Increasing labor productivity in agrarian businesses
under modern conditions can be ensured due to the joint genesis of external and internal socio-economic motivators. The
key socio-economic motivators for the growth of agricultural labor productivity should be a decent level of material remu-
neration for work, opportunities for professional development of personnel, opportunities for employees to influence mak-
ing important management decisions, increasing the prestige of agricultural work, recognition and self-realization of work-
ers. The elimination of inclusive gaps that take place within rural areas should be an exclusive socio-economic factor of
increasing the level of labor productivity in the agriculture of Ukraine.

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 ФІНАНСОВО-КРЕДИТНА ДІЯЛЬНІСТЬ: ПРОБЛЕМИ ТЕОРІЇ ТА ПРАКТИКИ
Том 1 (48), 2023

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Герасименко А.

УПЛИВ СОЦІАЛЬНО-ЕКОНОМІЧНИХ ЧИННИКІВ МОТИВАЦІЇ НА ПРОДУКТИВНІСТЬ ПРАЦІ В

СИСТЕМІ ЕФЕКТИВНОГО АГРОБІЗНЕСУ
У статті проведено дослідження впливу продуктивності праці на розвиток сільського господарства. Визначено, що
продуктивність праці є головним важелем створення додаткової вартості та джерелом економічного зростання аг-
рарного виробництва. На основі економіко-статистичного аналізу проведено оцінку досягнутого рівня продуктив-
ності праці в сільському господарстві України. Проведено моніторинг динаміки заробітної плати як головного соці-
ально-економічного фактора підвищення продуктивності аграрної праці. Здійснено порівняльний аналіз темпів під-
вищення продуктивності праці та темпів зростання її оплати. Отримані результати дозволили виявити наявність
диспропорцій в аграрній сфері України між цими показниками. Проведена порівняльна оцінка рівня продуктивності
праці у вітчизняному сільському господарстві та в країнах ЄС довела значне відставання темпів зростання продук-
тивності аграрної праці України від середньоєвропейських індикаторів. За результатами досліджень обґрунтовано
сукупність соціально-економічних мотиваторів підвищення продуктивності праці в аграрному виробництві. Визна-
чено, що системи винагороди за найману працю залишаються головним соціально-економічним чинником стиму-
лювання зростання продуктивності праці в аграрному бізнесі. Разом із тим, визначена сукупність соціально-еконо-
мічних мотиваторів, які, крім оплати праці, можуть виявитись дієвими в питаннях стимулювання зростання продук-
тивності аграрної праці. Серед ключових із них у сучасній HR-політиці аграрних формувань запропоновано до ви-
користання такі: можливості професійного розвитку персоналу, можливості впливу працівників на ухвалення важ-
ливих управлінських рішень, підвищення престижності аграрної праці, визнання та самореалізацію робітників. Ви-
значено, що важливою передумовою підвищення продуктивності праці в сільському господарстві України мають
стати засади сталого розвитку та усунення інклюзивних розривів у галузі.

Ключові слова: сільське господарство, ефективність, аграрна праця, стимулювання, мотиватори, оплата праці,
персонал

JEL Класифікація: Q19, J21

DOI: 10.55643/fcaptp.1.48.2023.3980 387