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Stability is the strong point of JINR

In December last year, the second survey of JINR staff members was carried out to determine the social satisfaction of the staff.

The survey was carried out by specialists from the Dubna University, senior lecturer of the Department of Sociology and Humanities Tatyana Baluyeva presented the results of the survey - the complete report can be found on the Institute's website in the section "To employees".

572 respondents took part in the 2022 survey (48 people more than last year), about 13% of the questionnaires were filled out in paper form, 15 people answered in English.

Leading analyst of the Department of Scientific and organizational activities of JINR Olga Krupa, responsible for the stage of empirical data accumulation, that is, directly for the survey itself, commented on the survey process as follows, "The rate of completion of questionnaires in the first days of the survey was very encouraging. During the first three hours, 176 people answered the questionnaire. By the end of the second day - 270. A little more than 400 people filled out online questionnaires in a week. After that, we asked for additional reminder mailings from AYSS, scientific secretaries of laboratories, and as a result, we reached the figure of 572 people, while the initially target estimated figure was 502. This is the minimum required sample size that being subject to two key parameters (the distribution of employees by categories and laboratories) allows to extend the conclusions obtained in the sample to the entire population, that is, to all employees of the organization. It's like checking soup for salt: you don't have to eat the whole pot of soup, just try one spoonful.

In general, researchers participate more extensively in the survey, their share in the sample is higher than in the general population. The most difficult thing for the second year is to interview employees of the "workers" category: we print out paper questionnaires for them, pass them through the chief engineers of laboratories and still the response is the lowest - there are half as many of them as in the general population.

According to our data, 40% of this year's respondents participated in last year's survey (38% - for the first time, 20% - found it difficult to answer). We can say that there is a certain stable core, a group of employees that want to convey their opinions and estimations to Directorate and use the survey as a communication tool."

In the 2021-2022 surveys, about the same number of employees participated. At the request of the editors, Tatyana Baluyeva commented on this fact, "Respondents in senior positions, as well as employees under the age of 45, systematically answer the survey questions. I believe that the leaders are "obliged" by the position, but the youth answers "at the behest of the heart." Activity can be seen in the percentage of responses to open-ended questions - yet this is a significant, yet optional effort.

Respondents taking the survey for the second time give answers to open-ended questions much more often compared to "newcomers" - this is true for proposals for the required support programmes and organization of the remuneration system, all issues on the social infrastructure of the Institute and Dubna. For a number of open-ended questions, the percentage of answers is high in the age group of 26-45 years old (on working conditions, organization of scientific activities, improvement of sites and catering)."

Results of the survey in 2022

The index estimating the level of social satisfaction of JINR employees showed that there were no significant changes over the past year. The share of rather and completely satisfied respondents was 63,9%, according to the results of the survey in 2021 - 64,1%.

In a number of areas, respondents noted an improvement in the situation. On average, more than 76% of employees are satisfied with the working conditions and organization of work that is slightly higher than in 2021. This is primarily due to the increase of satisfaction with the organization of leisure activities. More than 85% are satisfied with the current labor relations in the team. 67% noted that they are quite satisfied with the relationship with the immediate superiors. At the same time, in the comments, employees of all departments pointed out the need to take measures aimed at increasing the level of cohesion in the team, creating a favorable social and psychological climate and in large laboratories - getting acquainted with each other among employees.

As in the past year, the most problematic area in the social satisfaction of the Institute's staff is the financial situation. While this indicator is highly important for employees, less than 45% of respondents are satisfied with their financial situation. The share of those that characterize their financial situation as high has decreased and the share of those that characterize their financial situation as low has increased. However, the researchers noted that over the past year their financial situation has improved.

The issue of housing remains relevant, especially for young scientists and specialists: 53% of respondents in general and 64% of respondents under the age of 35 stated that they needed to improve their living conditions.

The staff members that spoke about their opinions pointed out the remaining problems in the field of JINR's social infrastructure. These are sports, restaurant, cultural infrastructures and the conveniences of the Institute's sites. Despite the relatively low importance of this indicator in comparison with others, the role of social infrastructure in the social satisfaction of the staff is very significant, since it is aimed at ensuring a comfortable existence of people in the organization. Thus, in response to open-ended questions, the respondents indicated a lack of awareness either about infrastructure in general, or about the conditions for their use, the services they provide, prices and working hours. Many employees of the Institute have never heard of some infrastructures. Employees that are citizens of other countries indicated the lack of information in English.

Unfortunately, not all issues can be met quickly. But some employee requests can be responded to faster. Thus, the survey showed that there is a request from employees for psychological support programmes. Under the auspices of the JINR Women's Committee, in February of this year, the second stream of the psychological support group for JINR employees the "Anti-Crisis Course" was launched. Not everyone was able to get into the group. The Women's Committee will provide the opportunity to take this course to everyone that has signed up in the following streams. In addition, employees voiced a request to improve their skills. Last year, a series of lectures entitled "Useless skills of a researcher" was held, where JINR staff members could learn more about the art of public speaking. In March of this year, the Laboratory of Nuclear Problems continued the project in the format of the training "Effective communication". In addition, practical classes were organized to master the art of oratory from the AYSS.

On the whole, despite the current difficulties, more than half (58%) of the respondents estimate the work at JINR as undoubtedly prestigious. On average, every second employee of the Institute considers the work they perform interesting, significant, promising, complex and creative. 83% would choose to work at JINR again (in 2021 - 66%) and 58% would not want to work in another organization (40% in 2021).

JINR youth career plans

Sociological research with young scientists was started earlier than the general Institute one. Research has found problems concerning promotions. And in the spring of last year, the AYSS initiated a survey to better understand the situation with career growth. Tatyana Baluyeva summarized some of the respondents' answers.

Growth prospects

Career growth is ranked 5th in the overall "importance rating" of young people. Interestingly, career prospects are more important for young workers: in their rating, this parameter is in the 3rd place, while for young specialists and researchers it is in the 6th and the 5th places, respectively.

Almost 63% of the respondents are satisfied with the way their career develops at JINR.

Compared with respondents of other age groups, among young people there is a higher proportion of those that are to some extent dissatisfied with their careers.

As for career prospects, 41% of those surveyed say it is low or non-existent. A quarter of respondents found it difficult to estimate career prospects.

The estimates of career opportunities are influenced by the gender of the respondents: almost half of the surveyed woman employees estimate their career prospects as low; among men there are 37%. In addition, male respondents are much more likely to find it difficult to estimate their career.

Low estimates of career prospects are observed mainly among specialists. Researchers, in turn, estimate their career prospects rather positively - 39% and 12%, respectively, consider the career prospects to be high and very high.

There is a positive correlation between estimates of career prospects and satisfaction with the career position: among respondents that estimate their career prospects as low, the proportion of those that are dissatisfied with the way their career develops at the Institute is significantly higher and vice versa - positive estimates of career opportunities significantly increase career satisfaction.

Typical career path

The results of interviews with about ten young scientists and specialists led to the following conclusions. A typical career path for young scientists begins while studying at a university - students of specialized specialties do an internship at the Institute or write a thesis, finding a job as a laboratory assistant or junior engineer, often part-time. After graduating from the university, young employees remain at JINR, occupying higher positions - engineer, research engineer, junior researcher.

Many informants plan to defend a dissertation, considering it as an important career step.

In the understanding of young employees, "career growth" is not only and not so much in the formal promotion of the "career ladder" (from one position to another). For the majority of respondents, the growth of the level, complexity and interest of the scientific tasks and projects to be met, the expansion of professional and personal competencies (for example, the willingness to take responsibility) come to the fore.

At the same time, in the opinion of informants, both vertical (higher position) and horizontal (more complex tasks) career growth should be accompanied by an increase in the level of pay.

It should be noted that the availability of opportunities for career growth is considered one of the strong points of the Institute by informants, although less often than, for example, a stable salary.

It should also be noted that a great influence on how respondents estimate their future career, whether they see obstacles in the way of its development - all this strongly depends on direct management. A lot really depends on the directorate of a sector, a department, a laboratory.

Leave or stay?

78% of the respondents would choose to work at JINR again; 46% would not change their job at JINR for a job at another organization.

Among the reasons that could affect the change of job are "rapid deterioration in working conditions" and a significant decrease in wages.

Stability is one of the most important strong points of the Institute. In general, this is consistent with the results of all-Russian investigations. It is a stable salary and a wide social package that are important criteria for choosing a place of employment for young people, and not at all self-realization and an interesting team. Young people are tired of creativity and want stability.

At the same time, an important criterion for young employees is the international status of the Institute: informants highly appreciate the possibility of communication and scientific cooperation with researchers from all over the world.

The strong points of JINR are considered by the respondents to be the staff: high professionalism of colleagues and work together with high-level professionals are considered as a factor of the prestige of the Institute.

To summarize, it is stable and prestigious to work at JINR. Young people will definitely leave if incomes decrease or do not grow. It is possible that researchers will leave if scientific ties are interrupted and interesting projects stop - nevertheless, the content of labor activity is as important as the salary.

Material by Olga KRUPA, Galina MYALKOVSKAYA