How to Retain a Young Lecturer: An Analysis of the Motivation System in a Contemporary Russian University

The article examines the Motivational factors underlying the professional activity of young specialists within the higher education system of the Russian Federation. It analyzes both the positive and negative aspects of motivational practices affecting young lecturers in Russian universities amid a declining share of young lecturers and the increasing complexity of academic work. Drawing on contemporary Russian and international sources, the article identifies key factors that stimulate young lecturer's interest in an academic career, including opportunities for professional growth, scholarly self-realization, participation in projects, a supportive environment, and mentoring. At the same time, demotivating conditions that hinder the retention of young staff are analyzed, such as low wages, excessive bureaucratization, uneven distribution of responsibilities, limited career advancement prospects, and the declining social prestige of the profession. The study concludes by emphasizing the need to de-sign and implement a comprehensive human resources policy at the institutional level. Its strategic priorities should include strengthened financial support, optimization of organizational and administrative procedures, and the purposeful restoration of the value-based and social prestige of the academic profession among young people. The study is relevant because of the persistent negative trend toward a decreasing proportion of young lecturers within the academic workforce and the need to support and motivate young lecturers in Russian universities against the backdrop of increas-ingly complex job responsibilities of academic staff. Objective: to identify positive and negative factors influencing the motivational activity of young specialists and to determine measures for their support and retention. Methods: the study employed theoretical analysis methods (systematization, classification), a staff survey based on an adapted methodology, interviews, and an analysis of employee performance outcomes. Results: the main reasons for the failure to retain young specialists in university positions were identified; approaches to implementing material and non-material support measures used in certain Russian and foreign universities are presented. Practical recommendations for enhancing the motivational activity of specialists were developed. Conclusions: the motivation of young lecturers has a dual nature and requires a systemic ap-proach. An effective strategy includes flexible compensation, reduced bureaucracy, mentoring, adaptation programs, the development of corporate culture, and the use of innovative technologies.