Favorable Socio-psychological Climate Research Articles

Всероссийский съезд психологических служб в системе образования Российской Федерации как единое пространство, объединяющее профессионалов

<p style="text-align: justify;">The article highlights the key events and results of the All-Russian Congress of Psychological Services in the Education system of the Russian Federation on December 8-9, 2023. The content and directions of the work of the plenary session, panel discussion, workshops and expert sessions held within the framework of the Congress are described. Among the most urgent issues are the actualization of the Concept of the development of psychological services and the professional standard “Educational psychologist (psychologist in the field of education)”; the role of a teacher-psychologist in the formation of a favorable socio-psychological climate in educational groups and the psychological safety of the educational environment; psychological and pedagogical support for students with disabilities, etc. Following the results of the All-Russian Congress, there was made a decision defining the prospects for the development of the Service and priority areas of activity. Decisions for execution have been sent by the Ministry of Education to the constituent entities of the Russian Federation.</p>

ASSESSMENT OF INTRA-GROUP RELATIONSHIPS IN SERVICE TEAMS BY EMPLOYEES WITH DIFFERENT LEVELS OF SOCIAL COMPLIANCE

The goal is to study intra-group relations as an indicator of the favorability of the socio-psychological climate in the service team among employees with diff erent levels of social regulation. The main methods in the study were the questionnaire “Subjective assessment of intra-group relationships” and the scale “Social normative personality.” primary statistical analysis, correlation and comparative analysis were used as statistical methods. The respondents were 151 employees of the internal aff airs bodies. It was established that the higher the level of social normality of the employee, the more the functional-positive characteristics of intra-group relations (understanding, emotional proximity, belonging to the team, and the ability to feel like a professional while in it) and the less the functional-negative characteristics (tension, confl ict, unfavorable sensual tone in the relationship) are expressed. Assessment of Intra-Group Relationships in Service Teams by Employees with Diff erent Levels of Social Compliance 51 It was established that the higher the social normative of the employee, the higher the general index of intra-group relations, which is an indicator of the socio-psychological climate in the service team. It is shown that the overall indicator of intra-group relations, as an indicator of the socio-psychological climate, is diff erent among socio-regulatory and non-normative employees. Assessments of intra-group relations by regulatory employees indicate a favorable socio-psychological climate in their service teams, while non-normative employees, based on assessments of intra-group relations, will have a moderately favorable climate.

ГАРМОНИЗАЦИЯ СОЦИАЛЬНО-ПСИХОЛОГИЧЕСКОГО КЛИМАТА В КОЛЛЕКТИВЕ КАК СПОСОБ ПОВЫШЕНИЯ ЭФФЕКТИВНОСТИ ДЕЯТЕЛЬНОСТИ СОТРУДНИКОВ КАДАСТРОВОЙ ПАЛАТЫ

The article presents the results of a study of the relationships between various aspects of the socio-psychological climate of the team and the effectiveness of professional activities. The author also presented a program for harmonizing the socio-psychological climate in the production department of the cadastral chamber and assessed its effectiveness. The socio-psychological climate of a team is understood by the author as a system of relations of its members to the team as a whole. Based on a theoretical analysis of the literature, we have derived the following definition of the socio-psychological climate of an organization’s team: the socio-psychological climate of a team is a relatively stable emotional reflection by members of the organization’s team of the nature of the interpersonal relationships that have developed between them, as well as their attitude to joint activities, determined by micro and macroenvironment and the specifics of the activity itself. For the socio-psychological climate, the past experience of the team, expected results and current activities are of great importance. The socio-psychological climate, therefore, is based on interpersonal relationships and, accordingly, is an indicator of their condition. Creating a favorable socio-psychological climate is a constant, systematic, systematic work of the organization’s leaders, work team managers, ordinary employees and psychologists in the organization. We also considered such a parameter as the effectiveness of professional activities. This concept is considered by A.K. Markova, on whose theoretical concept we relied, as a correlation between objective and subjective characteristics of work activity. The objective ones were subject-specific and technological performance indicators that can be observed and recorded in the process of work and which can be assessed based on the results of the activity itself. Purely psychological indicators of effectiveness, which have a personal meaning for a person and are expressed in the attractiveness of work, acted as subjective ones. One of the leading subjective criteria for the effectiveness of professional activity is satisfaction with this activity, as an opportunity to satisfy basic needs in it. The article presents a program for harmonizing the socio-psychological climate in the production department of the cadastral chamber, and describes the results of assessing its effectiveness.

ФАКТОРИ УСПІШНОЇ РЕАЛІЗАЦІЇ ПІДВИЩЕННЯ КВАЛІФІКАЦІЇ ПЕРСОНАЛУ ПІДПРИЄМСТВ ЗАЛІЗНИЧНОГО ТРАНСПОРТУ

Rapidly changing economic conditions, new achievements in science and technology, the introduction of information technologies constantly present organizations with the task of matching the qualifications of employees to modern requirements. The article defines the features of improving the qualifications of the personnel of railway transport enterprises. It was noted that the effective functioning of railway transport is important for innovative development and sustainable growth of the country’s economy, contributes to increasing the mobility of the population and strengthening regional ties. It was determined that corporate training of employees ensures higher productivity and quality of work during the rational use of material resources. It is noted that the profile of competences by position serves to assess the employee’s compliance with the functions, the selection of employees for the position, and the determination of areas of additional training. Competencies allow you to use different groupings of competencies and approach the development of each group individually. The development of personnel resources of JSC «Ukrzaliznytsia» gives a multiplicative effect, which multiplies the subsequent results of organizational measures. The general scheme of the model of competences has been modernized into a new model, in which the category «professional competences» is detailed, taking into account the specifics of JSC «Ukrzaliznytsia» (other groups of competences can be similarly detailed). Adhering to the principles of socially responsible business conduct, JSC «Ukrzaliznytsia» must implement a social policy aimed at effective interaction with personnel. The company will consider employees as the main resource that determines the economic results of JSC «Ukrzaliznytsia», competitiveness and market value of the company. In this regard, the provision of professional personnel from all areas of activity of JSC «Ukrzaliznytsia» and the motivation of employees to productive and efficient work are the most important goals of the company’s social policy. It was concluded that the implementation of a unified personnel policy at JSC «Ukrzaliznytsia» should be aimed at staffing all categories of personnel with qualified personnel, creating a single personnel reserve, adapting the system of continuous professional training of personnel to the conditions of JSC «Ukrzaliznytsia» and changing technological requirements, implementing measures to ensure a favorable socio-psychological climate.

Prevention of School Bullying Among Adolescents of Individual Educational Organizations for Students with Disabilities: a Model of Antibulling Competence and Evaluation of its Efficiency

The scale of bullying among teenagers is becoming global. Students with intellectual disabilities are subjected to emotional, physical and mental pressure in educational institutions for children with disabilities, which ensures the need to develop and implement an anti-bullying competence model of prevention. The study involved 26 teenagers from Kursk Boarding School No. 3 at the age of 14-16. Data collection was carried out through observation and conversation using standardized methods for diagnosing the socio-psychological determinants of bullying. The implementation of the ascertaining and control stages of the formative experiment included diagnosing the risk of bullying, sociometric status and the prevalence of bullying in the educational environment, as well as evaluating the results using statistical methods of mathematical analysis (“Statistica 11.0”). Developed in accordance with the competency-based model of preventing school bullying among adolescents, the program is aimed at reducing the level of bullying through the optimization of their intragroup relationships. Evaluation of the results of its implementation testified to changes in the prevalence of bullying and a change in the status-role structure of the experimental group in comparison with the control group and with the results of primary diagnostics, and hence its effectiveness. The class team showed a high degree of cohesion, discipline and organization. Measures were successfully carried out to raise awareness of all participants in the educational process, to create a favorable socio-psychological climate in the school community for the comprehensive development of the personality of adolescents with intellectual disabilities. Adolescents demonstrated high activity not only during school hours, but also outside school hours.

Impact of business and personal characteristics chief nurse for team microclimate

To create a favorable socio-psychological climate in the team of paramedical workers, which contributes to the multiplication and realization of the creative potential of each specialist, the head of the nursing service needs knowledge of psychology, the ability to assess the individual psychological characteristics of employees, master the art of interpersonal communication and understand the motives of the behavior of interlocutors. Target. Determination of the degree of influence of the communicative and organizational abilities of the head of the nursing service on the formation and maintenance of a comfortable socio-psychological climate in the nursing team. Results. The socio-psychological climate in the nursing team was studied, the level of coherence and compatibility in the process of joint activities of the head of the nursing service and nursing specialists was analyzed, the nature of the influence of the communicative and organizational abilities of the head of the nursing service on the socio-psychological climate of the team of nurses was revealed. Conclusion. The study of the influence of the communicative and organizational abilities of the head of the nursing service on the socio-psychological climate of the nursing team showed that certain individual psychological characteristics in the structure of the personality of the head sister, the style of her activity, the level of her communicative and organizational abilities have a direct impact on the formation and maintenance of a comfortable social environment. -psychological climate in the nursing team.

The Role of the Head in Creating the Socio-Psychological Climate of the Collective of the Educational Organization

The study defines the role of the head in creating the socio-psychological climate of the collective of an educational organization and develops recommendations for creating a favorable socio-psychological climate in the collective of an educational organization. The hypothesis of the study is the assumption that the head can play an important role in creating a socio-psychological climate of the collective of an educational organization. In a study involving 100 people aged 22 to 50 years, who are employees of the psychological and educational service, the following methods were used: analysis of the literature on the research problem, analysis of statistical data on the subject of the study. As a result of the study, it was revealed that there is a positive tendency for the head to change the usual leadership style as a factor that improves the socio-psychological climate of the staff of an educational.

Features of Determining Hydrodynamic Parameters in Production Wells with Overflow after Level Recovery

t. The development of economic science makes it possible to apply original research methods to develop an economic policy aimed at solving the most pressing problems at various levels. At the same time, it should be noted that the solution of these problems, as a rule, leads to the elimination of conflicts and contradictions and forms a favorable socio-psychological climate in society. Currently, an urgent problem for the city of Karaganda is the development of social infrastructure and, above all, the supply of apartment buildings with hot and cold water. There is no doubt that this service should be carried out in accordance with the standards in force in the state. Nevertheless, the use of the achievements of the «knowledge economy», that is, the information market, is of practical importance. The article presents the results of the analysis of the achievements of various economic schools in the formation of business models. The importance of such business models as «global value chains», digital technologies, foresight methods is noted

ВНУТРЕННИЕ КОММУНИКАЦИИ ПРОИЗВОДСТВЕННыХ ПРЕДПРИЯТИЙ КРАСНОДАРСКОГО КРАЯ: ПРОБЛЕМы И ПУТИ ИХ ПРЕОДОЛЕНИЯ

The purpose of the study was to identify the features of communication links within the production enterprises of the Krasnodar Territory and develop a recommendation for their improvement. Research methods: observation, analysis of internal documentation; questionnaire to study the preferred and used channels of internal communications; questionnaire of satisfaction with internal communications and quality of communications in the organization. The sample was 162 people from ten different production enterprises of the Krasnodar Territory. To analyze the characteristics of companies, interviews were conducted with managers and ordinary employees, as well as an analysis of the regulatory framework of enterprises. The results of the study made it possible to determine the positive aspects of internal organizational communications, to identify problem areas and ways to eliminate them. The data obtained can be used in the practice of organizational consulting, in the activities of HR services and departments to develop a strategy for the formation of a corporate culture, employee loyalty and a favorable socio-psychological climate of enterprises.

ORGANIZATIONAL CULTURE OF THE ENTERPRISE: THEORETICAL ASPECT

The necessity of studying the theoretical aspects of the organizational culture of an enterprise in the conditions of transformation and intensification of globalization processes substantiated. A variety of theoretical concepts for the formation and implementation of organizational culture in the activities of enterprises presented within the framework of their management system, in which the essence of the concept of “organizational culture” interpreted ambiguously. In the process of the conducted research, it proposed to understand the concept of “organizational culture” of an enterprise as a set of norms and behavior patterns that formed in the organizational system of enterprise management within the framework of effective subordination and coordination organizational relations. They determine the way of uniting groups and individuals in the process of functioning of the enterprise to achieve its goals in accordance with the needs of the internal development of the enterprise and the requirements of the external environment. The properties of corporate culture described in accordance with the system of values, beliefs, norms and rules of the enterprise, which it is advisable to include: versatility, objectivity, dynamism, uniqueness, consistency, heterogeneity, adaptability, sociality, economic character. A comparison of organizational culture with corporate culture carried out. Despite the dialectical proximity of the concepts of “organizational” and “corporate” culture, it proposed not to consider them identical. A set of functions of the organizational culture of an enterprise proposed, taking into account the degree of its influence on the interests of participants in the socio-economic process and elements of organizational culture. The first group is internal integration functions. The second group is the functions of external adaptation. It is advisable to consider the main elements of organizational culture to be the values that are generally known in the enterprise and provide an orientation towards : results, employees, team, attention to detail, stability. So, organizational culture is formed as a conscious and intentional improvement of any actions in the culture of the enterprise in order to create a favorable socio-psychological climate for uniting workers into a single team within the framework of certain moral, ethical and cultural values.

СОВЕРШЕНСТВОВАНИЕ СИСТЕМ УПРАВЛЕНИЯ ПЕРСОНАЛОМ В ЗАРУБЕЖНЫХ КОМПАНИЯХ

The purpose of the article is to offer recommendations for improving the personnel management system in companies. Methods: classification, systematization, economic analysis, observation, interview, modeling. The novelty of the article is the development of proposals for improving the efficiency of the personnel management system, primarily intellectual human capital, and improving the personnel policy of the organization to ensure the sustainable and effective development of an innovative type of company; development of methodological recommendations for improving the existing personnel management system of the company. Recommendations on improving the personnel management system and motivation of employees of modern companies are given. An assessment of the economic efficiency of the proposed measures was carried out. The conclusion is made: along with economic efficiency, social efficiency from the implementation of the proposed measures will improve the organizational structure of the company, increase labor productivity and reduce the cost of performing the functions of a number of employees, will contribute to the development and realization of individual abilities and talents of employees, create a favorable socio-psychological climate.

The Study of the Socio-Psychological Climate and the Level of Satisfaction of Employees with their Work in the Apparatus of the Government of the Krasnoyarsk Territory

The subject of this study is the peculiarities of the socio-psychological climate in the apparatus of the Government of the Krasnoyarsk Territory and the satisfaction of employees with their work. The relevance of the study is due to the fact that in the process of political interaction of subjects of political communication, the socio-psychological climate determines a lot. Assessing the current situation, some politicians and sociologists note the need for purposeful formation of a socio-psychological climate for more productive and effective work, since it can be a tool that helps not only to build relations between politicians with each other, but also to correct the socio-political state, improve the psychological climate in society, regulate public relations. The study was conducted on the basis of the Government of the Krasnoyarsk Territory, in three departments with a total of 62 people. According to the results of the study, it was concluded that the unfavorable socio-psychological climate prevails in the apparatus of the Government of the Krasnoyarsk Territory in two departments (negative values according to the methodology of O.S. Mikhalyuk and A.Y. Shalyto). According to the survey results, many employees do not want to get to know each other better, spend time informally together, and maintain friendly ties. The integral majority of satisfaction with work in teams (according to the method of N.P. V. Fetiskin) is also low in two departments, which indicates the disadvantage of employees in this team, dissatisfaction with work is observed, which means that employees do not make special efforts to achieve the best result of their work, employees are not satisfied with the relationship in the team and prefer to work alone. Correlation analysis showed between climate and job satisfaction: in a favorable socio-psychological climate, the level of job satisfaction in the team is high, in an unfavorable socio-psychological climate – low

Нематериальная мотивация как эффективный способ управления персоналом организации в период COVID-19

The article examines the impact of the COVID-19 coronavirus infection and the subsequent economic and social crises on the acceleration of business digitalization and the need to adapt the system of intangible motivation and stimulation of the organization’s personnel to the existing realities. The importance of ensuring a favorable socio-psychological climate in the company, psychological comfort of employees in the workplace, personalization and actualization of the used intangible motivation tools is reflected. The options for improving the use of the most common methods of intangible motivation are proposed. The relevance of this topic is due to the increasing share of using various methods of intangible motivation in most companies, regardless of geographical location, company size, number of employees, industry, its financial position in the market and other factors that provide an advantage over competitors and other stakeholders. English version of the article is available at URL: https://panor.ru/articles/non-material-motivation-as-an-effective-way-to-manage-an-organizations-personnel-during-covid-19/78533.html

Фасилітація як метод формування сприятливого соціально-психологічного клімату та партнерства в закладі вищої освіти

The article reveals the essence of facilitation as a method of forming favorable socio-psychological climate and partnership in a higher education institution. It has been noted that the creation of favorable socio-psychological climate and partnership in a higher education institution involves overcoming barriers of mental tension in the process of communication, openness, accessibility and democracy of a higher education institution, unification of the educational process participants under appropriate conditions of labor division and active participation in its implementation, cooperation on the principles of equality and voluntariness. The mechanism of application of the facilitation method in the context of the formation of favorable socio-psychological climate and partnership in a higher education institution is presented as the development of organizational, psychological, pedagogical and methodical conditions that ensure the possibility of successful interaction and communication, provided that a higher education institution is adaptable and that members of staff / team are independent in solving problems by focusing on resources and achieving goals.

The role of the leader in governing communication and formation of social and psychological climate in the collective in medical organization

The aim of the study the role of a leader in managing communication and shaping the microclimate in a team. Results: the senior nurse in the department forms and maintains the social and psychological climate in the department. She is a team player, empowered and empowered, uses a business-like style of communication in solving assigned tasks, while providing for the construction of communication on trust. Conclusion: the ability to build relationships with people, to find an approach to them, to win them over is necessary for every leader, this ability is the basis of life and professional success. The formation of a favorable socio-psychological climate of the labor collective is one of the most important conditions for the struggle for the growth of labor productivity.

Features of the use of “just in time” tools in the modern Russian economy

One of the factors that ensure the company’s success in the market is a properly selected management system. This article is a study of the experience and prospects of implementing “just in time” and related modern management methodologies for Russian companies in a crisis situation caused by the СOVID-19 pandemic and its consequences. The authors suppose that there is a relationship between the use of these methods and a favorable socio-psychological climate in the team. The paper presents the theoretical material and experience ofcompanies belonging to various sectors ofthe economy. The study describes the conclusions based on the results of observation of the offi of the joint-stock company “Tochka”, which successfully applies “just in time”, scrum, agile, holacracy and lean thinking. The article describes the state of the company in the conditions of transition to remote work in connection with the COVID-19 pandemic.Based on the opinion of the employees obtained during the observation and conversation, the authors of the article suggest that the use of modern elements of the management philosophy allows the joint-stock company to maintain an optimal state of the socio-psychological climate, attracting employees, ensuring high productivity and engagement. Thus, the introduction of the just in time system and methods in modern Russian realities is quite feasible, but it will require signifiant effrts, fiancial investments, high-quality work on personnel selection.

PSYCHOLOGICAL AND PEDAGOGICAL CONDITIONS FOR FORMING PROFESSIONAL-IMPORTANT QUALITIES IN ATHLETES

The study of the conditions for the formation of professionally important qualities in athletes is due to the fact that every year in sports of the highest achievements the level of physical complexity and psychological endurance rises, new records are set, the requirements for professional training and the personality of an athlete increase. The article discusses the issues of psychological and pedagogical conditions in the formation of professionally important qualities in athletes. The aim of the study is to identify the psychological and pedagogical conditions for the formation of professionally important qualities in athletes. The content of the article includes a theoretical analysis of the psychological and pedagogical literature of the concepts of "condition", "pedagogical conditions", "psychological conditions". The author's vision on the definition of the concepts of "psychological and pedagogical conditions in sports", "professional qualities of an athlete" is given, as well as the characteristics of these conditions that contribute to the formation of professionally important qualities in athletes, and provide psycho-emotional stability. According to the authors, the professionally important qualities of an athlete (PVK) are individual psychological and physiological qualities that affect his effectiveness in sports activity. These include psychoemotional stability, self-reflection, motivation, resilience, concentration of attention, self-regulation, self-control, locus control (localization of control of volitional effort), etc. The main result of the study is the concretization of conditions that contribute to the formation of professionally important qualities necessary for the implementation of successful sports activity. The authors refer to the psychological and pedagogical conditions: ensuring a favorable socio-psychological climate in the team, relationships and the creation of psychological safety; ensuring the consistency of the athlete's psychological training; providing psychological and pedagogical debriefing; improvement of educational and methodological, scientific and methodological support of the psychological training of an athlete; psychological and pedagogical competence of a trainer through refresher courses; organization of scientific and practical conferences, symposia, forums; implementation of digitalization in sports.

РОЛЬ ОРГАНИЗАЦИОННОГО ДОВЕРИЯ В ОБЕСПЕЧЕНИИ ЭФФЕКТИВНОСТИ И ПРОДУКТИВНОСТИ ДЕЯТЕЛЬНОСТИ СОВРЕМЕННОЙ ОРГАНИЗАЦИИ (ОПЫТ ЗАРУБЕЖНЫХ ИССЛЕДОВАНИЙ)

The paper deals with the social phenomenon «organizational trust». The importance of organizational trust as a mechanism for the stable functioning of a modern organization in conditions of the sociocultural and socio-economic environment being under risk is substantiated. The feasibility of a sociologi-cal analysis of trust in an organization with the purpose of enhancing its efficiency and productivity is demonstrated. The essence of «organizational trust» is defined as a phenomenon of positive expectations due to which the principal is ready to ascribe good intentions to the trustees and be confident about their words and actions. Benevolence and competence of trustees are demonstrated to be necessary conditions for the formation of a high level of trust in an organization. Based on the analysis of materials from for-eign sociological studies, the types of organizational trust are differentiated: generalized, vertical and hor-izontal, and their specific characteristics are identified. Generalized trust is found to be based on past ex-perience of interactions, this is the expectation of future gains. It is emphasized that vertical and horizon-tal organizational types of trust have the property of functionality, i.e. they are limited by the professional roles of employees. The evidence base indicates that employee relationships based on trust are one of the conditions for effective labor activity in a modern organization. It has been found that the trust of em-ployees increases their commitment to the organization and job satisfaction, contributes to strengthening the cooperation and teamwork. The expediency of empirical verification of theoretical propositions is substantiated, in particular of the idea that organizational trust has a positive effect on the efficiency and productivity of the modern organization`s development: the higher the trust in the organization, the higher its ability to achieve its strategic, tactical, operational goals, ensure labor productivity, produce innova-tions, maintain high staff motivation and a favorable socio-psychological climate.

Criteria and levels of forming a favorable sociopsychological climate in a temporary learning group of teenagers

Criteria and levels of forming a favorable sociopsychological climate in a temporary learning group of teenagers

ФОРМУВАННЯ СОЦІАЛЬНО-ПСИХОЛОГІЧНОГО КЛІМАТУ В КОМПАНІЇ ЯК ЧИННИК ЕФЕКТИВНОГО УПРАВЛІННЯ МОТИВАЦІЄЮ ПЕРСОНАЛУ

The article investigates the factors influencing the state of the social psychological climate in the company during the period of crisis phenomena in the socio-economic environment, created in the context of pandemic challenges in all spheres of people's activities, the need to improve the system of relationships in the teams of each company. The formation of favorable socio-psychological is a prerequisite for productive work and overcoming the consequences of psychological stress in crisis conditions. The causes of psychological discomfort in the work environment as a demotivator of effective work have been identified. It has been proven that the motivation of staff should contribute to the formation of a competitive employee with communicative and conflict management skills. The management of the socio-psychological aspects of the production environment has a relationship with other HR processes, especially motivational management. Swot analysis of the factors of the socio-psychological climate in the team, influencing the motivation of employees, was carried out. Indicators of conflict and other stressful situations that the manager and HR specialists should know and identify have been identified. It is revealed that if the company has methods among the HR processes to study forms of manifestation of the socio-psychological climate in the team, HR specialists and managers can identify the prospects of types of relationships between employees. Each company should develop its motivational model, taking into account the existing and desired state of the socio-psychological climate in accordance with the chosen development strategy. Recommendations are given for HR specialists, psychologists and managers at all levels to improve the socio-psychological climate in the team and individual levels. Activities are proposed to identify and overcome negative influence of socio-psychological factors on the level of motivation of the company's staff, as well as the formation of the concept of effective management of staff motivation through the creation of a favorable socio-psychological climate.