Organizational Settings Research Articles

Practice of Educational Administration Theories in Secondary School of Bangladesh

The efficient execution of educational programs in schools has made the position of educational administrators increasingly important. Theories offer a conceptual structure that facilitates comprehending, forecasting, and managing behavior within organizational settings. The purpose of this study is to explore the practice of educational administration (EA) theories in secondary school of Bangladesh, and the role of educational administrators. A qualitative approach is used for gaining in-depth understanding in the real-life-situation. Semi-Structure Interview and Focus Group Discussion have been used to collect data. Data have been analyzed using thematic analysis technique. Findings show that secondary schools of Bangladesh are practicing the Scientific Management Theory and System Theory collaboratively through maintaining formal structure. Human Relationship and Behavioral Approach Theory have been practiced in the shadow of formal structure. As well a hybrid approach is being practiced in the schools. The administrators find the challenges to practice these theories. The challenges are lack of infrastructure, scarcity of teaching learning resources, teacher-student-ratio, local conflict, and school managing committee’s internal clash. The findings of this study would be useful for educators, educational administrators and researchers in advancing EA theories in education. Teacher’s World: Journal of Education and Res arch, 50(1): 135-154

‘Voto Preso’: Prisoners’ enfranchisement in Chile

AbstractThis article analyses the enfranchisement process of the prison population in Chile. Although institutions were reluctant to grant the vote to this group for several years, in 2022, new policies allowed prisoners to suffrage for the first time. The Voto Preso movement, a set of organisations struggling for prisoners’ political participation, played a fundamental role in this transformation. However, incarcerated people's participation in constructing the movement's demands and strategies was scarce. Drawing on eleven interviews with key movement actors, the article sheds light on the main discourses by which it promoted the materialisation of Chilean prisoners’ voting rights. The article also critically scrutinises the consequences of prisoners’ limited inclusion in the Voto Preso movement. Finally, the article discusses how its analytical approach may open new avenues for studying prisoner dis/enfranchisement as a situated boundary issue.

How do Danish humanities PhD school leaders constitute their roles? Interactions of biography, place and time

Purpose Increasingly governmental policy around PhD education has resulted in greater university oversight of programs and student experience – often through creating central PhD Schools. While student experience is well researched, the experiences of Heads of these units, who are responsible for creating student experience, have been invisible. This exploratory Danish case study begins such a conversation: its purpose to examine the perceptions of five Heads of PhD Humanities Schools, each responsible for steering institutional decisions within Danish PhD policy landscapes. Design/methodology/approach A qualitative approach integrated three distinct analyses: a review of Danish PhD education policies and university procedures, each university’s job specifications for the Heads of the Schools and the Heads’ views on their responsibilities. Findings The Heads differentiated between their own and today’s PhD student experience. They had held prior leadership roles and fully supported institutional regulations. They cared deeply for the students under their charge and were working to achieve personal goals to enhance PhD experience. Their leadership perspective was relational: enhancing individual student learning through engaging with multiple PhD actors (e.g. program leaders) – when possible at a personal level – to improve PhD practices. Originality/value This study contributes an expanded perspective on how PhD School Heads constitute their roles by empirically linking: macro-national policies and institutional regulations and individuals’ biographies to their support of the PhD regimes – with implications for academic leadership generally. The authors argue research into PhD School leadership is essential, as it is such individuals who create the organisational settings that students experience.

Investigating the Role of Leadership Styles on Organizational Culture and Innovation

Innovation and organizational environment are greatly influenced by leadership styles. Innovation-friendly workplaces are fostered by leaders because of their emphasis on inspiration and vision. The leaders place more emphasis on structure and compensation, which might have a distinct effect on organizational environment (OE) and creativity. The variations in leadership styles and how they are applied in various organizational settings. The connection among organizational environment, innovative creativity and leadership styles might be influenced by industry-specific aspects. The study’s aim is to comprehend how various leadership styles affect the organizational environment and corporate innovations (CI). This study included a total of 233 participants, including male (120) female (110) and non-binary/other (3) for leadership styles. Utilizing SPSS software, a statistical analysis of the data was carried out. The data was analyzed using a t-test, ANOVA, and regression analyses. These analysis demonstrated the leadership style fostering an innovative organization.The studyemphasizes the organizational environment and corporate innovationstrongly influenced by leadership styles. Creating an atmosphere that encourages creative thinking and a collaborative culture through leadership styles.

Technological change in human resources environment: A bibliometric analysis

BACKGROUND: This study explores the evolving landscape of technological change within human resources environments, synthesizing a systematic review of 819 research papers from 1990 to May 2024. OBJECTIVE: The main goal is to use bibliometric analysis to find important themes and clusters in the study of how organizations change technology, fill in important gaps, and suggest new research directions. METHODS: The Bibliometrix package in R software and VOSviewer were used to systematically look at keyword co-occurrences to map out six different thematic clusters. This gives us a structured way to understand the theoretical and practical effects of technological change in different areas of human resources. RESULTS: The findings highlight crucial areas necessitating further investigation, particularly concerning organizational change and technological adaptation across sectors, providing a foundation for comprehensive research agendas. CONCLUSION: This study contributes valuable insights into the implications of technological change in organizational settings, guiding future research endeavors and fostering informed decision-making within dynamic and evolving environments.

Centering the role of community health workers in social risk screening, referral, and follow-up within the primary care setting

BackgroundCommunity health workers (CHWs) remain an underutilized resource in social risk diagnostics in the primary care setting. This process evaluation study seeks to assess the role of CHWs in social risk screening, referral, and follow-up through process mapping to identify barriers to the process for future quality improvement efforts.MethodsResearchers at the Arizona Prevention Research Center (AzPRC) engaged with two Federally Qualified Health Centers (FQHCs) in two of Arizona’s major urban areas to evaluate their internal processes for social risk screening and intervention. The Consolidated Framework for Implementation Research (CFIR) was used to direct a process mapping exercise to visually describe the workflow, gaps, and barriers to identifying and addressing social risk.ResultsThe process unveiled key areas for health system improvements in the community setting, the organizational setting, and in the implementation of social risk screening, referral, and follow-up. Further, process maps highlight the potential resources needed for effective CHW integration to address social risk in the primary care setting.ConclusionsOur findings demonstrate the importance of organizational tools, such as process mapping, to assist primary care settings in evaluating internal processes for quality improvement in addressing social risk and in effectively integrating the CHW workforce. Subsequent research will evaluate rates of social risk screening, referral, and follow-up within all of Arizona’s FQHCs and propose models for CHW integration to address social risk in primary care and strengthen social risk screening reach and effectiveness.

A qualitative study of healthy ageing and co-production

Europe’s ageing population increases the demand for housing solutions targeting older citizens’ needs and preferences. Establishing age-friendly communities fostering social participation is essential for healthy ageing and various housing options with shared facilities prioritizing social contact have emerged. While involving older people in public service delivery is emphasized, studies on co-production with older people in building age-friendly communities remain limited. This study explores a co-production initiative between older citizens, a municipality and a real estate company in a newly established senior village focusing on organizational settings and physical facilities. A qualitative study inspired by the BIKVA methodology was conducted using focus group interviews with citizens, frontline staff, and management. Through reflexive thematic analysis, the physical environment, organizational setting and other factors influencing the co-production process were analysed. Citizens expressed satisfaction with the unique physical environment, the different activities and being involved in the co-production process on development and building up the senior village. However, the co-production initiative was influenced by the lack of frontline staff involvement, how the physical facilities were organized for building inclusive communities as well as the level of information provided to align expectations among stakeholders. Involving older citizens in the co-production of age-friendly community initiatives has the potential to take the identified challenges into account. To understand what constitutes an optimal environment for healthy ageing further research in collaboration with older citizens is needed.

The role of leadership in group cohesion: insights from sport club volunteering

Purpose This study aims to address the challenge many organizational leaders face in fostering workforce cohesion. Focusing on the context of sports club volunteering, this study investigates how leaders can enhance group cohesion among volunteers. The study findings provide valuable insights applicable across various work settings. Design/methodology/approach Through a multilevel design, this study examined the role of autonomy–supportive and structuring leadership in shaping social and task cohesion within volunteer teams at the group level. In total, 557 volunteers nested within 52 nonprofit sports clubs situated in the Flemish region of Belgium were involved in this study, providing a robust foundation for our analysis. Findings This research revealed that regular volunteers form “true groups”, exhibiting substantial between-group variance in social and task cohesion and a strong within-group consensus. Additionally, the findings underscored the significance of autonomy–supportive leadership in fostering cohesion, demonstrating a positive relation with social and task cohesion at the group level. Originality/value This study demonstrates that volunteer teams, like work teams in the for-profit sector, actively engage in interpersonal exchanges within their organization, which help shape their collective sense of unity and alignment with common objectives. Leaders can enhance these interactions by fostering an autonomy–supportive environment where members feel empowered to share their perspectives and ideas. Additionally, the findings suggest that the nature of the task and the specific context can influence which leadership style is most effective, with the provision of structure also playing a role. With these insights, leaders in diverse organizational settings can effectively nurture the development of cohesive groups.

Hybrid Teamwork: What We Know and Where We Can Go From Here.

Hybrid teamwork, which describes any combination of one's work time spent across organizational and other (typically domestic) work settings, has become a critical aspect of modern work environments. However, despite the rising prevalence and technological support for hybrid teamwork, there is limited understanding of its impact at the team level. Although we still lack research that addresses the dynamic geographic configurations inherent to hybrid teamwork, we believe that much of the extant literature on virtual teamwork can inform our understanding and guide future research. Accordingly, this paper aims to advance knowledge on hybrid teamwork by defining its unique characteristics and critically reviewing three broad classes of theory from the virtual teams literature and their implications for understanding hybrid teamwork. Based on both contributions and limitations of these three theory classes, we conclude this paper by mapping out pressing questions to guide future research.

Exploring the Impact of Transformational Leadership on Employee Motivation and Organizational Performance: A Human Resource Management Perspective

This study explores the impact of transformational leadership on employee motivation and organizational performance from a human resource management perspective. Utilizing a qualitative literature review methodology, the research synthesizes existing studies to provide a comprehensive understanding of how transformational leadership practices influence employee motivation, engagement, and overall organizational effectiveness. Transformational leadership, characterized by its focus on inspiring and motivating employees through vision, support, and empowerment, has been widely recognized for its positive effects on employee attitudes and behaviors. The literature review reveals that transformational leaders enhance employee motivation by fostering a supportive work environment, encouraging innovation, and promoting professional development. Additionally, the review highlights that organizations led by transformational leaders often experience improved performance outcomes, including higher productivity, increased job satisfaction, and reduced turnover rates. However, the findings also indicate that the effectiveness of transformational leadership may vary depending on contextual factors such as organizational culture, industry, and employee demographics. This study contributes to the field of human resource management by offering practical insights into the benefits and challenges of implementing transformational leadership in diverse organizational settings. The implications of these findings suggest that HR professionals should consider adopting transformational leadership development programs to enhance employee motivation and drive organizational success.

Analyzing the Relationship Between Organizational Politics, Emotional Intelligence, and Employee Behavior: A PLS-SEM Modeling

Background This study explores the complex relationship between organizational politics, emotional intelligence and employee behavior in contemporary settings. Organizational politics, which is widespread in organizational settings, has a substantial impact on different aspects of employee behavior. Emotional Intelligence has become a vital factor in individuals' capacity to successfully traverse the complexities of an organization. This study consolidates current material to offer insights into the impact of organizational politics on employee behavior and the mediating role of emotional intelligence in this connection. Methods A survey was undertaken with a sample size of 500 employees hailing from several Information Technology (IT) and Information Technology Enabled Services (ITES) firms in the Dehradun (Uttarakhand) region. The study employed quantitative methodologies to investigate the correlations between Emotional Intelligence, Perceived Organizational Politics and Employee Behavior. The data were evaluated using Partial Least Squares Structural Equation Modelling (PLS-SEM) to examine the hypothesized correlations and mediation effects. Results The study identified substantial correlations between Emotional Intelligence, Perceived Organizational Politics, and Employee Behavior. Emotional Intelligence was discovered to have a positive impact on Behavioral Dynamics. Perceived Organizational Politics had a substantial influence on both Emotional Intelligence and Behavioral Dynamics. Factors such as Need for Power, Relationship Conflict, Resource Constraints, Role Conflict, and Workforce Diversity were discovered to have an impact on Perceived Organizational Politics. Conclusions The results confirm strong connections between organizational politics, emotional intelligence, and employee behavior, highlighting the significance of these concepts in comprehending employee behavior in organizational environments. The study proposes that enhancing employees' emotional intelligence can alleviate the adverse effects of organizational politics, resulting in enhanced behavioral dynamics. The study also addresses the limits, outlines potential areas for further research, and highlights the managerial implications. It suggests that firms should prioritize the development of emotional intelligence to cultivate a favorable work environment.

Deciphering the global research trends and significance of moral intelligence via bibliometric analysis.

Moral Intelligence (MI) as a concept has gained importance in recent years due to its wide applicability in individual, organizational, and clinical settings or even policy making. The present study employed Bibliometric analysis to understand the emerging topics associated with MI and its global research trend. This paper's primary aim was (i) to explore the temporal and geographic growth trends of the research publication on MI. (ii) to identify the most prolific countries, institutions, and authors, working on MI, (iii) to identify the most frequent terminologies, (iv) to explore research topics and to provide insight into potential collaborations and future directions, and (v) to explore the significance of the concept of moral intelligence. Bibliometric analysis was used to understand the emerging topics associated with MI and its global research trend using the SCOPUS database. VOS viewer and R were employed to analyze the result. Through the analysis conducted, the development of the construct over time was analyzed. Results have shown that Iran and the United States and these two combined account for 53.16% of the total country-wise publications. Switzerland has the highest number of Multi-county publications. Authors from Iran and Switzerland have the most number of publications. Emerging topics like decision-making, machine ethics, moral agents, artificial ethics, co-evolution of human and artificial moral agents, green purchase intention etc were identified. The application of MI in organisational decision-making, education policy, artificial intelligence and measurement of moral intelligence are important areas of application as per the results. Research interest in MI is projected to increase according to the results delineated in this article.

Organizational Virtue Ethics and Moral Distress among Healthcare Workers.

AbstractMoral distress is traditionally defined as situations where one knows the right thing to do but external constraints make it nearly impossible to pursue the right course of action. Many interventions to mitigate moral distress focus on making healthcare workers more resilient or courageous in the face of adverse circumstances. While these "virtue cultivation" responses might be valuable traits for individuals, I want to argue that cultivating virtue is at best an incomplete strategy for dealing with moral distress in an organizational setting. The individualistic character of these approaches ignores how an organization's policies may be contributing to many morally distressing situations. I will argue that resources from the virtue tradition can still play a valuable theoretical role in addressing moral distress in healthcare settings if we transpose them to the organizational level. The policies of a hospital or healthcare institution can be seen as virtuous to the degree that they further the organization's goals of medicine. Organizational virtue ethics can then illuminate the issue of moral distress in healthcare organizations. If an organization's policies contribute to its members suffering from moral distress, then that policy may well inhibit the organization from carrying out its mission of providing excellent healthcare. Organizations should respond to moral distress and seek ways to mitigate if not eliminate it.

The use of locum doctors in the NHS: understanding and improving the quality and safety of care.

The use of locum doctors in the National Health Service is widely believed to have increased, and there have been widespread and sustained concerns among policy-makers, healthcare providers, professional associations and professional regulators about the quality/safety, cost and effective use of locum doctors. To provide evidence on the extent, quality and safety of medical locum practice and the implications of medical locum working for health service organisation and delivery in primary and secondary care in the English National Health Service, to support policy and practice. Four interlinked work packages involving surveys of National Health Service trusts and of general practices in England; semistructured interviews and focus groups across 11 healthcare organisations in England; analysis of existing routine data sets on the medical workforce in primary care and in National Health Service trusts in England from National Health Service Digital and National Health Service Improvement; and analysis of data from the Clinical Practice Research Datalink in primary care and of electronic patient record data from two National Health Service hospitals in secondary care. In primary care, about 6% of general practice medical consultations were undertaken by locums in 2010 and this had risen slightly to about 7.1% in 2021. In National Health Service trusts (mostly secondary care and mental health), about 4.4% of medical staff full-time equivalent was provided by locum doctors. But those overall national rates of locum use hide a great deal of variation. In primary care, we found the National Health Service Digital workforce returns showed the rate of locum use by Clinical Commissioning Group varied from 1% to almost 31%. Among National Health Service trusts, the reported rate of locum use varied from < 1% to almost 16%. We found that there was poor awareness of and adherence to national guidance on locum working arrangements produced by National Health Service England. Our research showed that locum working can have adverse consequences for the quality and safety of care, but that such consequences were probably more likely to result from the organisational setting and the working arrangements than they were from the locum doctors themselves and their competence, clinical practice or behaviours. Our research was hampered in some respects by the COVID pandemic which both resulted in some delays and other challenges. Our efforts to use electronic patient record data in secondary care to explore locum doctor working were stymied by the problems of data access and quality. Locum doctors are a key component of the medical workforce in the National Health Service, and provide necessary flexibility and additional capacity for healthcare organisations and services. We found that the extent of reliance on locum doctors varied considerably, but that an over-reliance on locums for service provision was undesirable. Some differences in practice and performance between locum and permanent doctors were found, but these seemed often to arise from organisational characteristics. We found that patients were more concerned with the clinical expertise and skills of the doctor they saw than whether they were a locum or not. Organisational arrangements for locum working could be improved in many respects. This award was funded by the National Institute for Health and Care Research (NIHR) Health and Social Care Delivery Research programme (NIHR award ref: NIHR128349) and is published in full in Health and Social Care Delivery Research; Vol. 12, No. 37. See the NIHR Funding and Awards website for further award information.

Cleaning up data work: Negotiating meaning, morality, and inequality in a tech startup

Data work—the routinized, information-processing operations that support artificial intelligence systems—has been portrayed as a source of both economic opportunity and exploitation. Existing research on the moral economy of data work focuses on platforms where individuals anonymously complete one-off projects for as little as one cent per task. However, data work is increasingly performed inside organizational settings to promote more consistent and accurate output. How do technologists and data workers construct and morally justify these arrangements? This article is based on 19 months of participant-observation research inside a San Francisco-based startup. Drawing on theories of relational work, I show how managers in San Francisco and contractors in the Philippines collaborated to “clean up” the morally questionable status of data work. Managers attempted to engineer interactions with data workers to emphasize fun and friendship while obscuring vast inequalities. Filipino data workers framed American managers as benevolent patrons and themselves as grateful clients to reinforce managers’ sense of responsibility for their well-being. By shifting attention from the structure of roles to the structure of relationships in organization-based data work, this article demonstrates the function of culture and meaning-making in both generating reliable and accurate data and reproducing status hierarchies in the tech industry. Additionally, this article's examination of the complex and often contradictory dynamics of organizational attachment and marginalization has implications for debates about how the conditions of data work can be improved.

Insights to ballast water: metagenomics as a pressing priority

Metagenomics represents a pivotal development in genomics, offering unprecedented insights into a diverse spectrum of microorganisms, including bacteria, viruses, and fungi, that were previously challenging or impossible to study outside natural environments. Its applications span a remarkable range, from exploring cosmic entities to the depths of our oceans, incorporating numerous analyses. Yet, its utilization in the context of ballast water analysis remains scarce. This highlights the crux of the present review, which aims to showcase the need for metagenomics in ballast water analysis. As is known, ballast water is essential for maintaining ship stability under no cargo conditions or during adverse weather, with daily global movements estimated to be between 3 to 10 billion tonnes. A single bulk cargo ship can transport up to 60,000 tonnes of ballast water for a 200,000-tonne load. It is estimated that over 7,000 species are transported globally in ships' ballast water daily, posing significant ecological risks when these organisms are discharged into new environments where they can become invasive species, disrupting local ecosystems, economies, and human health. Despite the International Maritime Organization setting D-2 standard guidelines and endorsing several ballast water management practices for its safe discharge, the issue persists. This underscores the necessity of employing metagenomics to enhance the monitoring of microbial content in ballast water. The review summarizes some research conducted worldwide to analyze ballast water by metagenomics, all exhibiting diverse microbes, including potent pathogenic bacterial and viral forms. The findings support our view, making metagenomics an invaluable tool to monitor ballast water treatment effectiveness in compliance with evolving environmental regulations. Though the challenges facing metagenomic applications—namely cost, complexity, and the need for comprehensive reference databases—are significant, they will surely be surmountable considering continual technological and methodological advancements. Embracing metagenomics offers a pathway to not only address the ecological threats posed by ballast water transfers but also to safeguard the future of global shipping industries.

Controlling user access with scripting to mitigate cyber-attacks

With the growing threats in the dynamic digital landscape, organizations are grappling with the difficult task of managing cyber-attacks by restricting user accessibility to most communication systems. This study aimed to develop a Linux script as a proactive response to the growing of cyber-attacks in organizational settings to prevent attacking vectors based on user negligence. The primary objective was to devise inventive solutions through script automation to restrict user access to the organizational network within predefined time frames, thereby mitigating potential cyber threats. The criteria used to define predefined time frames for user access, include the restriction of users on off duty times, The scripting seeks to address cyber-attacks targeted such as cross-site scripting (XSS) and SQL injection. To achieve the goal of this paper, the necessary steps and logic required to develop the scripts were taken. For instance, there are several suitable languages such as Bash, Python, or Perl, that can be used to write script. The paper selected Bash because it excels at scripting existing command-line tools and utilities, making it a great choice for automating tasks by using Vim text editor tool. The final scripts were run, some errors were identified, and modified as needed to ensure it worked correctly. This phase was necessary to improve the script's performance, readability, and maintainability by refining code, using efficient algorithms, by incorporating best practices. Finally, the various user inputs and scenarios were deployed to put the script into production for user access management. The adopted script metrics deployed such as Script Execution Time, Resources Utilization, Success Rate and Error Rate helped in evaluating the performance, efficiency, and effectiveness of the scripts. The implementation of the script achieved an executive time of 0.032 s, success rate was 1 and error rate was 0. The practical implementation in organizations can be scaled up or down depending on the organization's size and infrastructure. The compatibility of the developed Linux script with different operating systems, hardware platforms and network architectures will have no impact in adapting to various organizational environments. The script did not show any challenges, but real-world deployment may exhibit some potential challenges and limitations that may be associated with implementing the solution, such as resource constraints and legacy system compatibility.

Perceived personal and contextual impunity: Conceptualization, antecedents, and implications for workplace misconduct.

Scholarship on impunity has centered around quantifiable prosecutions related to criminal acts that often occur outside of the workplace. We offer insights into the psychological experience of impunity by shifting the focus to organizational settings and embedding impunity within discussions of workplace misconduct. We distinguish between (a) perceived personal impunity, which reflects employees' belief that they will not face punishment for their own misconduct; and (b) perceived contextual impunity, which reflects employees' belief that their organization will not punish employees for their misconduct. We develop and validate measures for each impunity perception and establish a preliminary nomological network by investigating factors that influence each perception and their relationship with workplace misconduct. Consequently, we offer nuanced insights into how distinct impunity perceptions result in workplace misconduct relative to other established predictors. Our perceived workplace impunity measures provide a valuable tool for assessing impunity perceptions and predicting instances of misconduct. In addition, they offer practical insights into impunity's functions within organizations. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Shadow Maternal Subjectivities

Shadow maternal subjectivities manifest in complexes deadly for children, but are born of trauma and patriarchal oppression of mothers. If maternal subjectivity is the Self that is informed by the psychological and physical experiences of giving and nurturing the life of a child, and shadow is a Jungian concept that refers to the unconscious aspect of the personality that contains all the elements of ourselves that we deny, repress, or disown, shadow maternal subjectivity is the destructive life-taking energies of a mother. These shadow subjectivities at times come alive in complexes. Complexes, another concept developed by Carl Jung, are unconscious emotionally charged and organized sets of memories, fantasies, and behavior patterns constellated around a core element. Enough stress can manifest a shadow mother complex, when maternal shadow energies fuel a complex that overwhelms consciousness and causes mothers to act out in their relationships with her children. There are several ways shadow maternal complexes manifest, such as the vampire mother, the depressed/addicted mother, the puella aeterna mother, the Aphrodite mother, the Munchausen by proxy mother, and the devouring mother. This paper explores these complexes and how a patriarchal idealization of motherhood precludes mothers from admitting their own finitude or any negative maternal feelings. At times these repressed negative feelings, or shadow subjectivities, become destructive, sometimes fatally. What is required is a greater range of acceptance of maternal subjectivity.

“Crisis situations of the recovery period” represent a feature of the legal regulation of the transition from the wartime period to the provision of military security during the wartime period

One of the postulates of systems theory is the tendency of any system to seek a stable state and avoid chaos. Stability is associated with overcoming crises, which are considered obstacles to development. Crises can serve various functions: destructive, threatening the viability of the system; destructive, leading to further development; and crises that are merely disruptions of equilibrium. In the context of transitioning from repelling armed aggression to ensuring military security in the post-war period, it is appropriate to describe the crisis phenomena and situations of the recovery period, which encompass the real crises of the recovery period. Special attention should be paid to the classification of crises, modeling their development, establishing crisis communications and decision- making in crisis conditions, developing state policy and crisis response strategies, as well as devising methods for crisis prevention. Situation centers play a key role in forecasting the security situation, preparing stabilization operations, and coordinating the actions of various security and defense structures. Their tasks include conveying decisions to personnel and the local population, organizing management and interaction, informing about the development of events, and controlling the execution of decisions. The centers also collect and analyze operational information for timely response to crisis situations. In legal science, the concept of a “crisis of the recovery period” is not widespread, but it may be useful for describing emergencies in the post-war period. The definition of such crises should consider the specific impacts of hazardous factors on national interests. The modern concept of national security of Ukraine envisages the integration of various security sectors, including economic, political, social, and legal aspects. According to legislation, the national security system in the recovery period should be an organized set of entities united by common goals and tasks regarding the protection of national interests. These entities participate in military-civil relations, coordinate their actions, and develop crisis response strategies.