Personal Characteristics Of Employees Research Articles

Перспективные направления исследований профессиональной деятельности работников металлургических производств

The article discusses promising areas of research of professional activity of workers of metallurgical industries. The practice of taking into account occupational risks and occupational morbidity of employees of metallurgical industry enterprises shows that inefficient performance of labor functions in the course of professional activity may be associated with a distorted idea of the requirements that are imposed on the subject of labor and its professionally important qualities, and this, in turn, requires a certain professional readiness and adaptation to working conditions based on selection of coping strategies appropriate to the professional situation. One of the contradictions may be the current requirements for the professionally important qualities of employees of metallurgical industries, for their performance of certain labor functions within a particular position in accordance with professional standards and the inconsistency of the existing professional and personal characteristics of employees with existing qualification requirements. The assessment of the degree of digital support of metallurgical devices and production in general makes it possible to optimize not only the policy of economic development in general, but also the professional activity of an employee of metallurgical industries, in particular – on machines with software and in the management of complex production complex systems. Considering professional training as a dynamic process of forming an employee of metallurgical industries, such trends and priority areas of educational activity as the use of a collective form of educational interaction, the implementation of a differentiated approach to students, the use of electronic and mixed learning, the use of virtual and augmented reality technologies in educational practice, individualization of training and mentoring are highlighted. The implementation of the institute of mentoring in the metallurgical sphere is significant for increasing the success of the enterprise and, importantly, for the development of a person, an employee as a person and as a subject of activity, the disclosure of his professional and personal qualities in work, as a professional at various stages of professionalization. The identified promising areas of research of the professional activity of workers of metallurgical industries can lay the foundation for the creation and implementation of a systematic approach, a model of psychological support of professional activity aimed at the development of professional and personal constructive mechanisms of professional adaptation within the framework of professional activity in the metallurgical sphere.

Tough Times Require Tough People: The Benefits of Grit for Reducing Employee Burnout.

Organizations are facing a serious challenge with employee burnout, which leads to a loss of productivity and employee morale. Despite its importance, there is still a knowledge gap in understanding one of the key features of employee burnout, namely, the personal characteristics of employees. This research aims to determine if grit can alleviate employee burnout in organizations. The study conducted a survey of employees in service companies, and results showed that employee grit was negatively associated with burnout. Moreover, the study revealed that grit does not equally affect all three dimensions of burnout, with emotional exhaustion and depersonalization being the most affected by employee grit. Increasing employee grit is therefore a promising strategy for companies that want to mitigate the risk of employee burnout.

Lični i organizacioni faktori koji utiču na sindrom sagorevanja zaposlenih u hotelima - bibliometrijska analiza i analiza sadržaja

The hotel industry is very vulnerable to unexpected external changes, which have an impact on employees as the major success factors of hotel functioning and success. The aim of this paper is to establish, by conducting a bibliometric and content analysis, the characteristics of existing research in the sphere of hotel employee burnout syndrome and to single out the main factors that influence it. The bibliometric analysis conducted in the beginning of September 2023 found that only 37 papers dealing with burnout among hotel employees were published in only eight journals from the sphere of tourism and hospitality indexed in the Web of Science database (Clarivate Analytics Journal Citation Report). The majority of authors who write about this subject are from the USA and China. Content analysis revealed that burnout syndrome among hotel employees is largely dependent on the personal characteristics of employees, as well as on organizational factors.

РАЗРАБОТКА АВТОМАТИЗИРОВАННОЙ МОДЕЛИ АНАЛИЗА СОЦИАЛЬНО-ПСИХОЛОГИЧЕСКОГО КЛИМАТА ТРУ-ДОВОГО КОЛЛЕКТИВА С ИСПОЛЬЗОВА-НИЕМ MS POWER BI

The article presents an attempt to form a model for monitoring the socio-psychological climate of the labor collective on the basis of interdisciplinary connections of information technologies and labor psychology. A variant of creating a system for monitoring staff moods with high-quality visualization of in-formation at the level of individual employ-ees, departments and the entire working team is proposed. The content part of the monitoring is based on the use of analytical techniques of three aspects of the socio-psychological climate: organizational culture, relationships in the team and personal char-acteristics of employees, manifested in in-teraction with other members of the team. The technical part involves collecting infor-mation using Google Forms and processing data using MS Power BI.

ПСИХОЛОГИЧЕСКИЕ ДЕТЕРМИНАНТЫ РАЗВИТИЯ НАДЕЖНОСТИ У СОТРУДНИКОВ МЧС РОССИИ

Introduction. During the period of modern socio-economic reform, the requirements for the professional qualities of employees in all spheres of life are increasing. In this context, the professional qualities of specialists in extreme professions attract the attention of researchers in order to fi nd answers to the indemand requests coming from both practitioners and society (M.Sh. MagomedEminov, V.D. Nebylitsyn, V.V. Rybnikov, Yu.S. Shoigu, etc.). Th e study of the development of reliability as a personal and professional quality of employees at the Russian Emergencies Ministry remains a little-studied and urgent issue for psychological science. Th e goal is to identify psychological determinants that contribute to/hinder the development of reliability of employees at the Russian Emergencies Ministry in the course of their professional activities. Methods and sample. Th e sample consisted of 156 people (men, aged 20 to 45 years, active employees of fi re and rescue units of the EMERCOM of Russia, in Moscow).Research methods included expert assessments, a Mini-cartoon test, a 16-factor personality questionnaire by R. Kettell, Leary’s Interpersonal Behavior Circle, a “Trust-distrust” technique (A.B. Kupreichenko), a “Subjective assessment of interpersonal relations” technique (S.V. Dukhnovsky). Results and conclusions. Psychological determinants that contribute to/ hinder the development of reliability of employees of the Emergencies Ministry of Russia, as well as personal characteristics of employees that negatively affect the content and mechanisms of reliability development were identifi ed. As a result of the conducted research, we can draw a general conclusion that the socio-psychological training resulted in forming personal self-regulation skills in extreme conditions, ensuring psychological stability, stimulating activity, developing communication skills, team building, updating the resource potential of the individual, expanding models of constructive interaction. Th e development of motivation, goals, values of professional activity succeeded, as evidenced by qualitative, quantitative and statistical results.

Personal Energy at Work: A Systematic Review

There has been a significant increase in studies on personal energy at work. Yet, research efforts are fragmented, given that scholars employ a diversity of related concepts. To bring clarity, we executed a two-fold systematic literature review. We crafted a definition of personal energy at work and a theoretical framework, outlining the dimensions, antecedents and boundary conditions. The theoretical implication of the framework is that it allows one to explain why—given similar work—some employees feel energized whereas others do not. The difference depends on the context that the employer offers, the personal characteristics of employees and the processes of strain and recovery. The paper concludes with a discussion of how future research can build on the proposed framework to advance the theoretical depth and empirical investigation of personal energy at work.

Effect of Personal Characteristics on Social Accounting Initiatives: Evidence from Pakistan

The research works with two separate but closely connected themes of individual employee behaviour and organisation-wide initiatives that are further broken down into two dimensions of Social Entrepreneurship Profile and Social Accounting (SA). This research study seeks to identify the social entrepreneurship profile that highlights the specific personal characteristics of employees working in an organisation; secondly, it attempts to understand how the broader initiatives that help today’s organisations become more socially responsible. Factors covered in Personal Characteristics included 1. Sociality, 2. Innovativeness, 3. Market-orientation, and 4. The ability of Identifying New Opportunities (INO). Social Accounting Initiatives included Internal Attitude (IA), and Subjective norms (SN), each is classified as1.Pragmatic, 2. Moral, and 3. Cognitive, as well as Perceived Behavioural Control (PBC). For this purpose, A survey was conducted of 75 firms, and their decision-makers 306. were surveyed about their characteristics as well as the social accounting initiatives in their firms, usinga close-ended questionnaire. Total of306 decision-makers was surveyedabout four employees per organisation. Dataset was analyzed using confirmatory factor analysis and structured equation modelling. The results suggested that innovativenessand INO seem to have a positive and significant impact on pragmatic and moralIA. As well as moral SN. Similarly, sociality and innovativeness positively affecting moral IA. Sociality also seems to be affecting moral IA, pragmatic SN, and PBC, however, it has a negative impact on cognitive SN. Market orientation also has a significant positive impact on cognitive IA and SN. Lastly, INO seems to affect Perceived Behavioural Control. Implications and limitations of the study are discussed.

THE INFLUENCE OF THE ORGANIZATIONAL PROCESSES ON JOB SATISFACTION

The concept of job satisfaction, which is most often defined as a satisfactory or positive emotional state that arises as a result of evaluating work or work experience, is one of the most important and most researched employee work-related issues. The relevance of the observed concept is the result of the belief that any changes in the level of job satisfaction have numerous positive, but also negative consequences, both for the individual and for the organization. In addition to the demographic or personal characteristics of employees, the cause of changes in the level of job satisfaction may be the related to the organizational elements through which the work environment is shaped. As the demographic characteristics of employees cannot be greatly influenced, the attention of researchers is usually focused on a group of organizational factors or characteristics. Precisely for that reason, the research problem presented in this paper is the influence of the process in the organization on job satisfaction in various organizations operating in the Republic of Srpska. The main goal of this paper is to investigate and determine the existence and nature of the relationship between defined process factors in the organization as independent variables and their impact on job satisfaction as dependent variables. In order to investigate the observed impact and prove the set hypotheses, an empirical research was conducted, using a custom-made survey questionnaire, on a sample of 738 workers employed in 283 organizations from the Republic of Srpska. Reliability analysis, expressed by the Cronbach’s alpha coefficient, shows a very high reliability of the developed instrument for testing satisfaction with organizational design. Testing of the set hypothesis was performed using correlation analysis, and the obtained results confirmed the hypothesis which claims that the processes in the organization affect job satisfaction.

Personality Types as Predictors of (HACCP) Process Management Success (Analytical Study of a Sample of food Production Companies in Riyadh)

The current study deals with one of the most prominent topics that have received a broad attention by academics and practitioners of management in the contemporary time, especially when the criterion for the success of management has become reliance on the types and personal characteristics of employees and workers in various institutions and companies. The study of personality types is considered one of the most discussed topics in various scientific fields, as it has received great interest in many vital groups in various sectors of society. The results of some scientific research and studies across different languages, cultures and civilizations have indicated a great role for personality traits and types in the individual's success in job performance, feeling of quality of life and enjoyment of mental health. The scientific interest in studying personality has appeared since researchers began to measure personality in the fields of psychology, mental health and sociology. This concept has also recently developed in the field of Food production operations management in addition to its study in the field of management, and every field that deals with personality from its own approach and from its scientific perspective. This interest in personality is explained as the most important elements of success in achieving development and progress in societies are due to the role of the individual in the rising of society. We also note that the information revolution through the electronic information network had a major role in improving the field of psychometric measurement at the global Cross-border level through the electronic information network. Many psychological measures were applied to countless numbers and were developed in the study of personality.The aim of the current research is to identify personality types as predictors of the of the (HACCP) process management success in a sample of employees in three food production companies in the Riyadh region. The study sample consisted of (100) individuals with different academic qualifications, age and years of experience. The study is employed the descriptive, analytical and correlative approach. The results of the study resulted in a positive correlation of personality types (a), (b), (c), and successful (HACCP) process management success through personality types as follows, type (a), followed by type (c), and finally, type (b) as well. The study concluded with some recommendations and suggestions.

Моральные нормы в организации: регулятивная сущность и управление этичным поведением сотрудников

The article presents the results of a study (questionnaire survey) of managers and ordinary employees of public and private Russian organizations on the problem of the regulatory role of ethical rules for labor / organizational behavior and the management of ethical actions of personnel. The answers of respondents to the questionnaire about the mission of moral standards in the organization and the importance of their observance are analyzed in detail and presented; on the state of compliance with ethical canons in the organization, detailed reasons and forms of their violation; on the preferred sanctions for violation / observance of moral standards; o the presence of Ethical Codes in companies and their purpose.
 The results of the survey showed that ethical norms are the most important regulator of labor / organizational behavior, and their most important purpose is "the development of good relations between employees." Most of the respondents are satisfied with the state of observance of moral standards in their organizations, and also believe that the management pays sufficient attention to their observance. The study revealed that the main cause of violation of moral standards in companies is the personal characteristics of employees, then the management style, and then organizational factors. The most “popular” form of deviation from moral rules in the eyes of respondents is shirking orders. At the same time, the leading role of management is indicated as a role model, which is followed by ordinary employees when choosing ethical or unethical actions. For the most part, the organizations have not developed and do not have Codes of Ethics, the mission of which, according to the participants of the survey, is to orient staff towards ethical behavior and resolve the moral problems of the organization. At the same time, the respondents indicated that it is necessary to apply sanctions both for deviating from moral rules and for observing them.
 The research results are practice-oriented. At the same time, they cannot reflect the entire variety of aspects of the influence of the regulatory essence of moral canons on labor / organizational behavior and its management system.

СОЦИАЛЬНО-ПСИХОЛОГИЧЕСКИЕ АСПЕКТЫ РАБОТЫ ПЕДАГОГА В ПЕРИОД ПАНДЕМИИ

The study of the socio-psychological aspects of the teacher’s work during the pandemic is presented in the article. The specifics of the situation that arose in society during the pandemic period require studying the psychological characteristics of the relationship between the management style of the head of teachers of a preschool educational organization with the personal characteristics of employees and the sociopsychological climate. The relevance of the analysis of the management style of a preschool educational organization during the pandemic is caused by the attention of the parent community to the high-quality educational process carried out in preschool educational organizations. The article presents the results of a study of the teacher’s personal characteristics in the context of the introduction of innovative work forms during the pandemic, taking into account the principles and model of federal educational standards of preschool education. The factors affecting the psychological climate in the team are described. The results of the level of satisfaction with their work before and after conducting psychological training with employees of an educational institution are presented. Psychological and pedagogical recommendations are given for creating an optimal climate and atmosphere of psychological security during the modernization of the educational system and the transition to alternative forms of education associated with the unique situation of a pandemic and self-isolation.

The Determinant Factors of Informal Female Employment: Analyzing the Professional Choices of Women in Grand Casablanca, Morocco

The Determinant Factors of Informal Female Employment: Analyzing the Professional Choices of Women in Grand Casablanca, Morocco Abdelaziz KHALFAOUI, Abdelhak BZIOUI Abstract Informal jobs represent a significant part of the Moroccan economy (around 40% of total employment in 2014). The considerable weight of informal activities raises questions about the personal characteristics of employees within the different segments of the Moroccan labor market. Statistical analysis in multinomial logistic regression of the determinants of informal female employment in the Grand Casablanca region reveal glaring precariousness of the informal wage of Moroccan women. According to this study, this status is dedicated to very young women, ill-educated, born close to their job, and who aspire to a better status than their current one and that ultimately informal employment can hardly be associated with an occupational choice. Furthermore, the differences between formal and informal assets in terms of human capital and socio-demographic profiles reinforce the thesis of the segmentation of the Moroccan labor market (formal / informal). The precariousness of the status of women in the labor market is still a reality despite the political efforts made recently by the Moroccan authorities. Full Text: PDF DOI: 10.15640/jeds.v9n1a10

Стандартні та нові форми зайнятості: диверсифікація можливостей в умовах цифровізації та глобалізації

The article is aimed at examining the current trends in the formation of employment structure and the peculiarities of both the standard and the «new» models of labor to determine the risks and opportunities for using various forms of employment in Ukraine in the conditions of the crisis of instability. The factors of demand (regulation of employment, creation of conditions for the development of highly intellectual employment and individual economic activity, technological development, economic cycles, etc.) and supply (personal characteristics of employees: age, gender, education, level of qualification) are analyzed, which influence the choice of employment forms and determine their use in the national labor market. The peculiarities (employment mode, remuneration and qualifications of employed people, their socio-demographic characteristics) of certain forms of employment in Ukraine are disclosed on the basis of the analysis of microdata of a sample survey of the population on issues of economic activity. It is determined that in Ukraine the most common was a permanent form of employment, other more flexible or even precarious forms of employment developed and functioned along with it, the regularities of usnig them were determined by the interaction of factors of the labor supply and demand. The results of the research justify the existence of a link between the stability of the form of employment and the factors of the labor supply, which include age, gender and educational qualification level. It is proved that the achievement of competitiveness of the national labor market will be determined by the complex use of various forms of employment to balance the demand and supply of labor in the conditions of digitalization and globalization of the economy.

The Impact of Intrinsic and Extrinsic Motivators on IT professionals. Case of Latvia

Research background: In contemporary environment and conditions of globalization, IT professionals become significant part of labour force for every organization, which needs to be competitive in the market. This paper, on one hand, demonstrates how employees can be involved in production process, and, on the other hand, it helps to observe the interconnection between theory and practical application of management. Purpose of the article: The purpose of the research was in defining and determining the influence of intrinsic and extrinsic motivators for IT professionals in Latvia. Methods: The data for the research was collected with the help of online survey held in December 2019 using online survey panels. The targeting criteria for the respondents was the employment on position of IT employee, company located in Latvia and employed full time. Sample size was 1500 respondents. The research used factor analysis, which allowed defining intrinsic and extrinsic motivators and evaluating their significance and method of multidimensional linear regression to determine the influence of personal characteristics of employees on types of motivation. Findings & Value added: Factor analysis of motivations shows that there are five types of motivators, which make IT professionals work more productively, stay late at work if needed and do the best they can to solve the task set by their management. These are material stimulators, respect, responsibility, fear and self-realization. The results of the research can be well interpreted with the help of McGregor Theory, who demonstrated that there is a need of combination of extrinsic and intrinsic motivators. The findings can be used in building appropriate motivation strategy for IT professionals.

Effect of Personal Characteristics on Social Accounting Initiatives: Evidence from Pakistan

The research works with two separate but closely connected themes of individual employee behavior and organization-wide initiatives that are further broken down into two dimensions of Social Entrepreneurship Profile and Social Accounting (SA). This research study seeks to identify the social entrepreneurship profile that highlights the specific personal characteristics of employees working in an organization; secondly, it attempts to understand how the broader initiatives that help today’s organizations become more socially responsible. Factors covered in Personal Characteristics included: 1. Sociality, 2. Innovativeness, 3. Market-orientation, and 4. The ability to Identifying New Opportunities (INO). Social Accounting Initiatives included Internal Attitude (IA), and Subjective norms (SN), each is classified as: 1.Pragmatic, 2. Moral, and 3. Cognitive, as well as Perceived Behavioral Control (PBC). For this purpose, A survey was conducted of 75 firms, and their decision-makers 306. were surveyed about their characteristics as well as the social accounting initiatives in their firms, using a close-ended questionnaire. A total of 306 decision-makers was surveyed about four employees per organization. Dataset was analyzed using confirmatory factor analysis and structured equation modeling. The results suggested that innovativeness and INO seem to have a positive and significant impact on pragmatic and moral IA. As well as moral SN. Similarly, sociality and innovativeness positively affecting moral IA. Sociality also seems to be affecting moral IA, pragmatic SN, and PBC, however, it has a negative impact on cognitive SN. Market orientation also has a significant positive impact on cognitive IA and SN. Lastly, INO seems to affect Perceived Behavioral Control. Implications and limitations of the study are discussed

Illegal use of physical force and special means against prisoners: criminological characteristics and preventive measures

The subject. The article outlines the criminological characteristics of the ilegal use of physical force and special means against persons deprived of their liberty. The purpose of the article is confirmation or confutation of the hypothesis that the reasons for the unlawful use of force methods against convicts are related to the nature of the illegal actions of such convicts. The methodological base of the study was an analysis of 15 cases of unlawful use of physical force and special means by employees of the correctional facilities against imprisoned convicts committed in the period from 2016 to 2019. The author analyzed 12 sentences on bringing employees of the correctional facilities to criminal responsibility for the unlawful use of these forceful methods, as well as a survey of about 190 employees serving in various positions in the correctional facilities where unlawful use of force was carried out. In addition the scientific works of other authors that affect this issue were studied. The main results, scope of application. The criminological characteristics of the illegal use of physical force and special means by employees of the correctional facilities against imprisoned persons are presented. The article includes a description of such victims; a description of the circumstances of use of force; a description of the employees of the correctional facilities who allowed unlawful use of force; the reasons and conditions that contribute to the implementation of this use. Based on the above, some measures are proposed that contribute to the optimal solution of the issue of prevention of the unlawful use of force in the Russian penitentiary practice. Conclusions. The unlawful use of physical forces and special means was carried out against convicts who have destructive moral and psychological qualities, are characterized by a high degree of criminal infection, express a negative attitude towards order and conditions of serving sentences and do not obey the legal requirements of correctional staff. A generalization of the personal characteristics of employees who unlawfully use physical force and (or) special means indicating that they are characterized by positive psychological qualities in general. They strive to be guided by the regulations governing the professional activities of the penal system officer and are positively active in fulfilling their duties. The most probable reasons for the unlawful use of forceful methods of influence against convicts are related to the nature of the unlawful actions of such convicts, provocations, negative features of service due to the specifics of places of deprivation of liberty. Measures taken to prevent the occurrence of negative phenomena in domestic politics can have a positive impact on improving the functioning of the penal correction system, which is in line with legal regulations of a national and international nature.

Mental health of chemical workers: violation risk factors

Aim. To study the structure of psychosocial maladjustment in chemical workers and assess the contribution of industrial and non-industrial risk factors in the formation of mental illness.
 Methods. It was analysed of hygienic assessment of the leading harmful production factors chemical, physical, factors of severity and intensity of labor. During the periodic medical examination, the mental health status of 1,226 people was examined, with a focus on professional experience, mental hygiene aspects of production factors, as well as individual and personal characteristics of employees. Confidence intervals and standard errors estimating, the logistic regression models fitting were performed using R Statistical Software with significance level 0.05.
 Results. The working environment hazards in organic synthesis included chemical risk factor, continuous noise exceeding the permissible exposure limit, emotional stress and life-threatening conditions (fire and explosion hazards in the work). The general assessment of working conditions was performed using clauses 5.15.11 P 2.2.2006-05-harmful working conditions of the second-third degree (3.23.3). Working conditions at all stages of the manufacturing process of pyroxylin powders were assessed as harmful to the third-fourth degree (3.33.4), including the chemical factor, the severity and intensity of work, fire and explosion hazards in the work. It was revealed the dependence of the development of psychosocial maladjustment on non-work-related factors (such as the level of education, marital status), conditional work-related factors (level of material security). Also, the dependence of the structure of pre-existing mental health condition on the work-related and developmental characteristics (work experience) of labor in chemical production was found.
 Conclusion. Working conditions in the studied industries correspond to the 3rd harmful class, 2nd and 3rd degrees in the production of organic synthesis (3.23.3), while at the production of pyroxylic powders, it is close to dangerous (3.33.4); the structure and risk of the developmental process of employee maladjustment are determined by the feature effect of workplace hazards.

Professional and personnel risks in social work

The article is devoted to the analysis of professional and personnel risks in social work. From the end of the twentieth century in management theory personnel is the main resource of an organization and the determining factor of its success. Moreover, the issue of professional and personnel risks is becoming increasingly important in analyzing modern organizations. At the same time, social-oriented non-profit organizations engaged in social work do not pay much attention to analyzing and developing strategies to prevent professional and personnel risks compared to commercial organizations. Professional risks are risks that associated with a professional activity and that directly affect the personality; they are capable to change personal behavioral and emotional reactions to certain events. The professional risk of social work in the article refers to the risk of professional deformation, the risk of «burnout syndrome», the risk of «professional fatigue». Personnel risks are the negative consequences in functioning of an organization because of activity or inactivity of its personnel. For example, the most likely personnel risks in social work are the risks associated with the recruitment, selection and selection of personnel; personnel adaptation risks; motivation risks; risks of inefficient use of staff, etc. Consequently, to prevent professional and personnel risks in non-profit social-oriented organizations engaged in social work the article proposes the following: supporting for the employees initiative; exchanging of experience both inside and outside the organization; creating opportunities for career advancement and development; creating opportunities for changing activities; psychological training for employees; training activities to monitor and effectively allocate personal resources; corporate events and leisure activities. In practice, all these measures should be comprehensive and used at the individual, group and organizational levels, relate to professional and personal characteristics of employees of non-profit social-oriented organizations engaged in social work. Moreover, the head of a particular non-profit social-oriented organization engaged in social work must develop the unique strategy of professional and personnel risks management, taking into account its specific conditions.

The influence of the character peculiarities of the personality of the teacher on behavior in a conflict situation

In order to avoid confl in an educational organization, it is necessary to be able to identify correctly the personal characteristics of employees, to understand how different characterological features of the individual affect behavior, including in conflict situations and, taking into account the knowledge gained, to choose leadership styles, communication, to develop the foundations of corporate ethics. The concept of conflict, conflict situation, pre-conflict situation and accentuations of character has been considered in the article, the main functions and causes of the conflict have been revealed. The results of an empirical study of the teaching staff of an educational organization on the influence of the characterological features of the teacher’s personality on the strategy of behavior in a conflict situation have been adduced. The interrelation of character accentuations and choice of strategy of behavior in a conflict situation has been revealed.

Особенности проявления конфликтных психоэмоциональных состояний в сфере правоохранительной деятельности

The article analyzes the main negative psycho-emotional conditions that are relevant in the professional environment of law enforcement officers. The causes and manifestations of these conditions in certain situations are analyzed with reference to the results of empirical studies of stress and the conclusions of well-known authors. A significant place in the work is given to the basic principles and the simplest ways of getting out of these states in the sphere of law enforcement practice, the specific features of which provoke conflict psychoemotional states among employees. The interrelation of the psychological specifics of the activity of police officers with the individual and personal characteristics of employees, which overcome these conditions in different ways, is analyzed.