Psychological Climate Research Articles

ПСИХОЛОГИЧЕСКИЕ ФАКТОРЫ УСПЕШНОЙ АДАПТАЦИИ ПЕРСОНАЛА

Based on the analysis of scientific literature, expert interviews and empirical data, the key psychological factors that contribute to the successful adaptation of employees in a changing work environment have been identified. These are factors such as individual psychological properties of the individual, the psychological climate in the organization, management support, clarity and trans-parency of communication, employee motivation

ДРУЖИТЬ ИЛИ НЕТ? ПРЕДСТАВЛЕНИЯ РАБОТНИКОВ РОССИЙСКИХ ОРГАНИЗАЦИЙ О ДОПУСТИМОСТИ НЕФОРМАЛЬНЫХ ОТНОШЕНИЙ НА РАБОТЕ

The article discusses various aspects of friendship among employees of the organization. The positive impact of friendship on colleagues is described, as well as the risks of close working relationships. Possible tools for managing friendship on the part of management are also considered. The results of a survey of employees of Russian companies on the topic of friendly relations between colleagues are presented. It was found that the majority of respondents have friends at work and, in general, have a positive attitude towards friendship among colleagues. The survey participants see the greatest benefit from friendship in improving the moral and psychological climate of the team, and the biggest adverse effect of friendship is, in their opinion, “distraction from work.”

Деятельность социального педагога в условиях центра помощи детям, оставшимся без попечения родителей

This article discusses a socio-pedagogical program for the formation of a favorable microclimate in the group of pupils of the center for helping children left without parental care in the Altai Territory. The socio-pedagogical program “Inspiration” is the main approach to group work with adolescents on the formation of a psychological climate in the group and allows you to form high-quality relationships with the pupils of the center for helping children left without parental care, which they often lack. The developed program is well integrated into the system of raising children, where the need for a favorable psychological climate is most often replaced by the provision of basic needs of the child and health care. The purpose of the socio-pedagogical program is the formation of a favorable microclimate in the team, as well as the disclosure and development of the positive personal potential of the pupil. The structure of the socio-pedagogical program “Inspiration” includes four content blocks: personal, emotional, social activity block, communicative block. Each of the blocks is represented by a set of classes and exercises aimed at creating a favorable microclimate in the team of pupils of the center for helping children left without parental care.

IMPACT OF THE CHANGE OF GENERATIONS OF PERSONNEL ON AN ORGANIZATIONAL CULTURE OF A COMPANY

Currently, the management of many Ukrainian companies is faced with the problem of generational change in company's personnel structure, while it is important to take into account the impact of the war in Ukraine, which affects the psychological state of a company's personnel. Therefore, the management of companies faces the problem of creating a comfortable psychological climate and adapting the organizational culture to new realities and a new staff composition. Thus, the generation of baby boomers is gradually retiring due to age, and the generation of millennials is increasingly joining the workforce of Ukrainian companies, and generation Z is also actively beginning to grow and mature. Such changes in the composition of company personnel lead to the need to adapt the organizational culture of companies to the values that are important for representatives of these generations. People of the same generation are united by an economic or social context. Each generation has its own formed system of priorities and personal views of life, developed under the influence of many environmental factors of the era, and the change of these values is repeated periodically.

Psychological aspects of the class teacher’s professional activities

The article is devoted to determining the need for the formation of a system of knowledge and skills in the field of psychology among students of a pedagogical university, among future classroom teachers, taking into account modern trends in education. The article presents the results of a psychological and pedagogical study conducted to identify the psychological climate of the class collective, in which 28 students of the 5th grade from the MOAU “SOSH No. 87” of Orenburg took part. The following methods were used in the course of the study: analysis and synthesis, questionnaire (survey), observation. The study revealed the need to form a system of knowledge and skills in the field of psychology in future teachers. The results obtained suggest that distance learning has a negative impact on the formation process of a class collective and prevents its cohesion, which indicates the need to study psychological disciplines at a pedagogical university. This work may be of interest to students of pedagogical colleges and universities, employees of educational organizations, since with the introduction of the distance learning format, the problem of establishing a favorable psychological climate in the classroom, which has not lost its relevance for a long time, has significantly become aggravated.

Legal and regulatory framework of labor rights protection of the citizens of Ukraine: prohibition of mobbing

Problem setting. In the conditions of constant industrialization, economic fluctuations, continuous uncertainty during the war, the labour rights of the employee are left aside, since the employer often neglects the labour force and forgets about the humane and valuable attitude towards the employee in search of the financial success of his/her company. The psychological state of an employee remains a particularly sensitive area as it is influenced by possible constant harassment or bullying by the employer or colleagues. After all, the effective performance of the labour duties by employees of any sphere, as well as labour productivity directly depends on the psychological climate in the team and the attitude of management. Therefore, the study of the mobbing issue today shall be extremely important and relevant for all categories of employees, including public officials, who, among their fundamental rights, have the right to respect for their personality, honour and dignity, the right to a fair and respectful attitude from the management or colleagues and the right to adequate remuneration for their work. Recent research and publications analysis. Numerous works of scientists in the field of labour law of Ukraine are devoted to issues of labour protection of employees, namely: E. V. Babenko, N. B. Bolotina, V. Ya. Buriak, P. D. Pylypenko, L. Yu. Prohoniuk, H. I. Cha- nysheva et. al. However, there are many works devoted to the labour rights of public officials, since the activities of public officials, in addition to special legislation, shall be also governed by the norms of labour legislation, and public officials may also be subjected to bullying and harassment. These issues were relevantly considered in the works of L. V. Apa- naskovych, A. Yu. Babii, L. Yu. Velychko, V. V. Myrhorod-Karpova, M. V. Panchenko, V. Parpan et al. Highlighting previously unsettled parts of the general problem. Since the term “mobbing” at the legislative level was introduced in Ukraine only at the end of 2022, so far, its manifestations, signs, types, methods of prevention and types of liability have not yet been mentioned, and this allowed us to consider all these issues profoundly in our research. Paper main body. It has been determined that mobbing shall mean a type of harassment that can be applied to an employee through humiliation at work and usually manifests itself as a psychological abuse by a colleague (group of colleagues) or directly by management. Mobbing can be either vertical (harassment of an employer against an employee), or horizontal (harassment of a colleague against a colleague). There are also selective mobbing (singling out a victim from a group of employees), discriminatory (a victim is one who is different in the team), sexual (sexual harassment), revelatory (applied to persons who exposed negative facts about colleagues), authoritarian (destructive style of a management), displaced (directed to a third party), etc. It was found that public officials may also fall under the manifestations of mobbing, as legal relations of public officials in the labour sphere are covered by labour law. When using the labour of public officials, labour relations definitely arise, but taking into account the specifics of their work and duties, as a public official to some degree affects both public and private interests. Public officials have special legal status in labour relations. It has been researched that if employees have experienced harassment by the employer, then they have the right to file a complaint with: 1) the central executive body implementing the state policy in the field of supervision and control over compliance with labour legislation; 2) the court. The article indicates ways to avoid mobbing and the amount of penalties for the latter. Conclusions of the research and prospects for further studies. Thus, we may argue that the state shall guarantee all categories of employees (including public officials) legal protection against mobbing, prejudice in labour relations, manifestations of discrimination, protection of the honour and dignity of the employee in the performance of his/her duties. In case of manifestations of harassment, the legislation of Ukraine provides for the possibility of applying to a special body for the protection of labour rights or to the court and compensation for the material and moral damage caused, if this led to psychological suffering, to the loss of normal life contacts for arrangement the person’s life. The provisions outlined in the research shall improve the regulation of the public administration system in the field of protecting the labour rights of employees in the service of the state.

Psychological and pedagogic support for the development of the self-concept of a student in the educational environment of a military training centre

The author of the article refers to the analysis of the possibilities of the educational environment of the military training centre in the development of the self-concept of future military specialists. The author connects the formation of the self-concept of the student's personality with the presence in the educational environment of the centre of professional standards – carriers of mastery, life and professional positions, – with the process of collective formation and the formation of a moral and psychological climate that sets the system of traditions, norms, values of the environment, the boundaries of socially approved behaviour and relations of future military specialists. The author notes the important psychological and pedagogic aspects of formation of the self-concept of future military specialists, including meaningful and productive social interaction, joint activities; creation of situations that consolidate the experience of emotional and volitional self-regulation, perception, empathy, enrichment of organisational skills of students, enrichment of the experience of introspection, reflection of the movement from self-real to ideal self. The author presents the results of his own empirical research, illustrating the influence of the educational environment of a military training centre on the formation of students' self-concept. In particular, the author shows the dynamics of the psychological atmosphere in the student team, the influence of the socio-psychological climate of the community centre, the development of students' ideas about their own self-concept. Empirical materials made it possible to reveal the dynamics in the development of 5 groups of personal qualities included in the structure of the self-concept, among which the author singles out the socio-moral, strong-willed, communicative, organisational and managerial qualities of future military specialists, their professional readiness.

Building Student Talents and Future Leaders through Psychological Climate

Realizing a generation of talented future leaders requires special programs from educational institutions which of course, are massively and consistently accepted by individuals every day. Talent development must be realized through the development of a positive psychological climate, supporting student leadership potential. Talented leaders will create positive perceptions for the members of the organization or institution they lead. The perception that the individual has is psychological climate. This research aims to develop a model for higher education policies to develop talents and future leaders through a valid, effective, practical Psychological Climate. The methodology used is Research and Development, development methods and procedures apply an analytical, conceptual model that describes the product components to be developed. The effectiveness and practicality test was carried out by applying the product to 100 students from 10 faculties. The data analysis technique used is descriptive analysis and different tests using SPSS version 20.00. The results of this study are that the preparation of basic leadership training manuals and the acquisition of talents and student leadership based on psychological climate has increased between before and after being given basic leadership training based on psychological climate.

Otantik Liderliğin İşte Akışa Etkisi: Psikolojik İklimin Rolü

This study aims to examine how authentic leadership (AL) affects employees’ flow experiences and the indirect effect of AL on flow at work (FaW) through psychological climate (PC). It offers a different perspective in terms of testing the connection between AL and FaW through the business environment. Its sample consists of 391 public sector employees from different cities in Türkiye. In the study, convenience and snowball sampling methods were used together. Results indicate that perceived AL has a positive and significant impact on the perceived PC. Perceived AL and perceived PC effect the FaW positively. The most important finding of the study is that PC positively mediates the effect of perceived AL on the FaW experience.

Linking the Perceived Strength Supports Both From Organization and Supervisor to Performances: The Roles of Strengths-Based Climate and Meaningful Task

Although employee strengths use has gained popularity in academia and practice, our understanding of its effective application for maximizing employee performance remains insufficient. This study investigates the interaction between perceived organizational and supervisor support for strengths use and employees’ strengths-based psychological climate and job performance. Using multi-wave data from 241 employee–supervisor dyads, the results of polynomial regression equations with a response surface analysis show that the higher the congruence between perceived organizational and supervisor support for strengths use, the better the strengths-based psychological climate. The congruence between these two forms of support has indirect effects on task performance and organizational citizenship behaviors (OCB) via the strengths-based psychological climate. Furthermore, while meaningful work is found to enhance the indirect effect of congruence on task performance through the strengths-based psychological climate, task interdependence does not strengthen the indirect effect of congruence on OCB. This study highlights the importance of the congruence between perceived organizational and supervisor support for strengths use in promoting employee performance and provides several useful practical implications for both organizations and career counselors.

RELATIONSHIP OF GREEN PSYCHOLOGICAL CLIMATE AND GREEN ORGANIZATIONAL BEHAVIOR: THE CASE OF HOTEL BUSINESSES

As a result of increasing negativities in environmental issues, interest in green practices has increased. This interest is not limited to the application only. At the same time, green practices have become the focus of academic studies. This research aims to examine the effect of green psychological climate perception on the green organizational behavior of employees in hotel businesses. The quantitative research method was adopted as part of the research aim. The study universe consists of workers in hotel businesses in Antalya. The research sample comprises employees of 5-star hotel businesses in Antalya. The questionnaire form was applied with the judgmental sampling technique. Data was collected between August 1 and September 1, 2022. Between these dates, a total of 400 questionnaires were reached. However, the search analysis was carried out using 370 questionnaires. Following the study, the green psychological climate significantly impacted green organizational behavior and sub-dimensions. Green psychological climate and green organizational behavior do not differ significantly in terms of gender variable. Green organizational behavior is affected considerably in terms of marital status, age, education level, work time, and department variables.

The mechanism for the positive effect of foreign language peace of mind in the Chinese EFL context: a moderated mediation model based on learners’ individual resources

Abstract Foreign language peace of mind (FLPOM) is conceptualized as a Chinese culture-specific low-arousal positive emotional state of inner peace and harmony. It is used to describe learners’ psychological well-being in the Chinese English as a foreign language (EFL) context. This study examines the intermediate mechanism for the positive effect of FLPOM on language achievement by testing learners’ cognitive engagement as a mediator on the relationship between FLPOM and language achievement and competitive psychological climate as a moderator of the mediation effect. Foreign language enjoyment (FLE), a comparatively high-arousal positive emotion, is also tested in the same model for comparison purposes. Results showed that cognitive engagement mediated the relationship between both FLPOM and FLE and language achievement and that competitive psychological climate negatively moderated (i.e., weakened) the mediation effect of cognitive engagement on FLE and achievement, but did not moderate the mediation effect of cognitive engagement on FLPOM and achievement. The findings point to the role of FLPOM in gaining learners’ individual resources (e.g., cognitive engagement) and, more importantly, the distinctive role of the low-arousal emotion of FLPOM in lowering resource loss and maintaining learner engagement in high resource loss (e.g., high competitiveness, high stress) circumstances.

Research of the socio-psychological adaptation problem of college freshmen

The adaptation of first-year students is one of the main problems in the field of modern research. The adaptation period takes place during the entire training period. However, the most important stage is the training in the first year, which requires its own foundation. The professional activity of a future specialist depends on the level of his adaptation. The article presents the results of an ascertaining experiment to study the socio-psychological adaptation of college freshmen. The research work was carried out on the basis of the Almaty State Polytechnic College. The study involved first-year students studying in various fields. The study showed that there are students in the educational institution who find it difficult to adapt. It is necessary to create optimal conditions for the successful adaptation of students to college. In order to overcome anxiety, fear, communication difficulties, correct self-esteem, correct formation of one's self in the process of adaptation to college, a specially developed training program of psychological support should be implemented, aimed at creating a favorable psychological climate in the team, as well as the development of effective interpersonal communication skills.

Development of organizational culture as a key factor in ensuring the main company’s competitive advantage

A significant number of scientific works by foreign and domestic scientists are devoted to studying the problems of the development of the company's organizational culture and the search for ways to transform the company's organizational culture in the conditions of globalization. An essential factor in increasing the competitiveness of a modern company, on the one hand, and one of the strategic resources of the company's development is precisely its organizational culture. In current economic science, the study of the essence of the concept of corporate culture, its components, mechanisms of formation, and development of the company's organizational culture occupies a leading place in both theoretical and practical aspects of the activities of modern companies. This study aims to identify and analyze the features and components of the development of the company's organizational culture. Organizational culture has a relatively significant influence on employees and the entire company's activities. Corporate culture allows you to develop and maintain a stable social and psychological climate in the team. It ensures the strength and development of the organization, including the development of personnel competen-cies. Developing organizational culture is an essential process of every company's activity. It is this factor that will depend on the efficiency of the enterprise in the future. A high degree of compatibility with the organization's strategy and culture is an essential factor in the organization's competitiveness, success, and development. The sequence of developing the compa-ny's organizational culture was proposed, which included four stages. The first stage is the organization of work on develop-ing the company's corporate culture. The second stage is planning the development of organizational culture. The third stage is administrative and regulatory support for developing the company's organizational culture. In addition, the fourth stage is the implementation of measures to establish the company's corporate culture. Keywords: organizational culture, development of organizational culture, stages of development of organizational culture, main competitive advantages of the company.

Music and Patronage in Light of letters of Dedication: Wacław of Szamotuły, Valentin Bakfark and King Sigismund II Augustus

In contemporary discourses of patronage in art, literature, theatre or music, the motives for becoming involved in patronage are a continuing subject of research interest. Although the area of motivation still remains unclear today, it is undoubtedly the case that the patrons’ initiatives were always linked to using the potential of art for political and propaganda purposes. With the arrival of music printing previous patronage practices took on a new shape. Printed editions, through their previously unachievable extent of distribution, now became a far-reaching instrument of representing high-born personages. The most common way of achieving this were dedication letters, produced with the intention of introducing a given work into broad social circulation. Among the few extant Polish music prints from the sixteenth century, the editions of works by Wacław of Szamotuły (1533) and Valentin Bakwark (1565) are of exceptional significance. This article investigates the paratexts included in this editions and examine both cases from the point of view of patronage practices. Paratexts in the two editions demonstrate the diversity of Renaissance patronage practices and provide examples of the rhetoric involved in the client-patron relationship. Wacław’s poem is exceptional not only against the background of Polish but also European music publishing. It does not contain a request for financial support but is a statement by someone deeply involved in the political life of the country and concerned about the fate of his homeland. Wacław’s poem should therefore be read in the political context and psychological climate of the Commonwealth at that time. It constitute an extension of diplomacy, introducing important accents into the policies of Sigismund Augustus. Bakwark’s dedication letter has a totally different character. It strikes the reader not only by its refined phraseology but also by the plethora of allusions from antique literature and the Bible. The most interesting aspect of the letter is the reference to the figure of Pope Leo X. Bakwark describes him as the perfect model of a Renaissance patron, to whom the world owed the development of art on a scale previously unknown. The letter contains also commentary on the style of Bakwark’s works and the characteristics of his compositional craft. The fact that the both dedications were written by the composers themselves, as well as the considerable length of both letters, point to the significance attached at that time to the paratexts. They indicated the importance of the achievements and activities of clients, at the same time building the prestige of the patron. But, above all, these paratexts demonstrate the different ways of exploiting the potential of art: in Wacław’s case, serving the aims of politics and propaganda; in the case of Bakwark, serving to create an image of the monarch as someone enlightened, sensitive and supportive of the art of music.

Behavioral Reactions to Job Insecurity Climate Perceptions: Exit, Voice, Loyalty, and Neglect.

Past work has extensively documented that job insecurity predicts various work- and health-related outcomes. However, limited research has focused on the potential consequences of perceived job insecurity climate. Our objective was to investigate how the psychological climate about losing a job and valuable job features (quantitative and qualitative job insecurity climate, respectively) relate to employees' exit, voice, loyalty, and neglect behaviors, and whether such climate perceptions explain additional variance in these behaviors over individual job insecurity. Data were collected through an online survey using a convenience sample of employees working in different organizations in Türkiye (N = 245). Hierarchical multiple regression analyses showed that quantitative job insecurity climate was associated with higher levels of loyalty and neglect, while qualitative job insecurity climate was related to higher levels of exit and lower levels of loyalty. Importantly, job insecurity climate explained additional variance over individual job insecurity in exit and loyalty. Our findings underscore the importance of addressing job insecurity in a broader context regarding one's situation and the psychological collective climate. This study contributes to addressing the knowledge gap concerning job insecurity climate, an emerging construct in the organizational behavior literature, and its incremental impact beyond individual job insecurity. The foremost implication is that organizations need to pay attention to the evolving climate perceptions about the future of jobs in the work environment, because such perceptions are related to critical employee behaviors.

Prawo i zespoły naukowe

The subject of the article is about the most important problems of perfecting legal regulations, regulating the organization and the functioning of the scientific teams such as: scientific-research institutes, laboratories, construction and design and technological enterprises. Analysing the traditional structure of the organization of science which is based on the division of the scientific instututes into three systems: the academic, the educational and the department, the author stands for its reorganization by means of substituting the department institutes with the interdepartment ones. The assignment of the scientific department institutes to the State Committee of Science and Technology would discharge, according to the author, the ministries from the basic investigation work and would permit the Soviet Academy of Sciences wider possibilities of the technical elaboration and the implementation of new scientific ideas developed in the academic institutes. Moreover, the author points out the necessity of perfecting the planning and the scientific research financing systems and the functioning of the scientific information centres. He also stresses the necessity of creating the optimal and psychological climate in the scientific teams. To make the system of science and technology achievements implantation into the production more efficient, the authors fosters the project of the foundation of a special fund which would cover the eventual losses connected with the implantation of discoveries into the production. In the final part of the article the author postulates the elaboration of the ethic code of the scientific worker and the initiation of work on the scientific creation law, which would include the basic principles of the scientific policy of the state.

PSYCHOLOGICAL SAFETY OF CADETS OF A FIRE-FIGHTING UNIVERSITY IN A SPECIAL SOCIAL SITUATION

Relevance. The article examines the impact of a special social situation on the well-being and psychological safety of fire service cadets during their studies at the university. The purpose of the article is to study the features of psychological safety of cadets of a fire-fighting university in a special social situation associated with the aggravation of geopolitical, technosphere, humanitarian, psychological threats and challenges.
 Research methods. The Warwick-Edinburgh Mental well-being Scale (WEMWBS), the questionnaire “Assessment of personal satisfaction in the need for security” (O.Y. Zotova), the author’s methodology for studying the anxiety of cadets in connection with a special social situation were used. Methods of qualitative and quantitative data analysis, including factor and correlation analysis, were used. Study participants: cadets of the Ivanovo Fire and Rescue Academy of the Ministry of Emergency Situations of Russia.
 The results of the study. It is revealed that the factors of anxiety of cadets in special social conditions are situational concern, frustration, stability. It was found that there is a negative relationship between anxiety and the well-being of cadets during a special social situation, a positive relationship was found between satisfaction of the need for security and the well-being of cadets.
 Conclusion. The practical significance of the research is expressed in the need to update resilience skills based on existing knowledge and experience, motivation and a formed worldview. To do this, it is necessary to optimize the educational environment aimed at maintaining a psychological climate that contributes to maintaining the psychological well-being of cadets through psychocorrective work and psychological counseling.

COMPETENCE OF FUTURE TEACHERS OF PHYSICAL CULTURE IN CREATING A POSITIVE SOCIAL AND PSYCHOLOGICAL CLIMATE IN A SPORTS TEAM

The article substantiates the concept, the essence of the professional competence of future physical education teachers in creating a positive social and psychological climate in a sports team and its component composition. The definition of professional competence is proposed as an integral characteristic of business and personal qualities of specialists, which reflects the level of knowledge, abilities and skills, experience sufficient to carry out certain activities related to decision-making. It has been established that professional competence in creating a positive socio-psychological climate in a sports team allows to optimize the process of its preparation and increase the effectiveness of training and competitive activities, which is the primary task of any physical education teacher as a sports coach. The meaning and essence of the socio-psychological climate in a sports team is revealed as a relatively stable emotional and dynamic mood typical for this team, which is an integral characteristic of the team, reflecting the objective and subjective conditions of the teamʼs life. The signs of an optimal psychological climate are revealed. Highlighted 5 keys positions for solving the problem of forming a positive socio-psychological climate in a sports team, which are important for the professional activity of a future physical culture teacher. A system of forming the professional competence of the future physical culture teacher has been developed, the purpose of which is to create conditions for acquiring the necessary experience of creating a social and psychological climate. The structural components of this competence are substantiated: motivational, cognitive, constructive, activity-organizational reflexive. It is proven that each component performs a specific role in the functioning of professional competence and has a specific content. In interaction, they form a functional system of professional competence in creating a positive social and psychological climate in a sports team, determine the teacherʼs ability to successfully carry out professional activities.
 Keywords: professional competence; future teachers; physical culture; creation; positive socio-psychological climate; sports team; system; formation; components.

DEVELOPMENT OF HUMANISTIC PROFESSIONAL QUALITIES OF THE TEACHER IN THE PROCESS OF INTERACTIVE EDUCATION OF YOUNGER SCHOOL STUDENTS

The article reveals the problem of developing the humanistic qualities of the teacher in the process of organizing interactive education in primary school. The professional and personal qualities which characterize a humane primary school teacher are defined. It is emphasized that special attention is paid to the organization of the educational process as effective multilateral communication. Applying one or another technology, in our case interactive, to solve the tasks of the educational process, the primary school teacher will definitely use appropriate teaching methods. That is, the implementation of training using certain technologies occurs primarily through a system of adequate methods, which are the core of this technology. The role of "active" and "passive" learning methods, when students act as the "object" of teachning, is analyzed. It is noted that interactive teaching methods provide the greatest space for self-realization of the student in learning and most closely correspond to a person-oriented approach. They are focused on the realization of the cognitive interests and needs of the individual, therefore special attention is paid to the organization of the process of effective multilateral communication, which is characterized by the absence of polarity and minimal concentration on the teacher's point of view. Participants of such communication are more mobile, open and active. Therefore, the key to understanding the role of interactive communication in the social development of a child, both a child and a teacher, is the thesis that a child's personality develops in unity, communication with the nearest micro-society, which includes peers and teachers. In addition, the use of interactive methods ensures the implementation of the idea of cooperation in the team, contributes to the improvement of the psychological climate in the classroom, and creates an atmosphere of goodwill during training. The study of the role of the organization of interactive learning in the development of humanistic qualities of primary school teachers was organized in the following directions: self-analysis of their personal and professional qualities and determination of the importance of interactive learning in the formation of humanistic qualities. It is noted that a special role in the development of the teacher's humanistic qualities in the process of organizing interactive learning is played by their readiness for professional activity