Pub Date : 2022-01-01DOI: 10.38098/ipran.opwp_2022_23_2_011
V. Bekhterev
{"title":"RATIONAL USE OF HUMAN ENERGY IN LABOR","authors":"V. Bekhterev","doi":"10.38098/ipran.opwp_2022_23_2_011","DOIUrl":"https://doi.org/10.38098/ipran.opwp_2022_23_2_011","url":null,"abstract":"","PeriodicalId":42215,"journal":{"name":"Organizatsionnaya Psikologiya","volume":"49 1","pages":""},"PeriodicalIF":0.2,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"82241610","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-01-01DOI: 10.38098/ipran.opwp_2022_25_4_004
A. Grachev
{"title":"EMPLOYEE INVOLVEMENT IN SOLVING ISSUES AS A FORM OF ORGANIZATIONAL CITIZENSHIP BEHAVIOR","authors":"A. Grachev","doi":"10.38098/ipran.opwp_2022_25_4_004","DOIUrl":"https://doi.org/10.38098/ipran.opwp_2022_25_4_004","url":null,"abstract":"","PeriodicalId":42215,"journal":{"name":"Organizatsionnaya Psikologiya","volume":"37 1","pages":""},"PeriodicalIF":0.2,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"87852528","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-01-01DOI: 10.38098/ipran.opwp_2022_25_4_013
Viktor N. Kolbanovsky
{"title":"PSYCHOLOGY - AT THE SERVICE OF INDUSTRY","authors":"Viktor N. Kolbanovsky","doi":"10.38098/ipran.opwp_2022_25_4_013","DOIUrl":"https://doi.org/10.38098/ipran.opwp_2022_25_4_013","url":null,"abstract":"","PeriodicalId":42215,"journal":{"name":"Organizatsionnaya Psikologiya","volume":"34 1","pages":""},"PeriodicalIF":0.2,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"72999294","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-01-01DOI: 10.17323/2312-5942-2022-12-1-43-50
Savadkouhi Sahar, O. Hamid
Purpose. This study aimed to determine the effectiveness of CREW intervention on the relational energy of employees in Isfahan Gas company. Method. The research was a quasi-experimental study with pretest, posttest and control group design. The sample consisted of 30 volunteer staff of Gas company who randomly assigned to experimental and control groups. Relational energy questionnaire (2016) was administered on both groups in the pre-test and post-test stages. CREW intervention administered on the experimental group for eight sessions each one 90 minutes. The control group received no intervention. The data was analyzed through ANCOVA by SPSS-23. Findings. The results suggested that there was a significant difference between experimental and control groups following the intervention. Accordingly, CREW intervention enhanced relational energy of employees in the post-test. The findings of this study suggested that administers and authorities of organizations use CREW intervention to enhance the positive interpersonal relationships and relational energy of their personnel. Originality. According to our search in previous studies, no research has been found to examine the effectiveness of the CREW intervention on relational energy of employees, but our findings were concordant with the reports, in which it was suggested that CREW was effective on enhancing civility, respect and trust, and improvement of interactions among the personnel.
{"title":"Effectiveness of CREW Program on relational energy of the employees","authors":"Savadkouhi Sahar, O. Hamid","doi":"10.17323/2312-5942-2022-12-1-43-50","DOIUrl":"https://doi.org/10.17323/2312-5942-2022-12-1-43-50","url":null,"abstract":"Purpose. This study aimed to determine the effectiveness of CREW intervention on the relational energy of employees in Isfahan Gas company. Method. The research was a quasi-experimental study with pretest, posttest and control group design. The sample consisted of 30 volunteer staff of Gas company who randomly assigned to experimental and control groups. Relational energy questionnaire (2016) was administered on both groups in the pre-test and post-test stages. CREW intervention administered on the experimental group for eight sessions each one 90 minutes. The control group received no intervention. The data was analyzed through ANCOVA by SPSS-23. Findings. The results suggested that there was a significant difference between experimental and control groups following the intervention. Accordingly, CREW intervention enhanced relational energy of employees in the post-test. The findings of this study suggested that administers and authorities of organizations use CREW intervention to enhance the positive interpersonal relationships and relational energy of their personnel. Originality. According to our search in previous studies, no research has been found to examine the effectiveness of the CREW intervention on relational energy of employees, but our findings were concordant with the reports, in which it was suggested that CREW was effective on enhancing civility, respect and trust, and improvement of interactions among the personnel.","PeriodicalId":42215,"journal":{"name":"Organizatsionnaya Psikologiya","volume":"1 1","pages":""},"PeriodicalIF":0.2,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"67921110","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-01-01DOI: 10.17323/2312-5942-2022-12-1-201-227
Ю Г Костылева, В. П. Серкин
Сегодня в позиции (должности) «линейный менеджер» работают миллионы людей. Однако, несмотря на распространённость обозначенной в названии статьи проблемы, организационные и бизнес-психологи уделяют ей недостаточно внимания, что обусловливается отсутствием описания как самой проблемы, так и методов работы с ней. Цель. Цель исследования — получение наиболее качественного нестандартизированного материала для феноменологического описания, анализа и построения обобщённой модели сценария отложенной жизни линейных менеджеров. Для организации и проведения эмпирического исследования были сформулированы следующие основные исследовательские вопросы: 1) что составляет содержание сценария отложенной жизни у линейных менеджеров? 2) как проявляется феноменология сценария отложенной жизни у линейных менеджеров? Метод. Для сбора первичного эмпирического материала был выбран метод полуструктурированного интервью. План интервью включал в себя 36 вопросов, объединённых в семь блоков. Вопросы плана были основаны на более ранних исследованиях авторов. Собранный материал был подвергнут категориальному анализу и осмыслению в соответствии с принципами подхода «обоснованной теории». В итоговом исследовании участвовали четыре женщины и шестеро мужчин (линейные менеджеры, у которых в подчинении находятся только непосредственные исполнители). Возраст респондентов старше 28 лет, что связано с опытом руководящей работы. Онлайн-интервью продолжалось в среднем до 60 минут. Результаты. Условия работы линейных менеджеров, требующие от них постоянного и одновременного решения множества разнородных задач (от обеспечения инструментом, передачи и контроля выполнения распоряжений до замены заболевшего или просто неявившегося сотрудника), приучают их к постоянному состоянию повышенной тревожности для слежения за всегда меняющимся предметом труда (участком реальности). В результате многие линейные менеджеры постоянно «перерабатывают» и откладывают решение других (внерабочих) жизненно важных проблем — личных, семейных, карьерных и других. В своих мечтах большинство линейных менеджеров покидают эту работу (подготовительную жизнь), накапливают достаточно денег, покупают домик с участком, живут спокойной, обеспеченной и достойной «настоящей» жизнью. Ценность результатов. Кроме несомненной научной новизны и актуальности нового описания исследование имеет практический прикладной аспект, так как при обращении таких специалистов или членов их семей за психологической помощью необходимо ориентироваться как в причинах частого пренебрежения решением текущих проблем, так и в конечных вариантах предполагаемого сценария будущей «настоящей» жизни.
{"title":"Феноменология сценария и невроза отложенной жизни у линейных менеджеров","authors":"Ю Г Костылева, В. П. Серкин","doi":"10.17323/2312-5942-2022-12-1-201-227","DOIUrl":"https://doi.org/10.17323/2312-5942-2022-12-1-201-227","url":null,"abstract":"Сегодня в позиции (должности) «линейный менеджер» работают миллионы людей. Однако, несмотря на распространённость обозначенной в названии статьи проблемы, организационные и бизнес-психологи уделяют ей недостаточно внимания, что обусловливается отсутствием описания как самой проблемы, так и методов работы с ней. Цель. Цель исследования — получение наиболее качественного нестандартизированного материала для феноменологического описания, анализа и построения обобщённой модели сценария отложенной жизни линейных менеджеров. Для организации и проведения эмпирического исследования были сформулированы следующие основные исследовательские вопросы: 1) что составляет содержание сценария отложенной жизни у линейных менеджеров? 2) как проявляется феноменология сценария отложенной жизни у линейных менеджеров? Метод. Для сбора первичного эмпирического материала был выбран метод полуструктурированного интервью. План интервью включал в себя 36 вопросов, объединённых в семь блоков. Вопросы плана были основаны на более ранних исследованиях авторов. Собранный материал был подвергнут категориальному анализу и осмыслению в соответствии с принципами подхода «обоснованной теории». В итоговом исследовании участвовали четыре женщины и шестеро мужчин (линейные менеджеры, у которых в подчинении находятся только непосредственные исполнители). Возраст респондентов старше 28 лет, что связано с опытом руководящей работы. Онлайн-интервью продолжалось в среднем до 60 минут. Результаты. Условия работы линейных менеджеров, требующие от них постоянного и одновременного решения множества разнородных задач (от обеспечения инструментом, передачи и контроля выполнения распоряжений до замены заболевшего или просто неявившегося сотрудника), приучают их к постоянному состоянию повышенной тревожности для слежения за всегда меняющимся предметом труда (участком реальности). В результате многие линейные менеджеры постоянно «перерабатывают» и откладывают решение других (внерабочих) жизненно важных проблем — личных, семейных, карьерных и других. В своих мечтах большинство линейных менеджеров покидают эту работу (подготовительную жизнь), накапливают достаточно денег, покупают домик с участком, живут спокойной, обеспеченной и достойной «настоящей» жизнью. Ценность результатов. Кроме несомненной научной новизны и актуальности нового описания исследование имеет практический прикладной аспект, так как при обращении таких специалистов или членов их семей за психологической помощью необходимо ориентироваться как в причинах частого пренебрежения решением текущих проблем, так и в конечных вариантах предполагаемого сценария будущей «настоящей» жизни.","PeriodicalId":42215,"journal":{"name":"Organizatsionnaya Psikologiya","volume":"1 1","pages":""},"PeriodicalIF":0.2,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"67921357","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-01-01DOI: 10.17323/2312-5942-2022-12-4-183-207
E. Kamneva, N. Karlovskaya, E. Morgunov, N. Pryazhnikov, E. Pryazhnikova
Purpose. The article undertakes a theoretical and methodological analysis of trust and faith in business relations, considering modern changes in the field of personnel management, organizational psychology and the economy as a whole. Method. The place in the system of business relations is specified, as well as the ratio of faith and trust with similar concepts (commitment, loyalty, involvement, reputation, etc.). The main stages of building trusting business relations are highlighted, which, with their strongseverity, can grow into faith. Different «addressees» of trust and faith are also determined, ranging from specific people (including faith in oneself), and ending with faith in the «power» of the existing orders of business relations enshrined in laws, orders, traditions. Separately, the relationship between differentvariants of faith in the nature of production and the corresponding production relations is considered,taking into account changes in the minds of most people in the modern era. Finding. A comparativetheoretical analysis of the manifestation of trust and faith in organizations with pronounced and lesspronounced labor regulation and strict control over employees is given. Values of results. The assumptionis substantiated that with more strict regulation, the employee often delegates responsibility to externalregulators, respectively, more and trusts them, up to the «deification» of some of the most authoritative colleagues, leaders, and managers, or — more believes in the power of certain models of production organization. And with a weakened external regulation of labor, workers often develop internal means of self-regulation, which sometimes, with a special success of activity, generates confidence in some of them, and in extreme cases, even a conviction that they are helped by some «higher forces».
{"title":"Trust and faith in business relationships","authors":"E. Kamneva, N. Karlovskaya, E. Morgunov, N. Pryazhnikov, E. Pryazhnikova","doi":"10.17323/2312-5942-2022-12-4-183-207","DOIUrl":"https://doi.org/10.17323/2312-5942-2022-12-4-183-207","url":null,"abstract":"Purpose. The article undertakes a theoretical and methodological analysis of trust and faith in business relations, considering modern changes in the field of personnel management, organizational psychology and the economy as a whole. Method. The place in the system of business relations is specified, as well as the ratio of faith and trust with similar concepts (commitment, loyalty, involvement, reputation, etc.). The main stages of building trusting business relations are highlighted, which, with their strongseverity, can grow into faith. Different «addressees» of trust and faith are also determined, ranging from specific people (including faith in oneself), and ending with faith in the «power» of the existing orders of business relations enshrined in laws, orders, traditions. Separately, the relationship between differentvariants of faith in the nature of production and the corresponding production relations is considered,taking into account changes in the minds of most people in the modern era. Finding. A comparativetheoretical analysis of the manifestation of trust and faith in organizations with pronounced and lesspronounced labor regulation and strict control over employees is given. Values of results. The assumptionis substantiated that with more strict regulation, the employee often delegates responsibility to externalregulators, respectively, more and trusts them, up to the «deification» of some of the most authoritative colleagues, leaders, and managers, or — more believes in the power of certain models of production organization. And with a weakened external regulation of labor, workers often develop internal means of self-regulation, which sometimes, with a special success of activity, generates confidence in some of them, and in extreme cases, even a conviction that they are helped by some «higher forces».","PeriodicalId":42215,"journal":{"name":"Organizatsionnaya Psikologiya","volume":"1 1","pages":""},"PeriodicalIF":0.2,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"67923811","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-01-01DOI: 10.38098/ipran.opwp_2022_24_3_08
Natalya Y. Stoyukhina
{"title":"PSYCHOTECHNICAL STUDIES OF B.G. ANANIEV: ON THE 115TH ANNIVERSARY OF HIS BIRTHDAY","authors":"Natalya Y. Stoyukhina","doi":"10.38098/ipran.opwp_2022_24_3_08","DOIUrl":"https://doi.org/10.38098/ipran.opwp_2022_24_3_08","url":null,"abstract":"","PeriodicalId":42215,"journal":{"name":"Organizatsionnaya Psikologiya","volume":"60 1","pages":""},"PeriodicalIF":0.2,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85865614","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-01-01DOI: 10.38098/ipran.opwp_2022_24_3_003
A. Kravchenko
{"title":"SOLVING THE PROBLEMS OF PERSONNEL MANAGEMENT BY SYSTEM-SITUATIONAL ANALYSIS OF ACTIVITIES","authors":"A. Kravchenko","doi":"10.38098/ipran.opwp_2022_24_3_003","DOIUrl":"https://doi.org/10.38098/ipran.opwp_2022_24_3_003","url":null,"abstract":"","PeriodicalId":42215,"journal":{"name":"Organizatsionnaya Psikologiya","volume":"23 1","pages":""},"PeriodicalIF":0.2,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84487148","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-01-01DOI: 10.38098/ipran.opwp_2022_25_4_005
B. A. Sosnovsky, E. Lebedeva
{"title":"SEMANTIC APPROACH TO THE STUDY OF THE PSYCHOLOGY OF THE HEAD","authors":"B. A. Sosnovsky, E. Lebedeva","doi":"10.38098/ipran.opwp_2022_25_4_005","DOIUrl":"https://doi.org/10.38098/ipran.opwp_2022_25_4_005","url":null,"abstract":"","PeriodicalId":42215,"journal":{"name":"Organizatsionnaya Psikologiya","volume":"8 1","pages":""},"PeriodicalIF":0.2,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84209508","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-01-01DOI: 10.38098/ipran.opwp_2022_25_4_003
A. Aldasheva, Alexander A. Lekalov, O. N. Sivash, Oksana V. Runets
{"title":"STAGES OF METHODOLOGY DEVELOPMENT CLINICAL AND PSYCHOLOGICAL EXPERTISE OF PILOTS","authors":"A. Aldasheva, Alexander A. Lekalov, O. N. Sivash, Oksana V. Runets","doi":"10.38098/ipran.opwp_2022_25_4_003","DOIUrl":"https://doi.org/10.38098/ipran.opwp_2022_25_4_003","url":null,"abstract":"","PeriodicalId":42215,"journal":{"name":"Organizatsionnaya Psikologiya","volume":"1 1","pages":""},"PeriodicalIF":0.2,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"89699194","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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