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PSYCHOLOGICAL FACTORS OF PROFESSIONAL DISADAPTATION (CASE STUDY OF BUSINESS-TRAINERS IN THE BANKING SPHERE)
Anchukova N. I.



        Nelly Ivanovna Anchukova is Candidate of Science (Psychology), Associate Professor of the Department of Psychology at Far Eastern State Transportation University.

E-mail: nian@mail.kht.ru


Annotation

The article presents the results of the research devoted to the analysis of the psychological factors characterizing professional disadaptation of business-trainers - employees at one of the commercial banks. The author considers the given problem - that of professional disadaptation - to be the result of the interaction between the two subjects, that of the professional activity of the organization and the employee. The role of the organization should consist in discerning the psychological peculiarities of personnel and the construction of an adequate system of selection and motivation of the latter, as well as introducing positive stimuli into the labour process together with the overall improvement of working conditions. The functions of the employee should not be limited to the fulfillment of their professional duties; the latter are to be complemented by self-reflective actions, constant introspection and self-development. According to the empirical data, the first symptoms of professional disadaptation can already manifest themselves in the peculiarities of the subjective perception of organisational culture and leadership style. Often the specific nature of this perception is not directly connected with the level of qualification of the specialist; sometimes the inverse correlation is observed which reveals the paradoxical pattern: the higher the professional level of the employee, the more negative his/her perception of the organization. The author attempts to define the reasons for discomfort that the staff might experience, which may be caused by both their own psychological idiosyncratic features and the discrepancy between their needs and those parameters that the organisational culture of the institution has to offer. The results of the study suggest the potential possibility of solving the main problems of the professional disadaptation, namely fluctuation of personnel. This will require certain changes, most notably in the procedure of selection of the personnel and in the system of non-material incentive and work encouragement.

        Key words: adaptation, organizational culture, professionalism, psychological factors, fluctuation of personnel, motivators, demotivators, style of management, career orientation, subjective assessment, fulfillment, working conditions, labour process, level of ambition.


 

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