Негативные последствия организационной идентификации работника: роль трудоголизма
The objective of this book is to develop the sustainable and lasting skills of translator's competence and to build up translation categorial strategy.
It is argued that (a) social identification is a perception of oneness with a group of persons; (b) social identification stems from the categorization of individuals, the distinctiveness and prestige of the group, the salience of outgroups, and the factors that traditionally are associated with group formation; and (c) social identification leads to activities that are congruent with the identity, support for institutions that embody the identity, stereotypical perceptions of self and others, and outcomes that traditionally are associated with group formation, and it reinforces the antecedents of identification. This perspective is applied to organizational socialization, role conflict, and intergroup relations.
Active vocabulary for business English students based on the business coursebook "Market Leader". The focus is on the development and mastering of business English active vocabulary for the Business Studies.
While an extensive range of economic literature exists on the analysis of job satisfaction, research that focuses on young people remains scarce. This chapter analyses general job satisfaction among young Russian workers. The corresponding response variables are divided into five ordered categories, from “completely unsatisfied” to “completely satisfied”. Ordered logit models of job satisfaction have been estimated with individual fixed effects for a panel data analysis of young male and female Russian workers. In the final section also some policy implications are discussed.
The purpose of the book is to give a holistic and systematic understanding of the nature, sources, mechanisms of formation and development of labor interests in terms of the personality of the employee, to show the possibilities of using this phenomenon in the field of human resource management. The book is intended for a wide range of readers, namely: for students, graduate students, doctoral students, teachers of higher educational institutions of a psychological, sociological, legal and economic profile, as well as for practitioners in the field of human capital management.
The economic development of any country is determined by the interests of the actors. And this is quite understandable, since both production, trade, and distribution, and consumption are connected not only with material objects, but also with the intellectual spiritual activity of people, with their real labor activity. The development of the economy can not be represented as an active process outside the participation of people. But a one-sided view of interest only from an economic point of view allows us to reveal only a certain set of its characteristics, without providing a complete picture of all its diverse content.
In the modern world it is necessary to consider and evaluate the interests of workers in the course of their work activity in a different way. First, the scale of their expression and reflection has significantly expanded. Secondly, the range of participants in economic activity and the range of their labor interests has become much wider. Third, labor interests, both nationally and internationally, have become much more dense and closely related. Fourth, a profound scientific technical, technological, political and cultural factors influencing the formation and development of labor interests have acquired an unprecedented scale.
Studies of labor interests are very important, since each area of economic, social, legal, pedagogical, psychological, and other sciences makes its own special contribution to the development of the theory and methodology of knowledge of the phenomenon of interest. At the same time, the need to unite the efforts of all schools to form a theory of labor interests, which would form the basis of a new scientific paradigm, seems more and more obvious. Today in science there is no consensus about the concept and nature of labor interests and the ways of their coordination. Despite a significant amount of work related to the analysis of various aspects of labor interests, a number of insufficiently studied theoretical questions remain. Among them: the historical, epistemological and ontological nature of labor interests, the factors determining them; forms and conditions for the realization of interests in modern conditions; the role and place of interests in the mechanism of labor motivation of staff; patterns of formation, functioning and development of the system of labor interests; trends of its transformation.
Of course, one should not exaggerate the possibility of a complete and rigorous description of the changing pattern of labor interests. They are sometimes little predictable and develop outside the general field of view. Deep economic processes in the national and world economy give rise to financial industrial, trade and other crises, which adversely affect the content of labor interests. Some people lose the field of employment and their labor interests are saved rather potentially. Others, on the contrary, gain confidence in the achievement of broader economic goals, and still others try to passively or actively influence the prevention and elimination of crisis phenomena and their labor interests acquire a purely situational character. Much depends on how each worker realizes his place in the real division of labor and seeks to use his potential in the sphere of production. And therefore, psychological science is designed to form and use such models and mechanisms of motivation that give labor activity the character of a powerful and sustainable factor of social development and improvement of the well-being of each employee. One of the backbone and very promising mechanisms for employers motivation is labor interest. That is, labor interest should become the dominant mechanism for influencing the work activity of people. This is one of the conclusions of the author of the book.
Another conclusion is that the purposeful influence of the external social environment serves as an important factor of positive or negative influence on the labor interests, either encouraging active civil or professional actions, or deforming interest to the level of self-serving. Thus, it is necessary to create an external working environment conducive to the formation, maintenance and development of sustainable socially beneficial labor interests. Ways how to do this are outlined in the book.
The author focuses on the feasibility of studying the systemic interaction of the labor interests of different categories of workers - owners, managers, specialists, experts. All this is complemented by an analysis of the influence of interpersonal, group, national and professional, civil interests in labor collectives. Their systemic influence is not yet studied with sufficient depth. Therefore, this monograph opens the first page of a deep study of labor interests.
The book includes three chapters, each of which consists of five sections. The first chapter examines all questions relating to the sources, the nature of labor interests, the conceptual apparatus and the research of scientists in this field. The place of interest in the mechanism of labor motivation and various theories of interests are considered. The author presents a modern classification of labor interests - an ensemble of interests. The prospects for the development of the theory of labor interests within the framework of the psychological sciences, such as social psychology, labor psychology, organizational psychology, etc., are shown.
Chapter 2 provides a psychological model of work interests. Identified sources of interest in labor, both external and internal. The influence of interest on job satisfaction, involvement and loyalty of staff, on professional self-realization of workers and the optimality of work in general is shown. A separate section is devoted to the use of the psychological model of labor interests in the system of human capital management.
Chapter 3 reflects the dynamics of labor interests. Here are the factors influencing the variability of interests — working catalysts and inhibitors, internal obligations, individual values, perfectionism, “inspiring” samples, etc. Revealed ways to stimulate labor interests, which may be practically useful in the management of staff organizations, because they include specific recommendations. Different approaches to the study of labor interests are described in detail, since almost all the tools available at this stage in the development of psychological science to measure the individual structure of workers' interests are presented. The evolution of labor interests, both age and generation, is presented.
The annexes present methods and tools for assessing the structure of employees' interests, job satisfaction, and other features of motivating and stimulating interests.
In conclusion, conclusions are made that allow to state the relevance and scope of the topic of labor interests for psychological science and other social sciences (sociology, law, pedagogy, etc.). The prospects for the study of this problem within the whole spectrum of the social and psychological sciences are shown. New special courses on labor interests are offered for persons studying in the field of social psychology, labor psychology, organizational psychology, personnel management, etc. Recommendations are made for purposeful shaping of labor interests in the practice of socio-psychological services and personnel management departments of companies specialized firms, scientific centers and in the activities of executive and municipal government bodies.
Relation between the informal employment and job satisfaction is investigated in the paper. Informal employment takes rather big place in Russian economy, what makes research of the mechanism of the informal sector of the labor market functioning very relevant. Ordered choice models with sample selection correction were estimated on the Russia Longitudinal Monitoring Survey of HSE (RLMS-HSE) data. The key result of the paper is that subjective well-being is not determined by employment status itself, crucial is conditions of choice. Individuals, who came to the informal sector because of their own choice, treat their job as well as workers' with the registered employment. So, they have no incentives for seeking to formalize their status, which could mean further growth of the informal sector.
Smoking is a problem, bringing signifi cant social and economic costs to Russiansociety. However, ratifi cation of the World health organization Framework conventionon tobacco control makes it possible to improve Russian legislation accordingto the international standards. So, I describe some measures that should be taken bythe Russian authorities in the nearest future, and I examine their effi ciency. By studyingthe international evidence I analyze the impact of the smoke-free areas, advertisementand sponsorship bans, tax increases, etc. on the prevalence of smoking, cigaretteconsumption and some other indicators. I also investigate the obstacles confrontingthe Russian authorities when they introduce new policy measures and the public attitudetowards these measures. I conclude that there is a number of easy-to-implementanti-smoking activities that need no fi nancial resources but only a political will.
One of the most important indicators of company's success is the increase of its value. The article investigates traditional methods of company's value assessment and the evidence that the application of these methods is incorrect in the new stage of economy. So it is necessary to create a new method of valuation based on the new main sources of company's success that is its intellectual capital.
портовый менеджмент, показатели деятельности, анализ эффективности, система учета, распределение издержек, методы анализа деятельности портовой системы
At present many industries reveal tendency for setting up of vertically integrated companies (VIC) the structure of which unites all technological processes. This tendency proved its efficiency in oil industry where coordination of all successive stages of technological process, namely, oil prospecting and production -oil transportation - oil processing - oil chemistry - oil products and oil chemicals marketing, is necessary. The article considers specific features of introduction of "personnel management" module at enterprises of oil and gas industry.
vertically integrated companies; personnel management