Personality presentation problem has not been defined in terms of interpersonal relationships in Russian psychology. Self presentation varies in differing levels beginning from the socio-psychological up to the individual level, taking into account either the image of the individual with his personal traits or the image of the social group. At the level of interpersonal relationship reveal anself comprises emotional stability, agreeableness, self-consciousness, openness to self-dialogue. In practice self-presentation is a key piece of a person's social experience, which is very important for his professional activity.
The article is devoted to the study of the popularity of personal trainings among the population of Russia. The search for the meaning of life and the desire for values of self-expression, which have replaced the values of survival, as well as global transformations, lead to the search for ways to meet the new demands of personal and social life. One way to meet this request is to train on personal development.One way to meet this request is to train on personal development. The article discusses the history of training, the motivation for consuming training services, and the degree of satisfaction with these services. The author made a conclusion about the formation of the market for personal development services, the entrepreneurial activity on which is intensive, and the demand is quite high.
Downshifting phenomenon is regarded as a process of inner choice between two options of personal actualization: personalization and personification. Cultural and social background of such choice is described historically. Some aspects of psychological dynamics of choice are illustrated by examples of different downshifting strategies.
Institutions affect investment decisions, including investments in human capital. Hence institutions are relevant for the allocation of talent. Good market-supporting institutions attract talent to productive value-creating activities, whereas poor ones raise the appeal of rent-seeking. We propose a theoretical model that predicts that more talented individuals are particularly sensitive in their career choices to the quality of institutions, and test these predictions on a sample of around 95 countries of the world. We find a strong positive association between the quality of institutions and graduation of college and university students in science, and an even stronger negative correlation with graduation in law. Our findings are robust to various specifications of empirical models, including smaller samples of former colonies and transition countries. The quality of human capital makes the distinction between educational choices under strong and weak institutions particularly sharp. We show that the allocation of talent is an important link between institutions and growth.