In this article, the adaptation of personnel is considered from the perspective of the modern approach of social identity, according to which the personal involvement of a young specialist in the new social and professional environment is the basis of the desire to continue their activities in the organization. Main hypothesis was that positive social identity is associated with the actions in the course of adaptation to enhance cognitive, axiological and behavioral aspects of the activity, the main place among which is information-psychological support of young specialist from the head, mentor and team with the inclusion of a specialist in joint activities.
The aim of the study is to identify socialization factors, the most significant for young civil servants, which have a direct impact on the formation of their positive social identity. We consider as the main factors the acceptance by a young employee of the status of a public servant, the motivation of a public servant, attitudes to common activities and a desire to enlarge contacts with management and colleagues, social and labor activity. The method of research was a survey (questionnaire) of 109 young professionals who experienced socialization practices in federal and regional government bodies, and municipal employees. The study revealed that the information and psychological support of the young specialist by his leader, mentor and team, when the new employee is included in common activities, is one of the main factors of socialization. This article concludes with propositions for possible areas of improvement of the process of socialization of young professionals in public administration at various levels.
In the scientific world, there is an unflagging interest in the phenomenon of organizational identification, which causes its active research. They study its content and structure, also its main types are distinguished, and classifications and typologies are made up. The work presented in this paper is the origin background of organizational identification and its sources, and the related concepts such as social identity, social identification and organizational identity are considered here. Basic definitions are given, characteristics of organizational identification, its positive and negative sides, motives and prerequisites of origin are described. Also, its impact on various aspects related to the employees' activitie and the company as a whole is discussed in detail. It is noted that identifications can be multiple, and their level is consistent with the need for identification. The following main types of organizational identification are analyzed in detail: situational and deep structural identification; relational and identification with colleagues; with the kind of activity and professional; with division and the whole organization. Two models of organizational identification are presented separately and compared. The particular attention is paid to the most currently used extended model, which includes four types of it: identification itself, neutral identification, ambivalent identification, and de-identification. The model review is supplemented by its critical analysis. The article concludes with a discussion of prospects for further study development in this field.
This article is talking about state management and cultural policy, their nature and content in term of the new tendency - development of postindustrial society. It mentioned here, that at the moment cultural policy is the base of regional political activity and that regions can get strong competitive advantage if they are able to implement cultural policy successfully. All these trends can produce elements of new economic development.