Population health is one of the most significant human resources which largely determine the progress in the competition, productivity and agricultural economic activity. This has a huge social and economic growth effect in general. This plays a huge role in village areas which come 2nd in terms of importance after all the cities. Young groups of doctors have been investigated. They all struggled to fully integrate themselves into their professional field. The investigation subject was the process change in individual features and personal experience sharing of medical workers. The main goal of this study was the choice of the professional model and tools to integrate young workers into professional field and also their personal uniqueness development in a village community. Therefore, it is necessary to analyze the professional uniqueness of young doctors when they are working in a village community and also a change in of a doctor’s role in a village. The main analytical method was a theme analysis of young doctors’ narrative stories. Based on those interviews, the study tried to find answers to the following questions: “How to keep your professional identity, which you have formed while working in a big city, on the countryside?” and “How to form a special identity when you enter a village community?” During the theme analysis, it was found that the professional identity boundaries are permeable to young doctors living in the countryside. The themes of narrative interviews are designated as respondents and determine a big influence on rural life and its community on forming the professional identity. As a young doctor, it is important to keep yourself isolated in order to form your professional identity in rural areas and a big personal wish to do that. It is well displayed when doctors help while in a village community. When analyzing the narrative interviews, the two main aspects in forming a young doctor’s professional identity have been found: a transition from being just a member of a rural community to a man who is able to cure and heal patients. Village members usually do not accept it subconsciously when their friend suddenly becomes a doctor. The received data allows to investigate the professional identity of young doctors from theme analysis of narrative interviews and it can be used to improve the integration process of young doctors into working in villages.
реклама, повседневная реальность, повседневные деятели, эффективность рекламы, культурные особенности, национальные особенности рекламы, типология культур М.Мид
The main purpose of the research was studying an employee in small and medium-sized businesses as an active actor of modern social-labor relations. The data array contains 502 employees in Nizhny Novgorod. The research was focused on their goals and values and on the characteristics of their interaction with other actors of social-labor relations, especially with employers. The results evidence vulnerability of the group and it’s concentration on archiving financial stability and wellness. Was made a conclusion about self-sufficiency of employees almost in all labor aspects. Active interactions was stated just inside of current places of employment.
The aim of this study was the diagnosis of the causes of psychological and organizational barriers of the personnel’s resistance to changes. We used a standardized interview method based on a questionnaire developed by the authors. The respondents were thirty HR-managers of Nizhny Novgorod business companies representing different sectors of the economy. The study showed that the resistance of the personnel to changes has a medium intensity and a passive form. The resultsrevealed that the leading role in the resistance of personnel to changes play individual psychological causes and organizational barriers. It is found that among individual psychological causes, inertia has the greatest impact on the resistance of personnel to changes, and in the second place, there is the fear of negative consequences of the changes. HR-managers are actively involved in the management of organizational change, including overcoming the resistance of the personnel to changes. To overcome the psychological causes of resistance of personnel HR-managers use "soft" methods of interpersonal influence: teaching, explanation and psychological support, and to overcome organizational barriers –administrative methods.
Analyzed campaigns of German and Russian sociologists to problems of values in transformed societies. The special attention is given to problems of values of the market and a place of youth in system of market relations.
In this article, the authors try to redefine G. Tarde's and E. Durkheim's contribution to social theory. Drawing on comparative analysis of the theories of social change, the differences between E. Durkheim's and G. Tarde's sociological projects are shown. These differences cannot be reduced to the opposition between psychologism and sociologism or sociological nominalism and realism. They are considered as a result of essentially different understanding of the nature of social fact. The authors make an assumption that G. Tarde's sociology of associations project, which is underestimated in Russian sociology, is an alternative to E. Durkheim's sociology.
The article is devoted to the analyses of two historiosophycal perspectives of Russia’s spiritual development, which embodied in the ideology of Russian Orthodoxy: the image of “new Jerusalem” and the concept of “third Rome”. The sociocultural basis of these ideologemes is examined, their evolution is traced, the comparison between them is made. The difference of views of “the sacred land” in Russian Orthodoxy, European Catholicism and American Protestantism is shown.
The article is dedicated to the review of ways of looking at social space in the sociological theory. Basing on works of those authors, who paid special attention for this question, in the text there is considered the variety of theoretical interpretations and instrumental using the category of social space. The accent is made on application of space in the context of urban sociology. All the material is systematized according to division into three aspects of looking at social space: 1. the space of social actors's interactions; 2. the structure of status positions; 3. the connection of geographic space and social meanings that are attached to it.
The goal of the research is to generalize the notion of talent and to study tendencies and approaches to talent management in public sector organizations. We realized a theoretical analysis of different views on the notion of talent and on the talent management as one of the modern approaches of the strategic human resources management. Essential practices used in talent management in different types of organizations are underlined. Different approaches to talent management in public sector organizations are analyzed. Based on scientific and empirical results of Russian and foreign researchers and on the author’s own results, a conclusion was taken tendencies of development of the discussed approach in public sector organizations. Two general models of talent management in public organizations are proposed.