The paper discuss subjectness as an individual characteristic which manifest itself in personalozation and personification as two opposite processes in personal actual genesis. An empirical study was conducted to test a hypothesis on representation of those processes in speech. The study focused on sense fields "Being a personality" (personalization) and "Being oneself" (personification). It was discovered that in men to whom personal qualities are important, the index is low and vise versa. The study also identified speech markers of personalization (the words posses, be able, insist, actions, life) and personification (the words behave, exist, try, accept, act). Speech patterns containing a negative of personification. On the basis of validization of the findings by experts speech markers of personalization and personification can be represented in the form of a categorical grid.
During the last two decades the phenomenon of life calling attracts considerable attention from foreign researchers. Research on calling has started in the USA and Europe and continues in China, India and South Korea. New conceptualizations keep emerging along with measurement instruments, and the main challenge faced by research community is to reach common understanding of this phenomenon. In the current paper we will describe different approaches to life calling: calling as divine command, calling as job fit and moral duty, calling as work orientation, calling as transcendent summons, calling as passion towards a domain, as well as corresponding measurement instruments. Research shows, that all those approaches address the same base construct that, supposedly, has life meaning at its core. Source of calling, prosocial character, the role of religion in calling discernment and several other aspects are still subject to discussion. Despite complications with formulating of the unified concept of calling, it is already clear, that it influences work and life in general substantially. On the one hand, calling positively affects work and life satisfaction, mitigates influence of stress and burnout, and also helps to choose life and career path. One the other hand, it may cause exploitation at work, sacrifices in the other areas of life, and also, when unfulfilled, may induce regret for missed opportunities for self-realization. The primary aim of the present paper is to attract Russian researchers’ attention to the phenomenon of life calling, to trigger further research and find its place among such concepts as life meaning, choice, personal potential, self-actualization and personalization.
The study of cerebral organization of usage of verbs and nouns was carried out by means of functional magnetic resonance imaging. The influence of strategy of word actualization (verbs and nouns extraction on paradigmatic and syntagmatic connections) and the level of automation of these processes on the pattern of cerebral cortex activation was shown.
The authors describe the nature of the relationship between the perceived types of corporate culture in L. Konstantin's typology with the following variables: the attractiveness of corporate culture, the types of organizational identification, the need for it, the types of attachment to the organization and the individual-organization values fit. The study involved 241 employees of commercial enterprises (63 men and 178 women). Participants filled out a questionnaire, which includes five parts. The data were processed using structural equations. The result of work was the creation of four structural models for each perceived type of corporate culture (open, closed, synchronous, random), reflecting the features of their relationship with the variables being studied. General regularities were revealed. The correspondence of values reflects the perception of the employee of his organization as attractive, on the appearance of his need for identification, and speaks about the low probability of the appearance of avoiding attachment type. The presence of ambivalent attachment can cause avoiding attachment, in which the employees are not satisfied with the work and try to avoid any communication with colleagues, which, in turn, can partly provoke the emergence of neutrality in relation to the place of work. Disidentification and neutral identification may be the cause of the ambivalent attitude towards the organization. When an employee does not have an indifferent attitude to it and is included in the organizational life, the probability of forming a positive identification is high. In addition, the features and differences in the resulting models were analyzed. A promising direction of the development of this topic is the justification and addition of new variables to the model for the purpose of their empirical verification to create a single integrated theoretical and methodological model that describes the organizational life in a complex manner.