Возможности выхода из эмоционального выгорания
The article deals with the emotional burnout syndrome as a problem of personality psychology despite the tradition in Russian psychology to regard it as a result of continuous professional stress and professional deformation. Basing on the analysis of different approached to emotional burnout problem in Russian and foreign works it was concluded that they lack explanatory potential and there is a demand for investigating this syndrome in a broader paradigm. The author provides systemic methodological outlook of the problem and defines its theoretical status. Syndrome of emotional burnout is treated as violation of value-meaning personal regulation that hampers experiencing of higher order values and leads to dissolution of meanings in practical and professional activities. This approach proves promising for explanation of the specific nature of this syndrome as well as for elaboration of preventive measures.
syndrome of emotional burnout, stress, value-meaning sphere, Personality, dynamic system of meanings, spiritual organism
Purpose: is to try and to show the opportunities and prospects of wearable technologies in the performance management and HR practice.
Approach: the study combines HRV monitoring data, KPI data and psychological diagnostics data. Among the indicators of HRV, the stress index is one of the most informative for characterizing the stress states of the central nervous system. The stress index was monitored in real time using a wearable device (Alpatov, Kuryshev, 2016) during the working day. Changes in performance indicators were also monitored during the working day at 30-minute intervals. Personal anxiety of employees (Charles D. Spielberger test in the adaptation of Y. L. Khanin) and involvement ("Test of Resilience" in the modification of E. N. Osin, E. I. Rasskazova) were also assessed.
Findings. Evaluations of the relationship between HRV indicators and objective indicators of the working process and psychological diagnostics data are presented.
Implications for practice. The original methodology of organizational and psychological research with the use of wearable technologies is presented, as well as the practical possibilities of using such technologies in organizational practice.
The results were interpreted for four subgroups of employees depending on the level of KPI (low or high) and the level of personal anxiety (low or high). For each subgroup recommendations for performance manager are given.
A subgroup of employees with high KPI and high personal anxiety unites employees who are able to act as agents of task performance control. Employees with high KPI and low personal anxiety are a stable work resource within the business process. Employees with low KPI and high personal anxiety are united by the need for a mentor (coach). Employees with low KPI and low personal anxiety are ready to leave the organization