Diagnostics of Leadership Qualities of Specialists of "Man–Man" Type of Professions in Military and Civil Higher Education Institutions: Psychological and Pedagogical Approach

Soroka, Olha; Калаур, Світлана; Балендр, Андрій

doi:10.18662/rrem/189

Cited by 18 publications

(14 citation statements)

References 4 publications

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“…Scientists (Ivannikov, 2006;Soroka, Kalaur, & Balendr, 2019) established the general and specific psychological structure of persistence and initiative as diverse and functional traits of character based on quantitative, correlation and factor analysis. Thus, as V. A.…”

Section: Resultsmentioning

confidence: 99%

Psychological Profile of Unsuccessful University Students

Цільмак¹,

Цильмак²,

Okhrimenko

et al. 2020

RREM

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Nowadays higher education institutions train competitive, competent, and mobile professionals. One of the factors that influence the success of higher education students' educational activities is the degree of development of their volitional qualities. The aim of our work is to determine the general psychological profile of an unsuccessful student concerning volitional qualities. In order to achieve this goal, we used a specially developed questionnaire "Volitional and Involuntary Qualities". The questionnaire consists of 25 volitional qualities (of goal-oriented, encouraging, self-regulating, selforganizing and morally-directed groups) and involuntary qualities (of not oriented on a goal, braking, not regulating, not organizing and antimoral groups). To identify gender differences, we conducted a survey of an equal number of males and females. Thus, 476 unsuccessful students (238 males and 238 females) participated in the scientific study. Unsuccessful students were determined according to the results of educational activity. The research was conducted in 10 Ukrainian higher educational institutions of humanitarian direction. It was determined that the volitional qualities of unsuccessful students mainly include the following indicators: a) a high degree of development of decisiveness, courage, and bravery; b) the average degree of development of valor and boldness; c) a low level of development of purposefulness, persistence, initiative, self-control, self-mastery, patience, organization, diligence and heroism.

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Section: Resultsmentioning

confidence: 99%

Psychological Profile of Unsuccessful University Students

Цільмак¹,

Цильмак²,

Okhrimenko

et al. 2020

RREM

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show abstract

“…The analysis of the scientific works (Dubych, 2016;Soroka et al, 2019;Thu, 2014;Zvarych et al, 2019) shows that there are two groups of methods of evaluation of corporate culture -qualitative -typology of Moran, Harris, and Routledge (2007), Shain (2001), Wu (2008) -and quantitative. In contrast to the qualitative ones, which although allow to obtain a clear result of the study and to identify the characteristics of culture, they have a drawback of inability to reveal the in-depth features of the corporate culture.…”

Section: Methodsmentioning

confidence: 99%

Monitoring of Corporate Culture Formation of Specialists of Social Institutions

Soroka

Калаур

Балендр³

2020

Self Cite

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The theoretical approaches to define the scientific definition "corporate culture" in the sociological, economic, psychological and pedagogical contexts have been analyzed. The corporate culture of a social institution is understood as a system of collective norms, beliefs, values and traditions of joint activity of employees, aimed at achieving the strategic goals of the organization. Based on the results of using standardized methods, the conducted monitoring research reflects the role of corporate culture for a high-quality social employees" activity in general, and helps to determine the level of its formation among specialists who work for social services. The diagnostic study was carried out on the basis of seven city centers of social services for families, children and youth from different regions of Ukraine. The object of the study were 78 employees. The diagnostics of formation of corporate culture was performed using the methodology of Ladanov (1997), as well as methods developed by Cameron and Quinn (2011), Denison, Hofstede (2004), Solomandina. The results of the diagnostic analysis have shown a medium level of corporate culture formation among the employees of social institutions.

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“…Professional readiness, as well as professional mobility, is a natural purposeful result of professional training, education and self-education, personal and motivational formation and an attitude to effective professional activity [13]; [14]. Professional readiness, as well as professional mobility, ensures the ability of a specialist to successfully complete tasks [15].…”

Section: з б і р н и к наукових праць національної академії державної прикордонної служби україни серія: педагогічні наукиmentioning

confidence: 99%

Professional Mobility of a Future Specialist in the Structure of Readiness for Activity in Specialty: Essential and Conceptual Aspect

Діденко¹,

Балендр²,

Ryzhykov

et al. 2021

pedzbirnyk

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The article presents an analysis and generalization of approaches to the essence and content of professional mobility of future specialists. It is concluded that professional mobility is directly interrelated with readiness to work in the specialty, since these two concepts have common elements in the structure, in particular professional knowledge, abilities, skills and professionally important qualities. Taking into account the results of the analysis of research related to the problem of professional mobility, it was found out that this concept can be defined as readiness and ability to work in the context of transformation of professional (production, service) tasks, development of new specialties or changing them. Professional mobility covers the ability to successfully switch to another activity or change types of activities, effectively use the system of generalized professional techniques to perform any tasks in the professional sphere, and it is relatively easy to move from one type of activity to another. For professional mobility, it is important to have a high level of generalized professional knowledge, experience in improving them and obtaining them independently. The results of the review of publications on the research topic suggest that there are two types of mobility – horizontal and vertical. Horizontal mobility involves the transition of an individual or social object from one social position to another, which is at the same level, as well as a change of place of residence. As for vertical mobility, it involves the transition of an individual or social object from one social position to another. It was found out that mobility is an integrative property that is formed and developed during practical, educational, social, socio-cultural activities of a person and provides him or her with the opportunity to realize one’s inclinations, abilities, opportunities.

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Diagnostics of Leadership Qualities of Specialists of "Man–Man" Type of Professions in Military and Civil Higher Education Institutions: Psychological and Pedagogical Approach

Cited by 18 publications

References 4 publications

Psychological Profile of Unsuccessful University Students

Psychological Profile of Unsuccessful University Students

Monitoring of Corporate Culture Formation of Specialists of Social Institutions

Professional Mobility of a Future Specialist in the Structure of Readiness for Activity in Specialty: Essential and Conceptual Aspect

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