psymgouПсихологические наукиPsychological Sciences3033-64303033-6414Federal State University of Educationpsymgou-902Research ArticleСОЦИАЛЬНАЯ ПСИХОЛОГИЯВЗАИМОСВЯЗЬ СТРУКТУРЫ ПСИХОЛОГИЧЕСКИХ МЕХАНИЗМОВ МЕЖГРУППОВОЙ АДАПТАЦИИ С ТИПОМ УПРАВЛЕНЧЕСКИХ СИТУАЦИЙ ПЛАТФОРМЫ CYNEFIN В ОРГАНИЗАЦИЯХTHE RELATIONSHIP BETWEEN GROUP STRUCTURE OF THE PSYCHOLOGICAL MECHANISMS OF INTERGROUP ADAPTATION AND PLATFORM CYNEFIN MANAGEMENT SITUATIONS IN ORGANIZATIONSБулгаковАлександр ВладимировичBulgakovA. .av_bulgakow@mail.ruМосковский государственный областной университетРоссияMoscow State Regional UniversityRussian Federation201324012023034660Copyright © Булгаков А.В., 20232023Булгаков А.В.Bulgakov A...Данная работа распространяется под лицензией Creative Commons Attribution 4.0.This work is licensed under a Creative Commons Attribution 4.0 License.https://www.psymgou.ru/jour/article/view/902

На примере изучения межгрупповой адаптации (МГА) сотрудников с различным статусом 6 российских предприятий (140 чел.) проведено качественное и количественное соотнесение управленческих ситуаций по Д. Сноудену и вкладов психологических механизмов (ПМ) межгрупповой адаптации в их разрешение. Объектом исследования является МГА сотрудников с различным статусом в организациях наукоемкого производства, торговли, услуг. Предмет исследования - взаимосвязь структуры психологических механизмов МГА с типом управленческих ситуаций платформы Cynefin в организациях. В качестве гипотезы выдвинуто предположение: психологические механизмы МГА сотрудников с различным статусом в организации - межгрупповая неадаптивность, организационная идентификация, совместная деятельность групп, - составляя единый комплекс разноуровневых психологических механизмов, вносят различный вклад в развитие конкретной организации по критериям потенциалов взаимодействующих групп: адаптационного, организационного, мотивационного. Знание доминирующего механизма будет способствовать прогнозу тенденций развития организации, раннему определению возможного типа возникновения управленческой ситуации, обоснованию рекомендации по управлению персоналом. Схема эмпирического изучения представляет собой соотнесение управленческих ситуаций платформы Cynefin в 6 организациях с результатами корреляционных исследований по выявлению вкладов психологических механизмов МГА в развитие этих организаций. Итогом таких исследований стало построение для каждой из организаций 3-факторной модели использования в ней психологических механизмов МГА сотрудников с различным статусом. Общим результатом всей опытно- экспериментальной работы - соотнесение полученных структур вкладов психологических механизмов МГА с ситуациями платформы Cynefin, а в дальнейшем построение эмпирически апробированной типологии. В основу исследовательской методики обследования сотрудников организаций с различным статусом легла система апробированных критериев, показателей и методик. Обработка полученных результатов проводилась с использованием методов математико-статистического анализа. Подсчет вкладов психологических механизмов МГА сотрудников с различным статусом проводился по алгоритму: 1) после факторного анализа веса факторов переводились в доли; 2) далее согласно теоретической модели ПМ межгрупповой адаптации по каждой группе сотрудников проходила группировка факторов; 3) построение сравнительной модели ПМ межгрупповой адаптации сотрудников с различным статусом в каждой организации. На примере головного предприятия ОАО «Научно-исследовательская корпорация «Системы прецизионного приборостроения» проиллюстрированы основные позиции опытно-экспериментальной работы и ее анализа. Результаты проведенного исследования могут стать основой разработки технологий управления персоналом организаций в сложных ситуациях.

The author studied the intergroup adaptation (IA) of the employees of six Russian enterprises with different status (140 people) and carried out the qualitative and quantitative comparison of the administrative situations according to D. Snowden and the contribution of psychological mechanisms of intergroup adaptation into their solution. The object of the study is the IA of the employees with different status in organizations with science intensive methods, trade organizations, and service organizations. The subject of the study is the interconnection between the structure of IA psychological mechanisms and the type of management situations of Cynefin platform in the organizations. As a hypotheses the author offers a supposition that IA psychological mechanisms of the employees with different status in the organization - intergroup disadaptation, organizational identification, joint activity of groups, - have different impact on the development of the organization, though they are combined into one complex of multilevel psychological mechanisms. Their impact is assessed on different criteria: adaptive, organizational, and motivational. If the dominating mechanism is known then it’ll be possible to predict the tendencies of the organization development; as well as to predict beforehand possible management situations and to substantiate the guidelines of personnel management. The scheme of the empirical study is the correlation of management situations of platform Cynefin in 6 organizations with the results of the correlated researches aimed at detecting the degree of the impact of IA psychological mechanisms on the development of these organizations. The result of such research is the construction for each of the organizations the 3-factor model of using IA psychological mechanisms of employees with different status. The general result of the whole research work has become the correlation of the received structures of IA psychological mechanisms with the situations of the platform Cynefin, and afterwards construction of an empirically tested typology. The basis of the research method of examining the employees of organizations with different status was the system of tested criteria, indicators and methods. The results were processed with the use of the method of mathematical and statistical analysis. The calculation of IA psychological mechanisms of the employees with different status was performed according to the following algorithm: 1) after performing the factor analysis the weight of factors was converted into fractions; 2) according to the theoretical model of IA psychological mechanisms the factors of each team of employees were grouped; 3) the comparative model of IA psychological mechanisms of employees with different status was constructed in each organization. On the example of the parent enterprise of the “Research corporation ‘The Systems of Precision Instrument Making’ ”PLC main items of the research work and its analysis are shown. The results of the research performed can become a basis for developing the technologies of human resource management in the organizations in difficult situations.

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The authors declare that there are no conflicts of interest present.