WISE HUMANITY IN ORGANIZATIONS OF VARIOUS TYPES: METHODOLOGY AND RESEARCH METHODOLOGY

Aim. The study of wise humanity in organizations (WHOs) of various types.

Methodology. A survey was conducted on the sample of 160 people (55 men and 105 women aged 22 to 48) from 12 different types of organizations operating under normal conditions (2 housing complex management companies, 2 construction organizations, 2 security companies, 95 people in total) and operating conditions (2 emergency-rescue, 2 searching, 2 diving stations involved in the production of investigative actions, a total of 65 people). The survey was conducted from 2019 to 2022. The modernized scales “Allophilia” by T. Pittinsky were used, as well as “Dominance” by J. Dakkit, self-assessment of wisdom by J. Webster, “Motivational profile” test by Martin and Ritchie, diagnostics of organizational culture by Quinn and Cameron, projective method of studying social identity by L.B. Shneider and V.V. Khrustaleva, methodology for assessing the socio-psychological atmosphere according to Fiedler, professional conditions, interpersonal interactions in a group according to Sishore.

Results. The model “Wise Humanity in Organization” (MHO) was designed and tested. The elements of the model were empirically verified. The significance for the R-analytics of various organizations personnel according to their affiliation is confirmed for the construct “Humanity in Organization”, which is part of the WHO model. The following statement is defined: the category “attitude towards other groups” remains basic, and the category “attitude towards the manager and colleagues” is more dependent on the situation. Another element of the model – “Self-assessment of wisdom” – significantly complements the integrative construct of the WHO. It was revealed that the indicator of wisdom is equally present in all the organizations. At the same time, it is larger for those performing operational tasks, and for those working under normal conditions, it is supplemented by experience and reflection descriptors. The third element of the WHO model is defined for all organizations as the dominant of the organizational culture (OC) “Order”. The absence of differences in organizations in terms of OC order (0.260) was revealed, the difference in OC ratio (0.01), creativity (0.03), professional identity of employees (0.02), motivation structure (0.01) in organizations were determined.

Research implications. The methodology of studying the WHO is substantiated, including the following principles “wisdom as a unifying idea of the organization”; “wisdom as a cognitive map of humanity”; “Love as the Path to Wisdom”; “the basis of humanity”; “wisdom as a principle of culture”; “wisdom as a tool for getting to know the humanity”.

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