Lipatov, S.A.

Backstage. There is a shortage of socio-psychological research devoted to the systematic consideration of the problem of teachers' attitude to changes in modern schools at three levels: organizational, interpersonal and individual-personal.

Objective of the study is to identify the interrelationships of change response styles with teachers' perception of organizational culture and conflicts in the school.

Methods. A questionnaire survey was conducted in a remote format using an online platform. Used: the questionnaire "Change response styles", "Methods of diagnosing the organizational culture of the school", the method "Conflicts in the educational environment".

Sample. The study involved 66 teachers of senior classes of secondary schools and lyceums in several regions of Russia (Zarechny city, Penzenskaya oblast; Lesnoy city Sverdlovskaya oblast; Novouralsk, Sverdlovskaya oblast).

Results. Teachers with a conservative change response style prefer a traditional stable environment and are focused on a resultive organizational culture of the school; they estimate the frequency of conflicts between teachers and pupils at school with the involvement of parents lower. Teachers with an innovative response style strive for constant progress and innovation and are guided by the innovative culture of the school; a positive correlation was revealed with the assessment of the frequency of conflicts between teacher and pupil with the participation of a parent. Teachers who are representatives of the reactive change response style have a hard time adapting to any type of change, prefer the role culture of the school; there is a positive relationship with the degree of emotional discomfort caused by several types of conflicts involving the teacher. Teachers with a realizing response style flexibly adapt to various changes and prefer innovative and family types of school culture; they have a negative relationship with emotional discomfort from conflicts involving the teacher.

Conclusion. The results obtained allow us to determine the perspective of further steps of the author's team, which consists in building a three–way model of the educational space "school ― pupil ― family" with the inherent properties of a systemic self-developing object.

Relevance. It is traditional for socio-psychological research to study a large social group as a subject of social representations, rather than experiences — in other words, in existing studies, attention is paid mainly to the cognitive component of the “group response” to certain social events. T.G. Stefanenko argued that the socio-psychological approach to the study of changes in society should include an analysis of not only the processes of social cognition regarding newly emerged or transformed social objects, but also emotional reactions, unconscious expectations, and fears caused by changes, general feelings and experiences. This position involves the inclusion of new categories in the conceptual apparatus of psychological knowledge, as well as clarifying the content of existing categories. In this case, we are talking about such a category as collective experiences.

Objective. Description of the theoretical and empirical problems that T.G. Stefanenko was directly involved with in the research project “Perezhivanie (experiencing) Social Problems with Representatives of Various Social Groups of Modern Russian Society” (Russian Humanitarian Science Foundation, 2012-2014).

Methods. Review and analysis of research on the study of perezhivanie, collective perezhivanie,and social emotions.

Results. The basic approaches to the study of perezhivanie, collective perezhivanie,and social emotions in Russian and Western psychological literature are considered. The concept of “collective perezhivanie” is compared with the category of “perezhivanie” developed in Russian general psychology, as well as the construct “collective (social) emotions” developed in Western social psychology. The results of an international cross-cultural study of social emotions (guilt, shame, regret, embarrassment, etc.) in which T.G. Stefanenko took part are briefly described.

Conclusion. Despite methodological difficulties and the lack of unity in the conceptualization of collective perezhivanie,the study of social perezhivanieand emotions seems to be a fruitful approach to empirical socio-psychological studies of the characteristics of perception and interpretation of various social processes at the level of everyday consciousness

The article discusses the problem of understanding the construct of “employee engagement in the organization” in scientific and practical literature. It is shown that the concept of “organizational commitment”, “organizational citizenship behavior”, “organizational identification” and “work engagement” are often seen as overlapping with the construct of “employee engagement in the organization”. There is also a variety of concepts describing the relationship of the employee with the organization, which creates terminological confusion and difficulties for their practical use. It is proposed to merge the concept of “identification”, “commitment to organization” and “work engagement” in a more general notion of “involvement of employees in the organization”. Briefly describe the results of two empirical studies that partly confirm the heuristic character of this approach.

The aim of this paper is to review basic ideas about the relationship between personality and organization. Particular attention is paid to the concept of person-organization fit. The specific areas of research are considered the study of organizational commitment and identification of personnel with the organization. Constructionist critique of traditional theoretical concepts that underlie the concept of person-organization fit is given. The concept of organizational culture as a modern trend in the study of organizations is described. Analysis of the literature shows that in modern organizational theory and the classical concepts, the philosophy of instrumental rationality and control continues to occupy a dominant position.