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59профилактическая медицина preventive medicine
DOI: 10.12731/wsd-2016-11-57-73 UDC 159.9: 614.2
MANAGEMENT OF THE SOCIAL AND PSYCHOLOGICAL CLIMATE OF AN ORGANIZATION THROUGH DEVELOPMENT OF HEALTH WORKERS' SYSTEMS OF VALUES
Merzlyakova S.V., Yanovskaya T.E., Zhilkina V.A., Docenko J.I.
The research is actual and justified because good social and psychological climate in a team is one the most important conditions for increasing of labour efficiency, quality of products and provided services. This article presents the results of the empirical research which had a goal to detect the main features of the connection between social and psychological climate in a team and health workers' systems of values. To reach this goal complex of the following methods has been used: theoretical analysis of native and foreign works, empirical methods of data collection (anonymous questionnaire survey, diagnostic of psychological climate in a small production by V.V. Shpalinsky, E.G. Shelest, technique "Value systems" by Rockich), mathematical and statistical methods of data processing. It is discovered that cultivation of such values as responsibility, noesis, productive life, interesting work helps to develop good social and psychological climate in the collective. If such values as entertainments, freedom and material well-being are very important for employees, the ranks of the social and psychological climate are lower. In summary, workers' systems of values are an important factor of developing friendly social and psychological climate in an organization.
Keywords: social and psychological climate of the collective; value systems; terminal values; instrumental values; medical personnel.
УПРАВЛЕНИЕ СОЦИАЛЬНО-ПСИХОЛОГИЧЕСКИМ КЛИМАТОМ ОРГАНИЗАЦИИ ПОСРЕДСТВОМ РАЗВИТИЯ ЦЕННОСТНЫХ ОРИЕНТАЦИЙ МЕДИЦИНСКИХ РАБОТНИКОВ
Мерзлякова С.В., Яновская Т.Э., Жилкина В.А., Доценко Ю.И.
Актуальность исследования обусловлена тем, что формирование благоприятного социально-психологического климата трудового коллектива является одним из важнейших условий борьбы за рост производительности труда, качество выпускаемой продукции или предоставляемых услуг. В данной статье представлены результаты эмпирического исследования, целью которого является выявление особенностей связи социально-психологического климата в коллективе и ценностных ориентаций сотрудников сферы здравоохранения. Для достижения поставленной цели нами использовался комплекс методов: теоретический анализ научной отечественной и зарубежной литературы, методы сбора эмпирических данных (анонимный анкетный опрос, диагностика психологического климата в малой производственной группе В.В. Шпалинского, Э.Г. Шелест, методика М. Ро-кича «Ценностные ориентации»), математико-статистические методы обработки данных. Установлено, что формированию благоприятного социально-психологического климата в коллективе способствует культивирование таких ценностей, как ответственность, познание, продуктивная жизнь, интересная работа. При высокой значимости для сотрудников таких ценностей, как развлечения, свобода и материально обеспеченная жизнь наблюдаются более низкие оценки социально-психологического климата. Таким образом, ценностные ориентации сотрудников являются важным фактором формирования благоприятного социально-психологического климата организации.
Ключевые слова: социально-психологический климат коллектива; ценностные ориентации; терминальные ценности; инструментальные ценности; медицинский персонал.
Introduction
Effectiveness of organization activity depends much on some social and psychological phenomena, among them psychological climate of the collective is very important. Efficiency of joint working depends much on maximal realization of personal and group abilities. Friendly atmosphere influences the results of work positively and changes a person, forms his or her new abilities and opens his or her potential in a collective of any organization. Improvement of the social and psychological collective climate is the goal of development of social and psychological potential of a person and a society, goal of creating the fullest lifestyle. Development of good social and psychological climate of personnel is one of the main conditions of competence for the raising labour efficiency, quality of produced goods or provided services. The most important factor of the level of psychological climate of group is employees' value systems.
The study problem includes insufficient degree of theoretical development of the issue of development of friendly environment in the modern organization and lack of empirical data characterizing the influence of value systems on psychological climate in a medical institution.
This article is devoted to the problem of development of friendly psychological climate in health institutions through development of employees' value systems.
Organization and methods of research
The goal is to detect the peculiarities of the connection of psychological climate in collective and employees' value systems in the sphere of health care. In the furtherance of this goal it is required to solve the following tasks.
1. Conduct theoretical analysis of the problem, make clear the content of the concept "psychological climate of collective"; define structural components and determinants of psychological climate; review approaches to the definition of the concept "value systems".
2. Determine the level of development of psychological climate in collective, define the hierarchy of terminal and instrumental employees'
values on the base of Federal State Budgetary Financed Establishment "Federal Center of cardiovascular surgery of Astrakhan city".
3. Detect the correlation of psychological climate in collective and medical officers' value systems.
The study hypothesis says that employees' value systems are an important factor of development of friendly psychological climate in the collective of a medical establishment.
To reach the goal and check the premises we have used complex of methods:
1. Theoretical method: analysis of native and foreign works
2. Empirical methods of data collection: anonymous questionnaire survey, diagnostic of psychological climate in a small production by V.V. Shpalinsky, E.G. Shelest, technique "Value systems" by Rockich.
3. Mathematical and statistical methods of data processing: calculation of descriptive statistic, Spearmen's rank-order correlation. All calculations has been made with computer program IBM SPSS Statistics 21, so validity of research results was achieved. The results at significance level p < 0,1; p < 0,05; p < 0,01 have been used for final conclusions.
The research base is Federal State Budgetary Financed Establishment "Federal Center of cardiovascular surgery of Astrakhan city". 363 employees have taken part in the research. 138 persons of them (38%) are office and management personnel, 225 people (62%) are medical personnel; there are 77 men (21,2%) and 286 women (78,8%). Distribution between respondents in terms of age is the following: 92 persons (25,3%) are under 30, 214 people (59%) are between 30 and 45 and 57 persons (15,7%) are older than 45 years old. 12 research participants (3,3%) have secondary-level education, 246 people (67,8%) have specialized secondary education, 21 respondents (5,8%) have incomplete higher education, 79 persons (21,8%) have higher education and 5 people (1,45) have two higher certificates of higher education. 66 respondents (18,2%) are single, 215 people (59,2%) are married, 74 persons (20,4%) are divorced, 8 research participants (2,2%) are widows.
Review of Russian and foreign works
Today "psychological climate" is a well-established concept characterizing psychological part of relations among humans. O.V. Evtihov offers to take as a premise that psychological climate is a complex emotional and psychological condition of a collective reflexing public state of mind and employees' level of satisfaction with factors of collective life [9, p. 184].
To J.P. Platonov's mind, psychological climate is "such quality of a group which is determined with interpersonal relationships producing steady group attitudes and ideas which degree of activity for group goals achieving is dependent of" [19, p. 108].
Kovalev A.G. and Panferov VI. has offered the next definition: "Psychological climate is a specific social and psychological phenomenon which is being formed in a collective under the influence of the complex system of collective members' relationships with each other and with environment in work and communication and which finds expression in emotional, behavioral, cognitive, ethic and ideological spheres and affects the personal behavior and collective activity" [cit.ex: Boiko, 3, p. 93].
An important element of the general concept of psychological climate is characteristic of its structure. G.M. Andreeva supposes [2, p. 166] psychological climate includes three components:
1) vertical relations between the collective members (collective's perception of leader and vice versa, level of involvement in management);
2) horizontal relations between the collective members (team spirit, principles of interpersonal relationships, methods of conflict resolution);
3) work ethic (work satisfaction, collective efficiency).
Another important issue is determinants of psychological climate. Evtihov O.V offers the following classification of factors of psychological climate [9, p. 187]:
✓ social, political and economical factors (clarity and legibility by adoption of political and economical programs, confidence in the government; economical situation and living standards of the population; personal organization of the population, satisfaction of personal social services, health care system and system of legal support; occurrence of ethnic conflicts);
✓ law and functional factors (optimality of the legal groundwork of activity, it means sufficiency and consistency of legal acts; their correspondence to activity requirements; level of material support of activity; hygienic and sanitary conditions in the organization);
✓ organizational and activity factors (satisfaction of job performance; employees' satisfaction of the level of material and moral compensation; boundaryless HR policy);
✓ social factors (degree of social and psychological compatibility; developmental level of the collective; character of formal and informal employees' relations; congruity of formal and informal leadership);
✓ Management factors (correspondence of the management style to the nature of challenges, to employees' competence and developmental level of the collective; job descriptions containing responsibilities and rights; correspondence of the job descriptions to the real life; maturity of the planning system and activity control; employees' satisfaction of responsibilities distribution system, of reward and punishment system).
Work of budgetary establishments (including health care institutions) is regulated by the state. It is hardly possible to change labour routine, work conditions and payment scheme significantly. That's why the main component of optimization of psychological climate in these structures are personal characteristics of interaction participants [6, p. 60], including employees' value systems.
Analysis of scientific literature has shown that there are five main approaches to the definition of concept "value systems". Value systems are considered as human needs (A. Maslow [14, p. 127], R. Maharam [15, p. 45]); person's mindset in life values (D.N. Uznadze [21, p. 75 ], W.A. Yadow [18, p. 113], I.S. Kon [10, p. 74], V.B. Olshansky [18, p. 261], V.V. Vodzinskaya [7, pp. 42-48], K.D. Davydova [8, pp. 21-26]); person's attitude to life values (V.N. Myasishchev [16, pp. 35-36], B.F. Lomov [12, pp. 109-110], L.O. Lothar [13, pp. 148-155], R.H. Shakurov [23, p. 89], S.S. Bubnova [5, p. 38]); personality orientation to life values (B.G. Ananiev [1, p. 252], S.L.Rubinstein [20, p. 121], L.I. Antsiferova [3, pp. 426-433], E. Fromm [22, pp. 93-160]), person's viewpoint, conviction about life values (D.A. Leontiev [11, pp. 13-
25], G. Olport [17, p. 348], M. Rokeach [24, p. 23]). Analysis and generalization of different approaches to the defining of the studied concept let us formulate the following definition. Value system is relatively steady, socially driven personality orientation to life-purpose goals and ways of their achievement determined by inner-personal formations.
Research results
First of all we have evaluated the psychological climate in the structural subdivisions of the Federal State Budgetary Financed Establishment "Federal Center of cardiovascular surgery of Astrakhan city". Methods procedure "Diagnostic of psychological climate in a small production group" by V.V Shpal-insky, E.G.Shelest allowed us to determine the level of development of psychological climate in every subdivision of the Federal State Budgetary Financed Establishment "Federal Center of cardiovascular surgery of Astrakhan city". The pie chart (pic.1) shows us that 84,2% (306 people) of surveyed employees estimate the psychological climate as very friendly, 15% (persons) estimate it as friendly and only 0,8% (3 respondents) describe it as not very friendly.
□ not very friendly climate
□ friendly climate
□ veiy friendly climate
84,20%
rk. 1. Results of evaluation of the psychological climate in the collective of the Federal State Budgetary Financed Establishment "Federal Center of cardiovascular surgery of Astrakhan city"
The hierarchy of personnel values has been studied with the technique "Value systems" by Rockich. According to the technique procedure the most important value gets the first rank, the least important gets the 18th rank. Picture 2 shows that the "core" of axiological conscience includes health, happy family life, interesting work, love, material well-being. In the middle of the scale there
are living wisdom, true friends, active lifestyle, and self-confidence. Public recognition, noesis, productive life, development freedom are less significant. The least relevant values are beauty of nature and art, entertainment, creativity.
16 16
Pic. 2. Hierarchy of terminal values of employees of the Federal State Budgetary Financed Establishment "Federal Center of cardiovascular surgery of Astrakhan city"
The most important instrumental values are accuracy, mannerliness, honesty, responsibility, promptness (pic. 3). Cheerfulness, accomplishment, self-control, rationalism, business efficiency, delicacy are important too. Tolerance, independence, courage, strong will, width of views are less significant. The least relevant values are uncompromising attitude to vices in oneself and other people, high aspirations.
Pic. 3. Hierarchy of instrumental values of employees of the Federal State Budgetary Financed Establishment "Federal Center of cardiovascular surgery of Astrakhan city"
Correlation analysis has been used to study the interconnection between the evaluation of psychological climate and rank of values. It is found that parameter «psychological climate» has correlative relationships to such values as interesting work, material well-being, noesis, productive life, entertainment, freedom, and responsibility at the level of statistical significance (table 1). Parameter «psychological climate» correlates positively to such terminal values as material well-being, entertainment, freedom. It means that large value of quantitative variable «psychological climate" corresponds to large values of rank variables "material well-being", "entertainment", "freedom". That is to say that employees describing the psychological climate as very friendly do
not think highly of entertainment, freedom and material well-being. At the same time "psychological climate" correlates negatively to such values as interesting work, noesis, productive life, responsibility. So high estimation of psychological climate goes together with low ranks of such values as interesting work, noesis, productive life, responsibility. It means that very friendly psychological climate is connected to the high importance of such values as responsibility, noesis, productive life, interesting work.
Table 1.
Research of the connection between psychological climate and value systems of the personnel in a medical establishment
Parameters Value of the correlation index Significance level
Estimation of psychological climate Interesting work -0,119 0,076
Material well-being (absence of financial difficulties) 0,168 0,012
Noesis (possibility to continue education and intellectual development, to expand area of thought, to raise the level of general culture) -0,159 0,017
Productive life ( maximal use of my abilities) -0,146 0,029
Entertainment (unburdensome pleasant amusement, absence of responsibility) 0,209 0,002
Freedom (self-support, independence in judgement and behaviour) 0,185 0,005
Responsibility (sense of duty, keeping one's word) -0,189 0,005
Conclusion
The fulfilled researched focused on study of influence of employees' value systems on development of friendly psychological climate in the collective allows us to make the next conclusion.
1. The received data testify that most surveyed employees estimate psychological climate as friendly and very friendly.
2. In the axiological conscience of employees of the Federal State Budgetary Financed Establishment "Federal Center of cardiovascular surgery of
Astrakhan city" there is a common valuation-motivational core. In it the values of personal happiness (health, happy family life, interesting work, love, material well-being) have appeared to be the most important. Among the least significant values there is beauty of nature and art, entertainment, creativity. The most important instrumental values are accuracy, honesty, mannerliness, responsibility, promptness. The least relevant values are uncompromising attitude to vices in oneself and other people, high aspirations.
3. Terminal values have more influence on the development of psychological climate in the collective of the medical institution than instrumental values. Cultivation of such values as responsibility, noesis, productive life, and interesting work is useful for the development of the friendly psychological climate in the collective. When entertainment, freedom and material well-being are more important for employees, their estimation of psychological climate is lower.
To summarize abovementioned it is allowed to say that the performed empirical research has confirmed the suggested hypothesis and made possible to define perspectives of follow-up studies in this field. Particularly, this is design and implementing of the program of development of corporative values in the Federal State Budgetary Financed Establishment "Federal Center of cardiovascular surgery of Astrakhan city". Specially organized psychological and pedagogical support will allow to re-structure the employees' personal system values, will help to re-estimate their behavioral and character peculiarities, to change communication with other people (managers, colleagues, patients), attitude to labour and professional activity, to grow creative self-developing person that will make better psychological climate in the collective of the medical establishment.
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DATA ABOUT THE AUTHORS Merzlyakova Svetlana Vasilievna, Assistant Professor of the Department of Management and Marketing Associate Professor, PhD (Ps.)
Astrakhan branch of Russian Presidential Academy of National Economy and Public Administration
33, B. Khmelnitsky, Astrakhan, 414024, Russian Federation
SPIN-code: 5199-9035
Yanovskaya Tatyana Eduardovna, Deputy Director for Studies, PhD in Pedagogy, Associate Professor
Astrakhan branch of Russian Presidential Academy of National Economy and Public Administration
33, B. Khmelnitsky, Astrakhan, 414024, Russian Federation
SPIN-code: 5902-0082
Zhilkina Valentina Aleksandrovna, Deputy Director, PhD in Psychology, Associate Professor
Astrakhan branch of Russian Presidential Academy of National Economy and Public Administration
33, B. Khmelnitsky, Astrakhan, 414024, Russian Federation
SPIN-code: 3697-8961
Docenko Jurij Ivanovich, Deputy Director for Organizational Issues, PhD in Medicine, Associate Professor
Astrakhan branch of Russian Presidential Academy of National Economy and Public Administration
33, B. Khmelnitsky, Astrakhan, 414024, Russian Federation
SPIN-code: 4139-9971
ДАННЫЕ ОБ АВТОРАХ
Мерзлякова Светлана Васильевна, доцент кафедры экономики и управления, кандидат психологических наук, доцент Астраханский филиал Российской академии народного хозяйства и государственной службы при Президенте Российской Федерации Б. Хмельницкого, 33, Астрахань, 414045, Российская Федерация [email protected]
SPIN-код в SCIENCE INDEX: 5199-9035
Яновская Татьяна Эдуардовна, заместитель директора по учебной работе, кандидат педагогических наук, доцент
Астраханский филиал Российской академии народного хозяйства и государственной службы при Президенте Российской Федерации Б. Хмельницкого, 33, Астрахань, 414045, Российская Федерация [email protected]
SPIN-код в SCIENCE INDEX: 5902-0082
Жилкина Валентина Александровна, и.о. директора, кандидат психологических наук, доцент
Астраханский филиал Российской академии народного хозяйства и государственной службы при Президенте Российской Федерации
Б. Хмельницкого, 33, Астрахань, 414045, Российская Федерация [email protected]
SPIN-код в SCIENCE INDEX: 3697-8961
Доценко Юрий Иванович, заместитель директора по организационным вопросам, кандидат медицинских наук, доцент Астраханский филиал Российской академии народного хозяйства и государственной службы при Президенте Российской Федерации Б. Хмельницкого, 33, Астрахань, 414045, Российская Федерация [email protected]
SPIN-код в SCIENCE INDEX: 4139-9971
