Organizational and psychological analysis of professional consciousness of employees of modern work collectives

This article analyzes the psychological and other factors that determine the effectiveness of employee behavior in work teams and organizations. The author emphasizes the development of a modern management approach to fostering employee self-motivation in professional activities. The primary method is the development of a specific professional consciousness within the work team. A general psychological theory of activity is proposed as a methodological basis for the organizational and psychological analysis of professional consciousness. The main categories of analysis are activity and communication. A model for analyzing professional consciousness is proposed, based on which its types are described. The identified types of professional consciousness are correlated with the psychological types of employees.

Key words: professional consciousness, activity, communication, organizational behavior, organizational psychology, types of professional consciousness, transformation of consciousness.

S. Myskin

 

ORGANIZATIONAL-PSYCHOLOGICAL ANALYSIS

OF PROFESSIONAL CONSCIOUSNESS OF THE WORKERS

IN MODERN LABOR COLLECTIVES

 

The article is devoted to the analysis of psychological and other factors that determine the effectiveness of workers' behavior in labor collectives and organizations. The author focuses on the problem of modern management approach to the employee's self-motivation development in the fulfillment of his professional activities. The main method is the formation of a specific professional consciousness of a working community member. The General psychological theory of activity is offered as a methodological basis of organizational and psychological analysis of professional consciousness. The main categories of analysis are activity and communication as a type of activity. The model of the analysis of professional consciousness, which serves as a basis to describe consciousness' types, is offered. Correlation is conducted between the selected types of professional consciousness and psychological types of employees.

Keywords: professional consciousness, organizational activity, communication, organizational behavior, psychology, types of professional consciousness, transformation of consciousness.

The qualitative development of modern labor activity is associated with increasingly complex conditions in which it unfolds. The widespread adoption of internet technologies and the abandonment of traditional forms of professional communication, the displacement of human labor by robotic production processes, information overload and the accompanying overloads, the optimization of the public sector and increased competition in the labor market, as well as aggressive macropolitical factors, combine to create a background of increased emotional instability for the socioeconomic activity of organizations, work teams, and individual employees. The prevalence of negative trends in the overall dynamics of the domestic labor sphere leads to the leveling of rational foundations and the simultaneous growth of emotional foundations for the formation and transformation of workers' professional consciousness. Shifts in the meanings of the professional worldview are observed, leading to a shift in the hierarchy of labor motives and, consequently, the emergence of destructive forms of organizational behavior. For example, the Russian economist and philosopher A.I. Kochetkova documents the phenomenon of imitation activity, or the dilettantism of organizational personnel, resulting from the negative transformation of practitioners' perceptions of modern work [8, p. 197]. The inability to rationally process the new content of work leads to a superficial approach to professional activity among such specialists, developing a primitivism in professional thinking and work behavior. The author notes: "Imitation activity..."<generates unfounded ambitions, spurs the development of hypertrophied self-conceit and irresponsibility; transforms values and intellect into their substitutes, well known to us from the practice of past years; leads to the falsification of performance results and immorality of both the employee and the manager who allowed such activity; contributes to the disintegration of the team and the emergence of parasitic attitudes" [Ibid., p. 198]. As can be seen, irrational changes in professional consciousness fundamentally distort the overall psychological picture of the personnel of organizations and reduce labor efficiency.

Another equally important reason for the growing scientific interest in the problem of professional consciousness in organizations is the search for and identification of effective forms and methods of employee self-management. The content of management activities changes under the influence of environmental volatility. Personnel management in an organization in the so-called "manual mode", constant decision-making and control over their implementation do not produce the desired management effect and inevitably lead to emotional and professional burnout, psychological incompetence. The practice of delegating authority yields results, but does not solve the problem as a whole. Modern approaches to management are based on cognitive technologies, in which the employee consciously assumes self-management functions, for example, the "indirect manager" [9, p. 14]. Since the "indirect manager" is represented by a set of rules, concepts, standards, etc., that is, speech products (texts), it is appropriate to study the professional linguistic consciousness of employees in this aspect [16]. In this regard, it is possible to note a change in the general research trend from managing employee behavior through external stimulation (behavioural approach) towards developing forms of employee self-motivation through the formation of his specific professional consciousness.

These formulations elevate to the rank of actual the identification and analysis of such features of the functioning of professional consciousness in work collectives and organizations that would determine the effectiveness of the professional activity of employees.

For a theoretical study of employees' professional consciousness, it is advisable to define an adequate methodological framework, that is, the approaches and concepts that will be used to analyze the problem. An obvious approach is to turn to the conceptual framework of management and psychology, specifically to those aspects of these disciplines that characterize various aspects of human behavior in organizations.

The changing and increasingly complex socio-economic situation in Russia at the beginning of the 21st century has necessitated a conceptual shift in the approach to organizational management. The principles of a market economy dictate their own conditions for conducting business, radically different from those inherent in the planned economy of the Soviet period and the spontaneous economy of the perestroika era. The new content of the professional worker's consciousness must be oriented toward the constant volatility of the market environment, the fact that it is characterized by crises and stagnation, and therefore the key to its sustainability and stability is human capital and its development. The masters of international management recognize the application of a scientific approach to human resource management as a fundamental principle for the effective functioning and development of modern organizations [5; 14, etc.]. In foreign science in the last century, numerous studies of the psychology of the "working man" were actively conducted, the systematization of the results of which led to the formation of specific interdisciplinary subject areas: organizational psychology [3, etc.] in labor psychology, and organizational behavior [13; 17, etc.] in management. Within the framework of these areas, scientists clearly postulate the idea of the exhaustion of the technocratic approach to human resource management, and the need to rely on theories of humane management, "... based primarily on the development of the individual and the definition of its place in the world" [8, p. 7]. The problem of professional consciousness in Western scientific schools in this regard was only partially touched upon, and, basically, was limited to the study of some of its content: organizational myths, common vision, ideas about the mission, etc. [24]. Insufficient, in our opinion, research attention to the problem of professional consciousness is explained by the fact that in foreign organizational psychology, theories and concepts explaining the patterns of managing individual human behavior prevailed, while issues of collective psychology, within the framework of which alone it is possible to reveal this problem, for the most part remained outside the scope of scientific analysis.

The domestic school of management psychology is represented by the conceptual apparatus of the psychological theory of the collective, which covered issues related to the formation of interpersonal relationships of employees in the process of carrying out professional activities [4; 19]. Moreover, the professional consciousness of individual teams, as well as its functioning, was considered as part of public consciousness with the transfer of characteristics and patterns inherent in the masses to work collectives, which was traditional for that period [12; 21]. The undoubted fundamentality of this theory cannot hide its obvious insufficiency for understanding and revealing not only all aspects of the professional consciousness of the personnel of organizations operating at the current stage of the socio-economic development of Russian society, but also the behavior of a working person in general. The lack of adequate proprietary scientific developments that reveal the psychological patterns of the behavior of modern work collectives, as well as the professional consciousness of employees, forces domestic management experts to be guided by foreign organizational and psychological theories and concepts [1; 10 and others], the application of which, due to their cultural specificity, often fails to achieve the desired management goals. This circumstance confronts Russian science with the need to develop psychological technologies and concepts for managing human behavior in the workplace that are responsive to modern socioeconomic realities. These technologies, on the one hand, take into account the existing methodological foundations in the development and functioning of the working person's consciousness, and, on the other, fit seamlessly into global human resource management practices.

An analysis of foreign scientific schools shows that a person as a representative of a specific organization (small social group), as an object of study, is included in the problem field of various sciences: economics, management, anthropology, sociology. However, the leading methodological role in this issue is assigned to psychology. The main theories and concepts on human behavior in the workplace are concentrated in organizational psychology. It should be noted that this subject area of psychology is designated differently in both foreign and domestic scientific literature: industrial psychology, industrial psychology, psychology of relations in industry, psychology of management, social psychology of organizations, human relations in an organization, organizational behavior. At the same time, as S.K. Roshchin notes: «the range of problems hidden under different names is approximately the same, and terminological differences usually reflect only a different placement of emphasis» [20, p. 25]. In this regard, further, for ease of presentation, using the concept organizational psychology, we will mean all the above variations.

The appeal to the psychology of the "working man" is due to the understanding that, along with managerial, economic, and social problems, an organization also faces psychological ones. Moreover, the solution of the latter helps to improve the efficiency of the organization as a whole [22, p. 117]. The conceptual apparatus of modern organizational psychology allows us to study various mental phenomena and the behavior of employees, as well as the factors that determine them. Consciousness performs a fundamental function in the implementation of professional activity and the regulation of human behavior in a work collective [2; 7; 12; 23]. Thus, S.L. Rubinstein notes that "the development of consciousness in a person is inextricably linked with the beginning of social—"labor activity" [21, p. 134]. We have previously carried out a detailed psycholinguistic analysis of the formation and functioning of professional consciousness [16]. We will only note that any professional activity is collective in nature, that is, it is carried out in conditions of joint activity. The emergence of labor determined the development of complex cognitive functions of man. In turn, joint activity contributed to the development of speech. These mental neoplasms ensured the evolutionary exit of individual consciousness beyond the boundaries of personal experience of man and allowed it to become a product of social labor. The accumulated cultural experience was recorded in the tools of labor, in operations, i.e., methods of working with them, and knowledge about them, imprinted in signs (language), which made it possible to pass them on to future generations. In other words, the transfer of cultural experience during the de-objectification of tools of labor is possible only on the basis of joint knowledge (co-consciousness) and through speech [15].

Thus, social practice, historically imprinted in cultural objects and their symbolic correlates, organizes human professional activity. Consequently, the key variables in the organizational-psychological analysis of professional consciousness are objective activity and communication. Both categories, as applied to collective activity, have been examined in detail within the framework of the psychology of communication [11]. A.A. Leontiev notes: "Any human activity is impossible without communication" [ibid., p. 10]. This function of communication is particularly clearly manifested in collective labor activity. The author proposes the following system of categories for analyzing a collective: activity, interaction, communication, relationship, and social attitude (Table 1).

Table 1

Model analysis collective activities (А.А. Leontiev)

	Categories analysis (psychological components)	Content analysis
Team	Activity	It appears as a production activity, i.e., directed at an object (product, result)
	Interaction	Social organization of the work collective
	Communication	The optimal method of social organization of the work collective
	Relationships	Social connections between members of a team, determined by their role and the functions they perform
	Public relations	Culturally determined significant connections between subjects of society

As can be seen from table 1 category activity is interpreted as a production category interaction Reflects the type of social organization of a team that ensures the effective distribution of labor responsibilities. People can interact only through communication. It is precisely the mediation of interaction through communication that allows it to be interpreted as the social organization of collective activity. Category communication is considered from the perspective of the ways in which optimal social organization of a group is achieved, as well as the processes within the group that lead to the formation of such an organization, ensure its maintenance, and change. Here, communication appears as a factor or set of factors of interaction. Category public relationship Traditionally, communication denotes significant connections between social actors, determined by their social status and public functions. Communication can be interpreted as the realization or actualization of social relations. Interaction then becomes the means by which social relations are actualized, i.e., the psychological content of the communication process. Relationship is a personal correlate of social relations, and arises in the real process of communication as a derivative of its psychological organization. The semantic quintessence of this tabular expression is the thesis on the interdependence of relationship and interaction: "...relationship is the internal personal basis for interaction, and interaction is the realization or consequence and expression of relationship" [Ibid., pp. 28-30].

According to this model, a work collective is a socially organized entity that possesses relevant professional capabilities, skills, and abilities, as well as individuals whose consciousness reflects industrial and social relations. Using this interpretation of the collective, we can propose the following typology of employees' professional consciousness within an organization (Table 2).

Table 2

Typology professional consciousness workers organizations

Psychological components team	Type professional consciousness	Content consciousness
Production activities	Production consciousness	Images that include perceptual, conceptual and procedural knowledge about the products of professional work
Interaction	Organizational consciousness	An employee's ideas about the social-role structure of the organization, its communication situation, his role and functional-role connections with other employees and organizations
Communication
Relationships
Public relations	Labor consciousness	The employee's ideas about work activity in the hierarchy of other types of social life

Table 2 below highlights production, organizational and labor types of professional consciousness. Production consciousness It is formed during the process of mastering specialized objects of labor and functions during their reproduction. In the mind of a specialist, production activity is represented as a set of interconnected specialized objects of labor and operations involving them. The connecting link in this set of objects of labor is the image of the final result (product) of production activity. Organizational consciousness It is formed and functions through the establishment and implementation of social connections (contacts) with other employees of the organization through various means of communication. The intensity, depth, frequency, means, and forms of communication are determined by the specifics of the final result (product) of production activity. The effectiveness of communication is determined by the optimal functional and role integration of the employee into the organizational structure. Labor consciousness is meaningfully connected with the professional self-determination of the employee as a whole, with the social significance of his professional activity, with the prospects for professional growth.

Traditionally, three basic psychological types of workers are distinguished, divided according to their attitude to work: X, Y, and Z [17]. Type X includes workers who perceive work as a burdensome chore that should be avoided at all costs. Such workers are extremely irresponsible and prefer collective decision-making. A typical example of type X is a bureaucrat. They are unambitious and approve of "forceful," authoritarian management methods. Type Y workers show a conscious interest in the results of their work. They are considered motivated, responsible employees who value their professionalism. They are moderately active. Such workers require organizational orderliness, allowing for a combination of collective and individual decision-making. Group Z includes creative workers with unconventional thinking, highly self-motivated and self-managed. They are characterized by risk-taking and some disregard for existing norms. Z workers are attracted to unsolvable problems, crisis situations, and business adventures. In such situations they can self-actualize.

Next, it is necessary to characterize the types of professional consciousness in relation to the psychological types of workers. Before proceeding with the comparison, we will define the criteria for analysis. First, we will be guided by the concept of "bias" of individual consciousness, which is manifested "in the influence of motivational orientation on the nature and organization of categorical structures of perception, and the subject's awareness of objective and social reality ..." [18, p. 6]. Since the structure of individual professional consciousness includes all the identified types, this criterion will allow us to construct a hierarchy of these types. Secondly, it is necessary to take into account the fact that the individual consciousness of an employee appears as a set of fragments, each of which is conditioned by the operational goal and objectives of professional activity. Moreover, the movement of professional consciousness occurs from fragment to fragment. In the subsequent analysis, for clarity, when constructing a hierarchy of professional consciousness types, we will use a scale from 1 to 3, where 1 is the dominant type, and 3 is the least significant type. A comparative analysis of psychological types of workers with types of professional consciousness is presented in Table 3.

Table 3

Comparative analysis psychological types workers с types professional consciousness

	Production consciousness	Organizational consciousness	Labor consciousness
Type X	3	1	2
Type Y	1	2	3
Type Z	2	3	1

 

The dominant professional consciousness of employees with psychotype X is organizational consciousness, as they are primarily focused on gaining knowledge about their colleagues, their personality traits, professional potential, habits, potential external connections, and other social and psychological characteristics. The information obtained allows them to compile a socio-psychological portrait of the team, which successfully helps to develop optimal intra-organizational behavior. Interactions with colleagues are determined, first and foremost, by preserving and maintaining their acquired social status (place) within the team. The key to the professional consciousness of these employees is the "I-team" image. To foster a prioritized ("passionate") attitude among other team members toward the social aspects of the organization's internal life, this type of employee appeals to universal labor values, social significance, the labor market situation, and other forms of labor consciousness. Consciousness is focused on the subject matter of professional activity, primarily in those work situations where it contributes to strengthening one's own social role within the team.

In the hierarchy of professional consciousness types for employees with the Y psychotype, production consciousness is the dominant one. For these employees, the core of their professional consciousness is the image of "I am a professional," and the organization is represented by a sequence of images reflecting technological (production) processes. Moreover, they form perceptions of their colleagues primarily based on their contribution to the overall production process. For an employee with the Y psychotype, intra-organizational status and communication with other team members are important to the extent that they can influence the production result (the final product). It is precisely in situations where production efficiency is increased that the professional consciousness of this type of employee focuses on relationships and social contacts. Work consciousness is rarely actualized (most often during periods of crisis: job loss, industrial injuries, etc.), since they have personally determined their professional self-identity and know the market "value" of their professional qualifications.

The professional consciousness of employees with the Z psychotype is characterized by a focus on the life of the organization as a whole, and the dominant type is work consciousness. Calm observation of the organization's functioning "from the sidelines" alternates with complete immersion in significant processes. In the professional consciousness of employees with this psychotype, the organization is represented primarily through its social dynamics, through a system of external relations. The core of their professional consciousness is the image of "I-organization." Moreover, the actualization of this consciousness in production processes occurs during critical, crisis periods for the organization. It is during these times that work consciousness is reinforced by the production type. Maintaining the functioning of the organization, achieving a creative breakthrough in production development, and providing a promising direction for activity—these images of professional consciousness of these employees are closely linked to their professional self-realization. Organizational consciousness also begins to function in critical situations when changes in the organization's structure, its optimization, a change in management style, a change in the internal communication system, etc., are necessary conditions for maintaining the organization's functioning.

The conducted organizational and psychological analysis of the professional consciousness of employees allows us to formulate the following conclusion.

The analysis revealed the specific features of workers' professional consciousness that determine the effectiveness of their professional activities. These features of professional consciousness are revealed in its typological specificity, which is determined by the psychological type of the professional worker. The following types of professional consciousness were identified: production, organizational, and work. The general psychological theory of activity serves as an adequate methodological basis for conducting organizational psychological research.

 

 

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