scholarly journals THE SPECIFICITY OF THE PROFESSIONAL ADAPTATION OF THE MANAGERIAL STAFF OF DIFFERENT GENERATIONS

2020 ◽  
pp. 192-196
Author(s):  
M. V. Iontseva ◽  
A. A. Avdeeva
Keyword(s):  
Generation X ◽  
Generation Y ◽  
Professional Activity ◽  
Adaptation Period ◽  
Adaptation Process ◽  
New Employees ◽  
Psychological Mechanisms ◽  
Mechanisms Of Adaptation ◽  
Psychological Features ◽  
Managerial Staff

The problem of adaptation to professional activity among representatives of different generations is acute. Currently, managers understand the need and importance of the adaptation process for new employees. But they do not always take into account the fact that employees belonging to different generations may not only have radically different views on the same problems, but also the process of adaptation may take place in different ways, using different socio-psychological mechanisms of adaptation. Using the example of generation X and generation Y the psychological features that make it possible to pass the adaptation period most effectively have been considered in the article. The most distinctive characteristics of representatives of different generations have been highlighted.

scholarly journals PEDAGOGIC SUPPORT FOR PROFESSIONAL ADAPTATION OF YOUNG OFFICERS: DIRECTIONS AND CONDITIONS OF ORGANISATION

2020 ◽  
pp. 168-173
Author(s):  
Sergey V. Zhukovskiy
Keyword(s):  
Professional Activity ◽  
Adaptation Period ◽  
Adaptation Process ◽  
Problem Space ◽  
Professional Activities ◽  
Effi Ciency ◽  
Military Unit ◽  
Military Control ◽  
The Individual ◽  
The Military

The article deals with issues related to the study of the problem space of the phenomenon of «professional adaptation of young offi cers», the study of the possibilities of pedagogic support for military specialists in the adaptation process in the conditions of its organisation in the military unit. Topicality of this direction is determined by the high social signifi cance of military work, the special nature of its organisation and implementation, which requires increasing the effi ciency of the process and the result of professional adaptation of young military specialists who are able to quickly «enter» a new professional environment, updating their personal and professional competences and qualities necessary to ensure the success of professional activities in the military environment in the framework of the implementation of functions for offi cial purpose in accordance with the requirements. Theoretical analysis of scientifi c works devoted to the problem of professional adaptation of the individual is carried out, the content and procedural characteristics of this phenomenon are determined, and its signifi cance for increasing the effi ciency of professional activity of military specialists is updated. On the basis of the conducted research, the spectrum of diffi culties that arise in young offi cers during the adaptation period, located within the boundaries of the problem fi elds of service-organisational, psychophysiological, communicative, social and household components of professional work, is revealed. It is established that increasing the effectiveness of professional adaptation of young offi cers and minimising the diffi culties that arise is possible with the use of mechanisms of pedagogic support of the individual in the adaptation process, implemented at various levels of management of the military unit with the involvement of its resource potential. A set of conditions aimed at providing pedagogic support to young offi cers during the adaptation period, which contribute to improving its effectiveness, is identifi ed. The results of the study established that the organisation of systematic work on the pedagogic support of professional adaptation of young military specialists, implemented at various levels of military control in the framework of the indicated conditions is an important factor in achieving personal and professional success of young offi cers, their development in space military environment.

scholarly journals Socio-psychological adaptation in the context of the trend of transition to a remote work format

2021 ◽  
pp. 193-198
Author(s):  
A. A. Avdeeva ◽  
M. V. Iontseva
Keyword(s):  
Working Conditions ◽  
Electronic Devices ◽  
Digital Technologies ◽  
Psychological Adaptation ◽  
Modern World ◽  
Adaptation Period ◽  
Remote Work ◽  
Important Place ◽  
New Employees ◽  
Psychological Features

Digital technologies have become firmly embedded in all spheres of our life. Presently, it is almost impossible to imagine a single day without the use of gadgets and electronic devices. An important place in the modern world is occupied by the problem of socio-psychological adaptation, which takes place in the process of digitalization. Managers pay attention to the adaptation process of new employees, but they do not always take into account that the transition to a remote format of work for most employees can cause a stressful state. Therefore, it is so important to organize comfortable conditions during the adaptation period to new working conditions. The article considers the socio-psychological features that allow them to pass most effectively the adaptation period in the conditions of the tendency to switch to a remote format of work. The most distinctive characteristics are highlighted, in which the adaptation is as successful as possible. 

Analysis of the Nascar Hall of Fame Exhibition Event: A Generation-Based Market Segmentation Approach

2019 ◽  
Vol 23 (6) ◽  
pp. 913-926
Author(s):  
Kakyom Kim ◽  
Giri Jogaratnam
Keyword(s):  
Generation X ◽  
Market Segmentation ◽  
Generation Y ◽  
Generational Differences ◽  
The Past ◽  
The Us ◽  
Segmentation Approach ◽  
Research Findings ◽  
Hall Of Fame ◽  
Southeastern Region

Research findings on generations have been becoming useful for event organizers and destination developers over the past decades. The current study investigated generational differences in exhibition dimensions, satisfaction, and future intentions along with trip characteristics of visitors to the NASCAR Hall of Fame Exhibition event held in a medium-sized city in the southeastern region of the US. Analysis confirmed the existence of six exhibition dimensions labeled as "exhibits," "staff," "facility," "concessions," "audio tours," and "hard cards" on the event. As part of the most substantial results, there were both dissimilarities and similarities in the exhibition dimensions across four generations including "Matures," "Baby Boomers," "Generation X," and "Generation Y." Analysis also suggested significant differences in exhibition visitors' overall satisfaction, future intentions, and trip characteristics across the generations. Some useful implications are discussed for exhibition event managers and organizers.

PSYCHOLOGICAL AND PEDAGOGICAL FEATURES OF FORMING LEADER QUALITIES IN FUTURE PSYCHOLOGISTS

2020 ◽  
Vol 65 (1) ◽  
pp. 147-151
Author(s):  
L.E. Koishigulova ◽  
◽  
А. Kisamedenova ◽  
Keyword(s):  
Learning Process ◽  
Positive Impact ◽  
Professional Knowledge ◽  
Professional Activity ◽  
Self Awareness ◽  
Leadership Qualities ◽  
Creative Potential ◽  
Professional Activities ◽  
Responsible Attitude ◽  
Psychological Features

This article discusses the psychological and pedagogical features of the formation of leadership qualities in future teachers-psychologists. Requirements for leadership qualities are provided by a combination of personality qualities, which allows future professionals to effectively carry out professional activities. In modern conditions, the future specialist must possess not only professional knowledge, skills, but also a certain set of leadership qualities that allow him to successfully realize his creative potential in practical activities. The psychological and pedagogical features of the formation of leadership qualities in future pedagogues-psychologists are determined by the development of reflection abilities, a positive impact on people, an active and responsible attitude to society. The psychological features of the development of leadership qualities of students in the process of studying at a university, as future pedagogues-psychologists, are features of socialization and adaptation of a person, the development of self-awareness, the specifics of professional activity, the interaction of students and teachers, as well as intra-group interaction of students. The pedagogical features of the development of leadership qualities are in the learning process to show such qualities as determination, determination, independence, responsibility, emotional stability, mobility, sociability

scholarly journals The Influences of Justice and Trust on the Organizational Citizenship Behavior of Generation X and Generation Y

2018 ◽  
Vol 14 (5) ◽  
pp. 60
Author(s):  
Amphaphorn Leelamanothum ◽  
Khahan Na-Nan ◽  
Sungworn Ngudgratoke
Keyword(s):  
Organizational Citizenship ◽  
Generation X ◽  
Significant Influence ◽  
Organizational Citizenship Behavior ◽  
Generation Y ◽  
Structural Equation ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
University Of Technology ◽  
Multiple Groups

This study aimed to study the influences of justice and trust on the organizational citizenship behavior. The questionnaire respondents were the workers at Rajamangala University of Technology. Data analysis was done through structural equation modeling to test the purpose model and compare between the groups via multiple groups analysis approach. It was found that justice and trust have a positive statistical significant influence on organizational citizenship behavior. Moreover, justice has a positive statistical significant influence on trust. Generation X and Generation Y differently perceive the influences of justice and trust on organizational citizenship behavior. Generation X paid attention to the influence of justice on the organizational citizenship behavior while generation Y paid attention to the influence of trust on justice, the chief will implement justice in the organization for both generations to build trust in the chief and the organization. This would lead to future achievements in the organization. 

scholarly journals PSYCHOLOGICAL AND PEDAGOGICAL ASPECTS OF DIAGNOSTICS TA SHLYAKHIV FORMUVANNYA VIDPOVIDALNOSTI SPECIFICATIONS MAYBUTNIKH FAKHIVTSIV

2021 ◽  
pp. 44-52
Author(s):  
Oleksiy Stepanov ◽  
Albina Venger
Keyword(s):  
Road Safety ◽  
Psychological Characteristics ◽  
Professional Activity ◽  
Dangerous Driving ◽  
Psychological Training ◽  
The Individual ◽  
Psychological Features

The article studies the psychophysiological features of drivers and their impact on road safety. The levels of psychophysiological “danger” and psychological characteristics of drivers are studied based on the analysis of their professional activity. The individual psychological features of drivers caused by disorders of mental regulation of their behavior are determined. The authors propose to improve the system of psychological training of drivers, taking into account the factors of “dangerous driving”.

scholarly journals HUBUNGAN JOB EMBEDDEDNESS DAN BUDAYA KOLEKTIVISME PADA KARYAWAN GENERASI X DAN Y DI PLTD SIANTAN, KALIMANTAN BARAT

Psibernetika ◽  
2019 ◽  
Vol 11 (2) ◽  
Author(s):  
Anjini Sutampi ◽  
Aditya Nanda Priyatama ◽  
Selly Astriana
Keyword(s):  
Organizational Culture ◽  
Cultural Differences ◽  
Generation X ◽  
Generation Y ◽  
Job Embeddedness ◽  
Different Characteristics

<p align="center"> </p><p><strong><em>ABSTRACT: </em></strong><em>The company currently recognizes two types of workforce generations based on age, namely generation X and generation Y. Both generations have different characteristics, one of them is job embeddedness. Job embeddedness rate was found the highest in an organization with collectivism. An organizational culture that is developed in various companies in Indonesia is the collectivism culture, one of them is in PLTD Siantan, Kalimantan Barat.This study aims to (1) find out the differences in the tendency of job embeddedness on generation X and generation Y employees in terms of collectivism culture, (2) find out the differences of job embeddedness tendency in generation X and generation Y employees; (3) find out the differences of collectivism culture on generation X employees and generation Y in  PLTD Siantan, Kalimantan Barat.This study uses 69 samples of PLTD Siantan employees. The instruments used are job embeddedness scale and collectivism culture scale. The anava result shows that there is a difference in the tendency of job embeddedness in employees of generation X and generation Y in terms of collectivism culture of PLTD Siantan, Kalimantan Barat. The result shows that there is a difference of job embeddedness on generation X employees and generation Y employees. There are also cultural differences collectivism in generation X employees and generation Y employees. This means that hypothesis 1, hypothesis 2, and hypothesis 3 are accepted.</em><strong><em></em></strong></p><p><strong><em>Keywords:</em></strong><em>job embeddedness,</em><em> collectivism culture,generation X and generation</em></p><p align="center"> </p><p><strong>ABSTRAK: </strong>Perusahaan saat ini mengenal dua jenis generasi tenaga kerja berdasarkan rentang usia, yaitu generasi X dan generasi Y. Kedua generasi tersebut memiliki perbedaan karakteristik, salah satunya adalah job embeddedness. Tingkat job embeddedness ditemui paling tinggi pada organisasi dengan budaya kolektivisme. Budaya organisasi yang berkembang di berbagai perusahaan di Indonesia adalah budaya kolektivisme, salah satunya adalah PLTD Siantan, Kalimantan Barat. Penelitian ini bertujuan untuk (1) mengetahui perbedaan kecenderungan job embeddedness pada karyawan generasi X dan Y ditinjau dari budaya kolektivisme, (2) Mengetahui perbedaan kecenderungan job embeddedness pada karyawan generasi X dan Y, (3) Mengetahui perbedaan budaya kolektivisme pada karyawan generasi X dan Y PLTD Siantan, Kalimantan Barat. Penelitian ini menggunakan seluruh anggota populasi sebanyak 69 karyawan PLT Siantan. Instrumen yang digunakan adalah skala job embeddedness, dan budaya kolektivisme. Berdasarkan hasil anava, menunjukkan perbedaan kecenderungan job embeddedness pada karyawan generasi X dan generasi Y ditinjau dari budaya kolektivisme PLTD Siantan, Kalimantan Barat. Berdasarkan hasil analisis perbedaan rerata menunjukkan perbedaan job embeddedness pada karyawan generasi X dan karyawan generasi Y. Selain itu, terdapat juga perbedaan budaya kolektivisme pada karyawan generasi X dan karyawan generasi Y. Hal ini menjelaskan bahwa hipotesis penelitian 1, 2, dan 3 diterima.<strong></strong></p><p>Kata kunci: job embeddedness, budaya kolektivisme, generasi X dan Y</p>

scholarly journals Die Steuerung von den Multigenerationteams in den Industriebetrieben

2017 ◽  
Vol 25 (41) ◽  
pp. 35-42
Author(s):  
Natália Vraňaková ◽  
Andrea Chlpeková ◽  
Kristína Koltnerová ◽  
Petra Pračková
Keyword(s):  
Labor Market ◽  
Baby Boomers ◽  
Generation X ◽  
Generation Y ◽  
Industrial Enterprises ◽  
Generation Z ◽  
Generational Groups

Abstract The current workforce in industrial enterprises is formed from four generational groups. These generational groups are called Baby boomers, Generation “X”, Generation “Y” and Generation “Z”. Each of generational groups is specific by own characteristics, positives and negatives. The aim of the article is to refer the features of individual generational groups, to analyze their representation on labor market and to specify recommendations for the management of multigenerational teams for the practice of industrial enterprises in order to achieve the satisfaction and synergy of employees in accordance with the objectives of enterprise.

scholarly journals Specificity of the Concepts «Media Literacy», «Media Competence» and «Media Education» in the Foreign Language Teachers Training

2020 ◽  
pp. 20-30
Author(s):  
Olena Byndas ◽  
Keyword(s):  
Foreign Language ◽  
Media Literacy ◽  
Language Teachers ◽  
Media Education ◽  
Professional Activity ◽  
Foreign Language Teachers ◽  
Psychological Mechanisms ◽  
Effective Media ◽  
Adequate Evaluation ◽  
Teachers Training

The article summarizes information on the concepts «media education», «media literacy» and «media competence». The author emphasizes that foreign language teachers ought to be media literate, media competent, be able to use the means of media education, and teach students to create their own media space. Based on the analysis of scientific achievements of domestic and foreign researchers in the field of media education, the essential features of media literacy and media competence as important characteristics of the result of media education of pupils and students are revealed. It has been proven that foreign language teachers’ media competence is related to the development of skills of media immunity, reflection and critical thinking as psychological mechanisms of media literacy, which provide conscious consumption of media products based on effective media orientation, adequate evaluation of information in foreign languages. The relevance of the use of educational media products in the foreign language teachers’ professional activity is determined. The conditions for the formation of foreign language teachers’ media competence are revealed – the desire for self-improvement, clear internal motivation, the availability of relevant knowledge in the field of media education, involvement in practical activities to evaluate media texts and create one’s own media products.

scholarly journals Globally Responsible Intergenerational Leadership

2019 ◽  
pp. 123-152
Author(s):  
Ceren Aydogmus
Keyword(s):  
Leadership Styles ◽  
Baby Boomers ◽  
Leadership Style ◽  
Generation X ◽  
Generation Y ◽  
Generational Cohorts ◽  
Generation Z ◽  
Generational Leadership ◽  
New Challenges ◽  
Leadership Approaches

Today's workforce is more diverse than ever, comprised of five generational cohorts: Traditionalists, Baby Boomers, Generation X, Generation Y, and Generation Z. As each generation has its own values, beliefs, and expectations, their leadership preferences pose new challenges for organizations. In this chapter, leadership approaches are discussed, and the differences and similarities among preferred generational leadership styles are examined. The purpose of this chapter is to determine an appropriate leadership style that meets the needs of all generations, and globally responsible inter-generational leadership has been suggested as the most effective approach.

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