Духновский Сергей Витальевич

The article with the involvement of empirical material reveals the personal characteristics of state civil servants with different severity of the attitude to official development. In the study, the installation is considered as one of the attributes of professional self-attitude of employees. Empirical data were obtained using copyright psychodiagnostic developments: the methodology "Treating yourself as a professional" and the questionnaire "Subjective assessment of personality hazard classes." The results showed that employees with a high level of attitude to official development expressed "narcissistic" and "cynical" personal types; employees with a moderately pronounced setting are dominated by the characteristics of the "cautious" and "radical-arrogant" types, while employees with a low and reduced level of setting for official development are expressed as "high-ethical" and "calculated" personal types. Personal determinants of personnel risks have been established, with different readiness for official development. It has been shown that the formation of an active-positive attitude towards oneself as a professional with an orientation towards the official development of relevant to current or possible job status, as well as the development of personal qualities adequate for this installation, and necessary, in terms of fulfilling their labor functions, are conditions that minimize personnel risks.

The article, with the involvement of empirical material, describes the peculiarities of professional motivation of state civil servants with different level of claims. It has been established that civil servants with a high and increased level of claims, and experience of official activity up to ten years, have expressed instrumental and professional types of motivation. While employees with a moderate level of claim and work experience of more than ten years are dominated by patriotic and lumpenized types of labour motivation. It is shown that with increase in an experience of labor (office) activity place takes the decrease in level of claims of the public civil servants which is followed by decrease in extent of acceptance of as the professional and change of installations (activity) on official development. The personnel risks of civil servants with a high level of claim are the expression of an instrumental type of labour motivation combined with a high orientation towards official development. While employees with a moderate level of claim will have a lumpenized type of motivation accompanied by a high position on status development. The development and maintenance at a high level of constructive attitude towards themselves as a professional, is one of the factors of development and formation of professional motivation of state civil servants, reducing personnel risks depending on the length of their work (service) activity.

In article with attraction of empirical material, it is shown that the social normativity as the indicator of a regulatory component of psychological reliability finds the reflection in career orientations, career readiness and also professional tasks which solution is preferable to personal and professional development of the employee. Differences in expressiveness of indicators of career orientations, career readiness and professional tasks between group of standard and substandard civil servants are established. Personnel risks of standard and substandard employees are shown. The obtained data are offered to be used, within planning and management of career of the civil servants with the different level of social normativity and also for creation of individual plans of their professional development.

In article with attraction of empirical material the ratio of professional and psychological types of the civil civil and local government officers with the general strategy of management of the organization is established. Administrative strategy "bears" in itself the personnel risks caused by deep and psychological features of the worker, demonstrating in his psychological reliability, and in particular in its professional and psychological component. It is shown that the mismatch between the general strategy of management of the organization and its value judgment by employees, is personnel risk of safety of the organization connected with human resources.

In article are discussed a problem of personal characteristics of the modern civil officer. Personal types of the civil officer, and also peculiar to them psikhogenno the caused personnel risks are empirically established. The ratio of personal characteristics with psychological reliability of the civil servant is shown. Timely identification of the dominating type of the identity (a danger class) of the civil officer will be the condition minimizing personnel risks. Assessment of psychological type of the government employee allows to make effective administrative decisions on prevention, different prevention of deviations in professional activity of the civil officer.