Dps questionnaire 1 questions. Test questionnaire A

UDC 159.9: 34.01

PROFESSIONAL SYSTEM DEPERSONALIZATION QUESTIONNAIRE (DPS)

Burtseva E.V.

Vladivostok branch of FGOU VPO Far Eastern Law Institute of the Ministry of Internal Affairs of the Russian Federation, Russia, 690087, Vladivostok, st. Kotelnikova 21,[email protected] .

The professional system produces a depersonalizing effect on the personality. The subjective response to the depersonalizing influence of the environment is coping-personalization, or a person's ability to coping-personal behavior - the conscious use of adaptive coping strategies to cope with the depersonalizing influence of the environment. A person must personalize in the environment, represent himself in professional field, to present as a person and as a professional. The article presents the author's questionnaire of depersonalization by a professional system (DPS) with a description and explanation of the questions that make up its scale, the results of standardization and testing, interpretation and recommendations for use. The level of coping personification according to the DPS questionnaire has a pronounced correlation with the level of personal self-government. In order to develop personal coping behavior, it is necessary to develop the ability of personal self-government.

Keywords: depersonalization, coping-personalization, coping-personal behavior, DPS questionnaire (depersonalization by a professional system).

In the course of his labor activity, a person is objectively in certain conditions in which this activity carried out. Opportunities, personality traits of a person are manifested within the professional system. Depending on a person's perception of a given situation, this framework can be felt as "rigid", limiting, or as supportive, strengthening. In any case, the subject of activity must find the relationship between external and internal determinations, necessity and freedom, regulation, normativity, standardization and individualization. Any professional system, and especially one with an authoritarian style of management, with a subject-object approach to vertical interaction between the boss and the subordinate, produces a depersonalizing effect on the personality. Personalization by A.V. Petrovsky is “the ability of an individual to condition changes in significant aspects of the individuality of other people, to be a subject of transforming the behavior and consciousness of others through his reflection (“ personalization ”) in them." Accordingly, de-personalization is the reverse process of transforming a person from a subject into an object that does not have any effect on the situation and people, respectively, which is not reflected in others for himself and therefore is not perceived by himself, alienated from himself. Alienation from oneself in a professional environment shows, in our opinion, that a person is maladjusted, possibly in a depressive state, feels out of place. Maybe the reason lies in the lack of the skill of self-presentation, self-presentation, self-affirmation. Or it may be that the professional environment is exerting undue pressure on the individual. In any case, a person must find the strength to either change the situation (for example, leave an unfavorable place of work for his personality), or change his attitude to the situation, learn to cope with the depersonalizing influence of the system, personalize in the environment, represent himself in the professional sphere, present as a person and as a professional.

The first step towards such self-change, we believe, should be the awareness of the problem. A person must clearly see and realize what his sense of self is in a professional environment, in a team of employees. It is for this purpose that the professional system depersonalization questionnaire (DPS) was created. In this article, we present the questionnaire itself with a description and explanation of the questions that make up its scale, with the results of standardization and approbation.

The questionnaire consists of ten pairs of statements opposite in meaning, between which there are scales from "0" to "10" (Table 1). In the instructions, the respondents are asked to assess their usual state and self-awareness at the workplace, in the office setting, circling the corresponding score on the scale. The method of work can be both individual and group.

Table 1.

Little depends on my decisions		Much depends on my decisions
I feel insignificant	0..1..2..3..4..5..6..7..8..9..10	I feel my importance
I do not meddle in solving business problems, usually "the bosses know best"	0..1..2..3..4..5..6..7..8..9..10	They cannot do without my participation in solving business problems.
I still can't influence the situation	0..1..2..3..4..5..6..7..8..9..10	I can greatly influence the situation
I prefer to keep my opinion to myself	0..1..2..3..4..5..6..7..8..9..10	I try to make my opinion heard
I feel like a cog in a big machine	0..1..2..3..4..5..6..7..8..9..10	I feel like a solid, well-oiled mechanism
Nobody asks my opinion	0..1..2..3..4..5..6..7..8..9..10	The bosses listen to my opinion
My personal boundaries are violated all the time, I feel addicted	0..1..2..3..4..5..6..7..8..9..10	I feel autonomous and independent
My goals are different from the goals of the organization	0..1..2..3..4..5..6..7..8..9..10	My goals and the goals of the organization are the same
The professional system depresses me	0..1..2..3..4..5..6..7..8..9..10	A professional system is a resource for me

As a result of standardization of the questionnaire on a sample of 300 people, police officers and researchers aged 23 - 47 years, the following norms were identified:

0 - 29 - very high value DPS; 30 - 49 - high DPS value; 50-70 - average DPS value; 71-90 - low DPS value; 91 - 100 - Very low DPS value.

The lower the scores, that is, the more the circled values are deviated to the left, the stronger the depersonalizing influence of the professional system on the personality, the less the person's ability to resist this influence. The higher the scores, that is, the more the circled values are deviated to the right, the fewer people experiencing the depersonalizing influence of the professional system, the greater the person's ability to resist this influence. For greater clarity, the respondents are invited to connect the circled numbers with a line, thus obtaining a graph - the "curve" of depersonalization.

Let us describe how the approbation and standardization of the methodology was carried out. At the first stage, the conceptual content was clarified, statements were formulated that were the points of the questionnaire, and the obvious validity and degree of understanding of the text received were assessed.

Comparisons of indicators of different sex and age groups carried out within the samples did not reveal significant differences. Contrary to our expectations, no significant differences were found between the results of the two professional groups - employees of the internal affairs bodies and employees research institute. The distribution of answers was not significantly different from the normal one. The internal consistency of the questions in the DPS questionnaire, calculated on this sample, is quite high (Cronbach's α 0.7), which suggests that they all measure the same object - depersonalization by the professional system. We will discuss each question.

Low indicators for points 1 - "little depends on my decisions - a lot depends on my decisions" (average value 5.9) and 4 - "I still cannot influence the situation - I can strongly influence the situation" (average value 5,8) speak of "learned helplessness." This is a state that arises in a situation when it seems that external events do not depend on us, and we can do nothing to prevent or modify them. A person feels helpless before the impact of the external environment on him. He is sure that he is unable to influence the circumstances, he cannot control his life. There is a rejection of attempts to solve problems that can be solved on the basis of internal resources.

A low score on point 2 - “I feel my insignificance - I feel my importance” (average value 6.5) may indicate a depressive state, a loss of life meanings. Feeling like a "cog" of a large mechanism (item 6, average value 5.6) is not always bad, sometimes it means well-coordinated teamwork, if the scores for all other items of the questionnaire are high. If low scores prevail, this response also indicates depersonalization. It is preferable for a person to feel like a "whole, debugged mechanism", this reflects psychological health person, professional adaptation, personalization.

According to paragraph 3 (I do not meddle in solving official problems, usually “the bosses know better” - they don’t do without my participation in solving official problems), the lowest average value of all points (4.9) was obtained, since in the authoritarian system of subordination there are principles subordination and separation of powers. But still, this item also has agreement with all the others, so it was left in the questionnaire. In addition, a person, in any case, should strive to solve official problems on his own.

Items 5 - "I prefer to keep my opinion to myself - I try to make my opinion heard" (average value 6.7) and 7 "Nobody asks my opinion - the management listens to my opinion" (average value 5.7) reflect readiness person to express their point of view, to position themselves. If such readiness is absent, or low, then this indicates the predominance of the person's motivation to avoid failures (which is confirmed experimentally).

The low score for point 8 - "My personal boundaries are constantly violated, I feel addiction - I feel autonomous and independent" (average value 5.8) indicates a person's uncomfortable self-awareness at the workplace, in their professional position. This can be due to both external reasons(authoritarian-manipulative style of leadership, personal characteristics of colleagues) and internal - a person's inability to build personal boundaries, to overcome the depersonalizing influence of the environment.

Achieving a positive result in activity is closely related to the joint purposeful activity of the team: subdivision, department, group, etc., which requires from a person, on the one hand, initiative and activity, on the other, conscious self-restraint of personal initiative and activity in the name of achieving common goals. Moreover, personal and public (professional) goals must be agreed upon. Point 9 of our questionnaire is directed to find out whether this agreement exists - “My goals differ from the goals of the organization - my goals and the goals of the organization coincide” (average value 6.3).

Item 10 of the questionnaire - "The professional system oppresses me - the professional system is a resource for me" (average value 6.5) finds out a person's attitude to the professional system. Does he perceive the system as a resource from which it is possible to draw energy to overcome life and professional difficulties, which provides support, or the system is for him an anti-resource that has a depersonalizing influence that deprives a person of subjectivity.

The posed problem of depersonalization by the professional system, like any other, requires a solution. The counterbalance to depersonalization by a professional system, from our point of view, is coping-personalization as overcoming depersonalization, a subjective response to the depersonalizing influence of the environment. That is, a person's inability to resist depersonalization by a professional system has the opposite pole - it is a person's ability to coping-personal behavior - the conscious use of adaptive coping strategies to cope with the depersonalizing influence of the environment.

In general, "soping behavior" is coping behavior, co-dominant behavior. Behavioral efforts aimed at overcoming the leveling influence of the system, building personal boundaries of the "I", reaching a conscious level of self-regulation, self-government, we called coping-personification

Let us give an interpretation of the RPS questionnaire values obtained as a result of standardization (depersonalization by the professional system), taking into account the newly introduced concept:

0 - 29 - very low coping personification, very high DPS value

People with such results are more likely to be depressed, not confident in themselves, do not even try to overcome the pressure of the environment (which they feel as aggressive towards themselves). Employees with such indicators need special attention from a psychologist.

30 - 49 - low coping personification, high DPS value.

People who have shown a general result in these intervals are cautious, prefer not to stick their heads out, it is easier for them to convince themselves that nothing depends on them, than to make attempts to change the situation. They avoid responsibility whenever possible, although they can be good performers. Despite the emotional discomfort of their stay at their workplace, in a professional environment, they are in no hurry to change anything, they lack determination.

50-70 - average coping-personification, average DPS value.

Such people prefer to adhere to the "golden mean" in everything. They are careful in their statements, but if necessary, they can express their opinion. They recognize the influence of the environment, but do not experience much discomfort from it. They prefer a compromise in a relationship. They do not see the need to "go on a rampage", proving their point of view.

71-90 - high coping personification, low DPS value.

High scores indicate self-confidence, adaptability of a person in the workplace, a sense of their importance, a desire to actively participate in solving official issues, responsibility. Such people strive to express their opinion, influence the situation, position themselves as active figures.

91 - 100 - very high coping personification, very low DPS value

People with very high scores deny the depersonalizing influence of the professional system and position themselves as an independent person who has a great influence on the situation. This is a psychologically favorable position, unless it is defensive in nature. In this case, a person may try to aggressively impose his opinion on others, behave in disregard of the requirements of the situation.

As conclusions, we will determine the possibilities of using the traffic police questionnaire for working with employees and teams.

Due to its compactness (filling time is 2-3 minutes) and clarity (especially if you connect the circled numbers with a graph), the questionnaire can be used in group work as an independent study, or as an addition to other tests.

When conducted anonymously, the data can provide the psychologist and managers with an understanding of the psychological self-awareness of employees. We use the traffic police questionnaire in educational process on subjects of psychological and pedagogical orientation, together with other tests (T. Ehlers' motivational questionnaires; questionnaires identifying coping strategies, etc.) in order to increase the self-awareness of students, their understanding of strategies and the reasons for their own behavior.

If the survey is not carried out anonymously, then, together with other methods, the traffic police questionnaire can be used to identify employees who are in depressive, psychologically unfavorable conditions.

When a psychologist works individually with employees, asking to fill out this questionnaire before consulting, you can pay special attention to items with low scores (0 - 3), talk with the employee about his feelings and opinions on these positions.

Our research has also shown that the level of coping personification according to the DPS questionnaire has a pronounced correlation (p = 0.01) with the level of personal self-government according to N.M. Peisakhova. This means that if a person has a high level of self-government, that is, he can analyze the situation, navigate in it, predict its development, determine goals, plan their achievement, designate benchmarks for his achievements, make decisions, exercise self-control and correct his actions, then he is able to cope with the depersonalizing influence of the environment. Accordingly, in order to develop personal coping behavior, it is necessary to develop the ability of personal self-government.

Bibliography

Acmeology: Textbook / Under total. ed. A.A. Derkach., Moscow: RAGS Publishing House, 2002 .-- 650 p.

Fundamentals of Psychology: Workshop / Edited by L.D. Stolyarenko. Ed. 2nd, add. and rework. - Rostov n / a: "Phoenix", 2001. - 704 p., P. 217 - 218.

Peisakhov N.M., Shevtsov M.N. Practical psychology. - Kazan: Publishing house of KSU, 1991 .-- 123 p.

Petrovsky V.A. Artur Vladimirovich Petrovsky: Scientific developments and discoveries recent years... http://www.bimbad.ru/biblioteka/article_full.php?aid=267&binn_rubrik_pl_articles=173 - (access date 10/18/2011)

Lazarus R.S., Folkman S. Stress, appraisal, and coping. New York: Springer, 1984.

Seligman M.E.P. Helplessnes: On depression, development, and death. San Francisco: Freeman, 1975.

Burtseva E.V. DEPERSONALIZATION QUESTIONNAIRE BY PROFESSIONAL SYSTEM (DPS) // Scientific electronic archive.
URL: (date of access: 03/04/2020).

It is used for examining adults.

Purpose: to determine the characteristics of moods and some other characteristics personal level mental state using subjective assessments of the subject. The main purpose of the questionnaire is to diagnose relatively stable (dominant) states.

Instruction. The questionnaire contains signs that describe the state, behavior, attitude of a person to various phenomena... Evaluate how these signs are characteristic of you, bearing in mind not only the present day, but a longer period of time.

Do not seek to "improve" or "worsen" the answers, this will lead to unreliable results, since the technique catches distortions and insincerity of the answers. You can be sure that your answers will not be released.

Your agreement with each judgment given in the questionnaire must be expressed using a seven-point scale:

1 - strongly disagree;

2 - slightly agree;

3 - agree almost half;

4 - half agree;

5 - more than half agree;

6 - agree almost completely;

7 - I agree completely.

By choosing one of the scale points: 1,2, 3, 4, 5, 6 or 7, you will express the degree of your agreement with this judgment. Write the selected score on the answer sheet next to the serial number of this item, indicating at the top of the sheet your last name (or nickname), date and time of the start of work.

Do not skip a single item on the questionnaire. We ask you not to write or underline anything in the text of the questionnaire. Please do not transfer one number to another in the same place. To correct it, cross out the unnecessary number and write a new one on the right.

Questionnaire

1. My body reacts strongly to changes in weather or climate change.

2. Very often there is a mood when I easily get distracted from the business, become distracted and dreamy.

3. I am anxious very often.

4. I often fall asleep badly.

5. A lot of minor troubles pisses me off.

6. My thoughts constantly return to possible failures, and it is difficult for me to direct them in another direction.

7. I often praise people I know very little.

8. I feel vague anxiety, fear, I do not know why.

9. If everyone is against me, I do not lose heart.

10. I wake up in the morning exhausted and tired.

11. I often feel useless.

12. I cannot control my frustration or anger.

13. Difficult tasks cheer me up.

14. I often have a headache.

15. It often happens that I gossip with someone.

16. I often have a premonition that some kind of punishment awaits me.

17. I am easily hurt by a word.

18. I am full of energy.

19. There is a conflict between my plans and reality.

20. In situations of prolonged neuropsychic stress, I show endurance.

21. My table manners at home are usually not as good as at a party.

22. Very often some trifle takes possession of my thoughts and bothers me for several days.

23. Very often I feel tired, lethargic.

24. I miss an opportunity because I don't make a decision quickly enough.

25. There are so many things that annoy me easily.

26. I often feel stressed and anxious about what happened during the day.

27. When I'm not feeling well, I'm irritable.

28. Very often I have a blues (melancholy mood).

29. In the morning, after waking up, I feel tired and overwhelmed for a long time.

30. I like to constantly overcome new difficulties.

31. I have a desire to change a lot in my lifestyle, but I lack the strength.

32. Most of the time, I get over frustration easily.

33. Satisfaction of some of my needs and desires makes it impossible to satisfy others.

34. Often an indecent or even obscene joke makes me laugh.

35. I look to the future with complete confidence.

36. I very often lose my patience.

37. People disappoint me.

38. I often have bad thoughts that it is better not to talk about.

39. I quickly get bored with everything.

40. It seems to me that I am close to a nervous breakdown.

41. I often feel general weakness.

42. I am often told that I am quick-tempered.

Interpretation of results. In this technique, when interpreting the obtained numerical values, the translation of raw scores into standard ones, into T-scores, is used. The standard T-score scales are constructed as follows: average values are equated to 50 T-points; 10 T-points are equal to one sigma (sigma is the standard deviation.)

Higher marks on one scale or another are marks of 55 or more T-points. This is more than half a sigma deviation from the mean.

Downgraded grades are grades of 45 or less T-points. This is more than half a sigma deviation from the average.

High marks are marks of 60 or more T-points.

Low marks are marks of 40 or less T-points.

Scale "Ak": "active - passive attitude to the life situation." This scale allows you to get an idea of the characteristics of the state, in most cases, more strongly dependent on the corresponding personality trait - activity than on other factors. It should be borne in mind that activity is only relatively stable, since the predisposition to an active or passive attitude, response depends on many current circumstances, the social environment, as well as events preceding the life period of the individual. To diagnose states and moods, it is especially important to take into account the strength of faith in achieving your goals, to identify an active or passive position in relation to the current life situation. This parameter is especially important in the diagnosis of stressful conditions.

High marks - over 60 T-points. An active, optimistic attitude towards the life situation is expressed, there is a readiness to overcome obstacles, faith in one's own capabilities. Feeling empowered to overcome obstacles and achieve your goals. Cheerfulness is higher than that of most people.

Low marks - less than 40 T-points. A passive attitude to the life situation, in the assessment of many life situations, a pessimistic position prevails, disbelief in the possibility of successfully overcoming obstacles.

Scale "To": "tone: high - low." In a situation of acute stress, a person often experiences a feeling of increased strength, but the opposite picture is often observed - a feeling of weakness. A similar picture can be observed with prolonged stress. Energy characteristics for any mental state are the most important measurement. They are especially necessary for predicting the developed state of an individual. In the diagnosis of stressful conditions, they provide valuable information about the depth of stress.

High marks. Characterized by high activity, sthenic reaction to emerging difficulties. Subjective feelings of inner composure, reserve of strength, energy. Readiness for work, including long-term work.

Low marks.

Characterized by fatigue, incoherence, lethargy, inertia, low efficiency. There are fewer opportunities to be active, to expend energy, the resource of forces is reduced, and fatigue is increased. The tendency to show asthenic reactions to emerging difficulties.

Scale "Cp": "calmness - anxiety." In the mental state, the experience of anxiety is of decisive importance for a number of other phenomena. It is anxiety that enhances the sound of emotiogenic stimuli of various strengths, including insignificant ones, increasing the intensity of negative emotions, exacerbating their negative impact on consciousness, behavior and activity. The scale is designed to measure the level of generalized anxiety. In the literature, it is also designated by the terms "free floating", "unmotivated", etc. Among the types of anxiety for this type of people, long-term, long-lasting emotional experiences are most characteristic.

High marks. Greater confidence in their abilities and capabilities than most people.

Low marks. There is a tendency to feel anxiety in a wide range of life situations, to see a threat to prestige, well-being, no matter how real the reasons are. Expectation of events with an unfavorable outcome, a presentiment of a future threat (punishment, loss of respect or self-respect) without a clear awareness of its sources.

Scale "Us": "stability - instability of the emotional tone."

High marks. An even positive emotional tone prevails, calm flow emotional processes... High emotional stability, in a state of emotional arousal, the adequacy and effectiveness of mental self-regulation, behavior and activity are preserved. Very low grades can be interpreted as emotional rigidity.

Low marks. Emotional stability is reduced, emotional excitement easily arises, mood is changeable, irritability is increased, and a negative emotional tone prevails.

Scale "Ud": "satisfaction - dissatisfaction with life as a whole (its course, the process of self-realization)." Difficulties in the process of self-realization lead to experiences of voluminous emotional discomfort. This characteristic has a special diagnostic value in individual counseling and psychocorrectional work. The experience of the fullness of life is one of the main supports of the psychological stability of the individual. Feelings of emptiness are a risk factor for neurotic and depressive disorders, alcohol dependence. The judgments included in this scale refer to the internal aspects of experiences, to the feeling of satisfaction with one's life. Since the criteria for the success of self-realization are subjective, the most important thing for a diagnostician is a subjective assessment of the success of self-realization. Full self-realization of a person is not only the development of any special abilities, but also the development of his potential as a strong and integral human being, free from internal constraints crippling him.

High marks. Satisfaction with life in general, its course, self-realization, the way life is going. A person feels the ability to take responsibility and the ability to make his own choice, in which the voice of his own “I” is heard. The subject feels ready to overcome difficulties in realizing his abilities (if his higher needs are activated). Sufficiently high assessment of personal success.

Low marks. Dissatisfaction with life in general, its course, the process of self-realization and how the main life events are currently unfolding. Low assessment of personal success. At present, a person has not fully found himself, has not opened, has not felt reliable inner supports in himself, does not feel the ability to demand truthful answers from himself. It is often characterized by withdrawal into doubt, which allows you to evade the need to do life choice, listening first of all to yourself, taking responsibility for what is happening to you.

Scale "Po": "positive - negative image of oneself." This scale is auxiliary, it allows you to determine the criticality of self-assessment (low or high), the adequacy of self-assessment. On a scale of 6 points. The criticality of self-esteem is closely related to the self-acceptance of the individual. The more positive the image of oneself, the less a person sees shortcomings in himself. Self-acceptance has a significant impact on mood - the more complete self-acceptance and the more in emotionally positive feelings towards oneself, the higher the mood. Indicators on the "Po" scale have a significant positive correlation with indicators on the main scales. Positive self-acceptance improves mental condition, and vice versa - a more favorable state disposes to see their shortcomings as insignificant, allows them to evaluate their behavior as closer to the normative.

Very high marks indicate an insufficiently developed understanding of oneself. The sum of more than 65 points suggests low criticality in self-assessment, insufficient adequacy of self-assessment, insincerity. Other reasons may be: negative attitude towards the survey, the influence of a strong interest of the subject in the "positive, good" survey results.

UDC 159.9: 34.01 E.V. Burtseva *

Possibilities of using the DPS questionnaire (depersonalization by the professional system) for working with employees of the internal affairs bodies

The article argues the necessity of overcoming the depersonalizing influence of the system by the employees of the internal affairs bodies, and suggests terms for describing overcoming behavior. The author's questionnaire of depersonalization by a professional system (DPS) is presented with a description and explanation of the questions that make up its scale, the results of standardization and testing, interpretation and recommendations for use.

Key words: depersonalization, coping-personalization, coping-personal behavior, the system of internal affairs bodies, the questionnaire of the traffic police (depersonalization by the professional system).

E.V. Burtseva *. Possibilities of applying the test DPS (depersonalization by professional system) for the work with the colleagues of law-enforcement agencies. The article argues the need for overcoming by the colleagues of the influence of the system of law-enforcement agencies, operating time of subject behavior, proposes terms for describing this behavior. The author's questionnaire of depersonalization the professional system (DPS) is represented with description and explanation of the questions, which compose its scale, by the results of standardization and approval, by interpretation and by recommendations regarding the application.

Keywords: the depersonalization, coping - personalization, coping- personal behavior, the system of law-enforcement agencies, test DPS (depersonalization by professional system).

In the course of his labor activity, a person is objectively in certain conditions in which this activity is carried out. Opportunities, personality traits of a person are manifested within the professional system. Depending on a person's perception of a given situation, these frames can be felt as "rigid", limiting, or as supportive, strengthening. In any case, the subject of activity must find the relationship between external and internal determinations, necessity and freedom, regulation, normativity, standardization and individualization.

Any professional system, and in particular with an authoritarian style of management, with a subject-object approach to vertical interaction between the boss and the subordinate, which, in fact, is the system of internal affairs bodies, produces a depersonalizing effect on the personality.

Let's define the concept of "depersonalization". It is the opposite in meaning to the concept of "personalization". In turn, A. V. Petrovsky introduced the term "personalization" in order to "balance the meaning of the concept of" socialization ", describing a process opposite in direction: not from society to individual, but from individual to society." As a result of this process, the subject receives an ideal representation in the life of other people and can appear in public life as a person. Personalization, according to A.V. Petrovsky, is "the ability of an individual to condition changes in significant aspects of the individuality of other people, to be the subject of transforming the behavior and consciousness of others through his reflection (" personalization ") in them." Accordingly, depersonalization is the reverse process of transforming a person from a subject into an object that does not have any effect on the situation and people, respectively, is not reflected in others for himself and therefore is not perceived by himself, alienated from himself. In this alienation, firstly, there is a real danger of lack of responsibility for their actions, especially considering that the uniform uniform of an employee of the internal affairs body already contributes to depersonalization. David Myers, discussing the effect of wearing a uniform, gives an example of how the warriors of some tribes, moreover, the most cruel ones, depersonalize themselves by painting their face and body or putting on special masks. D. Myers writes that deindividualization (the concepts of “depersonalization” and “deindividualization” are synonymous with this author) and self-awareness are opposite to each other. Thus, the higher the self-awareness, the higher the self-control, and the lower the self-awareness, the lower the self-control and the higher the deindividualization.

Secondly, "alienation from oneself" in a professional environment shows, in our opinion, that a person is maladjusted, possibly in a depressive state, does not feel

* Burtseva, Evgeniya Valerievna, Senior Lecturer of the Department of Special Disciplines, Vladivostok Branch of the Far Eastern legal institute Ministry of Internal Affairs of the Russian Federation, candidate pedagogical sciences... Email: [email protected]

* Burtseva, Eugeniya Valerievna, senior lecturer of the chair of special disciplines, Vladivostok affiliate of Far East law institute of Russian Ministry of Internal Affairs, candidate of pedagogical sciences. Email: [email protected]

Bulletin of St. Petersburg University of the Ministry of Internal Affairs, Russia N ° 1 (53) 2012

Psychology

its place. Maybe the reason lies in the lack of the skill of self-presentation, self-presentation, self-affirmation. Or maybe, indeed, the surrounding professional environment exerts undue pressure on the individual. In any case, a person must find the strength to either change the situation (for example, leave an unfavorable place of work for his personality), or change his attitude to the situation, learn to cope with the depersonalizing influence of the system, personalize in the environment, represent himself in the professional sphere, present as a person and as a professional.

The first step towards such self-change, we believe, should be the awareness of the problem by a person, in our case, an employee of the internal affairs bodies. A person must clearly see and realize what his sense of self is in a professional environment, in a team of employees, in the system of internal affairs bodies.

It is for this purpose that the professional system depersonalization questionnaire (DPS) was created. In this article, we present the questionnaire itself with a description and explanation of the questions that make up its scale, with the results of standardization and approbation.

The questionnaire consists of ten pairs of opposite in meaning statements, between which there are scales from "O" to "10".

Little depends on my decisions

Much depends on my decisions

I feel insignificant

0..1..2..3..4..5..6..7..8..9..10

I feel my importance

I do not meddle in solving business problems, usually "the bosses know best"

0..1..2..3..4..5..6..7..8..9..10

They cannot do without my participation in solving business problems.

I still can't influence the situation

0..1..2..3..4..5..6..7..8..9..10

I can greatly influence the situation _________________

I prefer to keep my opinion to myself ___________

0..1..2..3..4..5..6..7..8..9..10

I try to make my opinion heard _________

I feel like a cog in a big machine

0..1..2..3..4..5..6..7..8..9..10

I feel whole

debugged

mechanism

Nobody asks my opinion

0..1..2..3..4..5..6..7..8..9..10

The bosses to my opinion

listens

My personal boundaries are violated all the time, I feel addicted

0..1..2..3..4..5..6..7..8..9..10

I feel autonomous and independent

My goals are different from the goals of the organization ________

0..1..2..3..4..5..6..7..8..9..10

My goals and the goals of the organization are the same

The professional system (for employees - IAB) oppresses me

0..1..2..3..4..5..6..7..8..9..10

A professional system (for employees - ATS) is a resource for me

In the instructions, the respondents are asked to assess their usual state and self-awareness at the workplace, in the office setting, circling the corresponding score on the scale. The method of work can be both individual and group.

As a result of standardization of the questionnaire on a sample of police officers aged 23-47 years, the following norms were identified:

0-29 - very high DPS 30-49 - high DPS.

50-70 - Average DPS 71-90 - Low DPS 91-100 - Very Low DPS

The lower the scores, that is, the more the circled values are deviated to the left, the stronger the depersonalizing influence of the professional system on the personality, the less the person's ability to resist this influence. The higher the scores, that is, the more the circled values are deviated to the right, the less a person experiences the depersonalizing influence of the professional system, the greater the person's ability to resist this influence. For greater clarity, the respondents are invited to connect the circled numbers with a line, thus obtaining a graph - the "curve" of depersonalization.

When formulating statements, opinions were taken into account about the problematic aspects of service in the internal affairs bodies, expressed by employees during discussions in the classroom on psychology, pedagogy, and conflict management. The initial version of the questionnaire was given for filling out to the author's colleagues - teachers of the Vladivostok branch of the Far Eastern Law Institute of the Ministry of Internal Affairs of Russia, after which issues of clarity, accessibility, adequacy and obvious validity of statements were discussed with them.

At the second stage, the statements were offered to psychologists from the system of internal affairs bodies, who, in points (from 1 to 5), had to assess the degree of compliance of a pair of statements with the problem of depersonalization posed by the professional system. This leaves ten corrected and amended pairs of statements.

At the third stage, a pilot study was carried out, in which 107 employees of the internal affairs bodies, studying at correspondence department Vladivostok branch of the Law Institute of the Ministry of Internal Affairs of Russia (age 23-47 years old, 45 women, 62 men) and 100 researchers research institute(age 23-75 years, 50 men and 50 women). Comparisons of indicators of different sex and age groups carried out within the samples did not reveal significant differences. Contrary to our expectations, no significant differences were found between the results of the two professional groups - employees of the internal affairs bodies and employees of a research institute. Thus, our assumption that the system of internal affairs bodies in some particularly depersonalizing way influences the personality (in comparison with other professional systems) has not been confirmed. Simultaneously with the questionnaire of the traffic police, the respondents were offered the test by T. Elelers “Motivation to avoid failures”. Significant correlations were found between the indicators for this test and the indicators of the DPS questionnaire (Pearson's correlation coefficient "- 0.15"). The negative sign of the correlation coefficient is due to the fact that the depersonalizing influence of the system is described by low values on the scale. So than more people tries to avoid failure, the more the professional system has a depersonalizing influence on him.

The internal consistency of the questions in the DPS questionnaire calculated on this sample (207 people) is quite high ((Cronbach's X 0.7), which suggests that they all measure the same object - depersonalization by the professional system. Let's discuss each question.

The fact is that in the system of internal affairs bodies, as in an authoritarian system of subordination, in fact, orders are not discussed, but carried out, which partially contributes to the consolidation of the above-described attitude. An employee prone to "learned helplessness" perceives a situation when he personally cannot change anything as permanent, inevitable and can maintain a helpless and irresponsible style of behavior even when the situation, fate and even people's lives depend entirely on his decisions.

A low score on point 2 - “I feel my insignificance - I feel my importance” (average value 6.5) may indicate a depressive state, a loss of meaning in life. Feeling like a "cog" of a large mechanism (item 6, average value 5.6) is not always bad, sometimes it means well-coordinated teamwork, if the scores for all other items of the questionnaire are high. If low scores prevail, this response also indicates depersonalization. It is preferable for a person to feel like a "whole, well-oiled mechanism", this reflects the psychological health of a person, professional adaptation, personalization.

According to point 3 (“I don’t go into solving official problems, usually“ the bosses know better ”- they don’t do without my participation in solving official problems”), the lowest average value of all points (4.9) was obtained, since in an authoritarian system of subordination, there are principles of subordination and separation of powers. But still, this item also has agreement with all the others, so it was left in the questionnaire. In addition, the employee, in any case, should strive to solve business problems on his own.

Items 5 - “I prefer to keep my opinion to myself - I try to make my opinion heard” (average value 6.7) and 7 “Nobody asks my opinion - the management listens to my opinion” (average value 5.7) reflect readiness person to express their point of view, to position themselves. If such readiness is absent, or low, then this indicates the predominance of the person's motivation to avoid failures (which is confirmed experimentally).

The low score for point 8 - "My personal boundaries are constantly violated, I feel addiction - I feel autonomous and independent" (average value 5.8) indicates a person's uncomfortable self-awareness at the workplace, in their professional position. This can be due to both external reasons (authoritarian-manipulative style of leadership, personal characteristics of colleagues), and internal - a person's inability to build personal boundaries, to overcome the depersonalizing influence of the environment.

Bulletin of the St. Petersburg University of the Ministry of Internal Affairs of Russia No. 1 (53) 2012

Psychology

Achieving a positive result in the activities of an employee of the internal affairs bodies is closely related to the joint purposeful activity of the team: division, department, group, etc., which requires from the employee, on the one hand, initiative and activity, on the other, conscious self-restraint of personal initiative and activity in the name of achieving common goals. Moreover, personal and public (professional) goals must be agreed upon. Clause 9 of our questionnaire is directed to find out whether this agreement exists - “My goals differ from the goals of the organization - my goals and the goals of the organization coincide” (average value 6.3).

Item 10 of the questionnaire - "The professional system (for employees - IAB) oppresses me - the professional system (for employees - IAB) is a resource for me" (average value 6.5) finds out the attitude of a person (in our case, an employee of the internal affairs bodies) to professional system. Does the employee perceive the system of internal affairs bodies as a resource from which it is possible to draw energy to overcome life and professional difficulties, which provides support, or the system is for him an anti-resource that has a depersonalizing influence that deprives a person of subjectivity.

The posed problem of depersonalization by the professional system, like any other, requires a solution. The counterbalance to depersonalization by a professional system, from our point of view, is coping-personalization as overcoming depersonalization, a subjective response to the depersonalizing influence of the environment, which in our case can be a system of internal affairs bodies as a system with a subject-object style of management and interaction. Thus, a person's inability to resist depersonalization by a professional system has the opposite pole: it is a person's ability to coping-personal behavior - the conscious use of adaptive coping strategies to cope with the depersonalizing influence of the environment.

In general, "raping behavior" is coping behavior. R. Lazarus and

S. Folkman define it as "... constantly changing cognitive and behavioral efforts made by a person in order to cope with specific external and / or internal requirements that over-strain or exceed a person's resources." These behavioral efforts, which are aimed at overcoming the leveling influence of the system, building the personal boundaries of "I", reaching a conscious level of self-regulation, self-management, we called coping-personification.

Let us give an interpretation of the RPS questionnaire values obtained as a result of standardization (depersonalization by the professional system), taking into account the newly introduced concept:

0-29 - very low coping personification, very high DPS value.

30-49 - low coping-personation, high DPS value.

People who have shown a general result in these intervals are cautious, prefer to "not stick out", it is easier for them to convince themselves that nothing depends on them than to make attempts to change the situation. They avoid responsibility whenever possible, although they can be good performers. Despite the emotional discomfort of their stay at their workplace, in a professional environment, they are in no hurry to change anything, they lack determination.

50-70 - average coping-personification, average DPS value.

71-90 - high coping personification, low DPS value.

91-100 - Very High Coping Personality, Very Low DPS.

As conclusions, we will determine the possibilities of using the traffic police questionnaire for working with employees of the internal affairs bodies.

When conducted anonymously, the data can provide the psychologist and managers with an understanding of the psychological self-awareness of employees in the department. We use the DPS questionnaire in the educational process on psychological and pedagogical subjects, together with other tests (T. Ehlers' motivational questionnaires; questionnaires that identify coping strategies, etc.) in order to increase the self-awareness of students and cadets, their understanding of strategies and reasons for their own behavior.

When a psychologist works individually with employees, asking to fill out this questionnaire before consulting, you can pay special attention to items with low scores (0-3), talk with the employee about his feelings and opinions on these positions.

Bibliography

1. Acmeology: textbook / under total. ed. A. A. Derkach. - M .: RAGS, 2002 .-- 650 p.

2. Petrovsky, A. V., Petrovsky, V. A. The individual and his need to be a person // Questions of philosophy. - 1982. - No. 3. - S. 44-53.

3. Petrovsky, VA Artur Vladimirovich Petrovsky: Scientific developments and discoveries of recent years. URL: http: //www.bimbad.ru/biblioteka/artide_fulLphp? Aid = 267 & binn_rubrik_pl_artides = 173 (Date of treatment 10/18/2011).

4. Myers, A. Social Psychology... - 6th ed., Rev. and add. - SPb. Peter, 2002 .-- 752 p.

5. Lazarus, R. S., Folkman, S. Stress, appraisal, and coping. - New York: Springer, 1984.

6. Seligman, M. E. P. Helplessnes: On depression, development, and death. - San Francisco: Freeman, 1975.

UDC 351.74: 159.9.07: 005.32: 159.944.4 M.B. Pryakhina *, A.O. Sharapov **, O. I. Sheh ***

Technologies for psychological prevention of organizational stress for employees of the Ministry of Internal Affairs of Russia

The article presents conceptual approaches to the study of organizational stress of police officers and the organization of its psychoprophylaxis. The programs and technologies of stress management of organizational stress of police officers are considered, as well as the results of their approbation in the Internal Affairs Directorate for the Arkhangelsk Region, the St. Petersburg University of the Ministry of Internal Affairs of Russia, in the department of psychological support for work with personnel of the UMPO URLS of the Main Directorate of the Ministry of Internal Affairs of Russia in Moscow.

Key words: organizational stress, psychoprophylaxis, program

psychoprophylaxis, psychoprophylaxis technologies, police officers, psychodiagnostics, stress management.

M.V. Pryakhina *, A.O. Sharapov **, O.I. Shekh ***. Psychological technologies of organizational stress prevention for personnel of Ministry Of Internal Affairs of Russia. The article introduces conceptual approaches to studying and preventing organizational stress of personnel of Internal Affairs Agencies. The programs and technologies of stress-management and the results of their testing in Department of Internal Affairs of Arkhangelsk region, in St.-Petersburg University of the Ministry of Internal Affairs of Russia, in Sector of psychological provision of personnel of Department of medical- psychological provision of Ministry of Internal Affairs of Russia in Moscow are described.

Keywords: organizational stress, psychological prevention, program of psychological prevention, technologies of psychological prevention, personnel of Internal Affairs Agencies, psychological diagnostics, stress-management.

Among the various areas of improving the psychological support of work with personnel of the Ministry of Internal Affairs of Russia, an important place is occupied by scientific research in the psychology of organizational stress. The daily activities of employees of the internal affairs bodies are characterized by intensity and tension, which are associated with the performance of official duties in a rigid

* Pryakhina, Marina Vasilievna, Professor of the Department of Legal Psychology, St. Petersburg University of the Ministry of Internal Affairs of Russia, Ph.D. psychological sciences, assistant professor. Email: [email protected]

** Sharapov, Alexey Olegovich, Associate Professor of the Department of General and clinical psychology Belgorod State National research university, candidate of psychological sciences, associate professor. Email: [email protected]

*** Shekh, Olga Igorevna, Lecturer at the Department of Psychotherapy, East European Institute of Psychoanalysis, Leading Specialist of the Institute of Applied Psychology of St. Petersburg state university ways of communication, President of the Guild of Psychologists, Psychotherapists and Trainers. Professor V.A. Ananyeva. Email: [email protected]

* Pryakhina, Marina Vasilievna, the senior lecturer, the professor of chair of legal psychology of St.-Petersburg University of the Ministry of Internal Affairs of Russia, the candidate of psychological sciences. Email: [email protected]

** Sharapov, Alexey Olegovich, the senior lecturer of department of general and clinical psychology of Belgorod State Research University, the candidate of psychological sciences. Email: [email protected]

*** Shekh, Olga Igorevna, the lecturer of department of psychotherapy of East-European Institute of psychoanalysis, the key specialist of Institute of Applied Psychology of Petersburg State Transport University, the president of Guild of psychologists, psychotherapists and coaches named after professor V.A. Ananyev. Email: [email protected]

Bulletin of the St. Petersburg University of the Ministry of Internal Affairs of Russia No. 1 (53) 2012

Psychological safety: study guide Solomin Valery Pavlovich

Methodology for determining the dominant state

It is used for examining adults.

Target: determination of the characteristics of moods and some other characteristics of the personal level of mental states using subjective assessments of the subject. The main purpose of the questionnaire is to diagnose relatively stable (dominant) states.

Instruction. The questionnaire contains signs that describe the state, behavior, and attitude of a person to various phenomena. Evaluate how these signs are characteristic of you, bearing in mind not only the present day, but a longer period of time.

Your agreement with each judgment given in the questionnaire must be expressed using a seven-point scale:

1 - strongly disagree;

2 - slightly agree;

3 - agree almost half;

4 - half agree;

5 - more than half agree;

6 - agree almost completely;

7 - I agree completely.

Questionnaire

1. My body reacts strongly to changes in weather or climate change.

2. Very often there is a mood when I easily get distracted from the business, become distracted and dreamy.

3. I am anxious very often.

4. I often fall asleep badly.

5. A lot of minor troubles pisses me off.

6. My thoughts constantly return to possible failures, and it is difficult for me to direct them in another direction.

7. I often praise people I know very little.

8. I feel vague anxiety, fear, I do not know why.

9. If everyone is against me, I do not lose heart.

10. I wake up in the morning exhausted and tired.

11. I often feel useless.

12. I cannot control my frustration or anger.

13. Difficult tasks cheer me up.

14. I often have a headache.

15. It often happens that I gossip with someone.

16. I often have a premonition that some kind of punishment awaits me.

17. I am easily hurt by a word.

18. I am full of energy.

19. There is a conflict between my plans and reality.

20. In situations of prolonged neuropsychic stress, I show endurance.

21. My table manners at home are usually not as good as at a party.

22. Very often some trifle takes possession of my thoughts and bothers me for several days.

23. Very often I feel tired, lethargic.

24. I miss an opportunity because I don't make a decision quickly enough.

25. There are so many things that annoy me easily.

26. I often feel stressed and anxious about what happened during the day.

27. When I'm not feeling well, I'm irritable.

28. Very often I have a blues (melancholy mood).

29. In the morning, after waking up, I feel tired and overwhelmed for a long time.

30. I like to constantly overcome new difficulties.

31. I have a desire to change a lot in my lifestyle, but I lack the strength.

32. Most of the time, I get over frustration easily.

33. Satisfaction of some of my needs and desires makes it impossible to satisfy others.

34. Often an indecent or even obscene joke makes me laugh.

35. I look to the future with complete confidence.

36. I very often lose my patience.

37. People disappoint me.

38. I often have bad thoughts that it is better not to talk about.

39. I quickly get bored with everything.

40. It seems to me that I am close to a nervous breakdown.

41. I often feel general weakness.

42. I am often told that I am quick-tempered.

Interpretation of results. In this technique, when interpreting the obtained numerical values, the translation of raw scores into standard ones, into T-scores, is used. The standard T-score scales are constructed as follows: average values are equated to 50 T-points; 10 T-points are equal to one sigma (sigma is the standard deviation.)

Higher marks on a particular scale are marks in 55 and more T-points. This is more than half a sigma deviation from the mean.

Downgraded grades are grades of 45 or less T-points. This is more than half a sigma deviation from the average.

High marks are marks of 60 or more T-points.

Low marks are marks of 40 or less T-points.

Scales

Scale "Ak": "active - passive attitude to the life situation." This scale allows you to get an idea of the characteristics of the state, in most cases, more strongly dependent on the corresponding personality trait - activity than on other factors. It should be borne in mind that activity is only relatively stable, since the predisposition to an active or passive attitude, response depends on many current circumstances, the social environment, as well as events preceding the life period of the individual. To diagnose states and moods, it is especially important to take into account the strength of faith in achieving your goals, to identify an active or passive position in relation to the current life situation. This parameter is especially important in the diagnosis of stressful conditions.

Scale "To": "tone: high - low." In a situation of acute stress, a person often experiences a feeling of increased strength, but the opposite picture is often observed - a feeling of weakness. A similar picture can be observed with prolonged stress. Energy characteristics for any mental state are the most important measurement. They are especially necessary for predicting the developed state of an individual. In the diagnosis of stressful conditions, they provide valuable information about the depth of stress.

Low marks. Characterized by fatigue, incoherence, lethargy, inertia, low efficiency. There are fewer opportunities to be active, to expend energy, the resource of forces is reduced, and fatigue is increased. The tendency to show asthenic reactions to emerging difficulties.

Scale "Cp": "calmness - anxiety." In the mental state, the experience of anxiety is of decisive importance for a number of other phenomena. It is anxiety that enhances the sound of emotiogenic stimuli of various strengths, including insignificant ones, increasing the intensity of negative emotions, exacerbating their negative impact on consciousness, behavior and activity. The scale is designed to measure the level of generalized anxiety. In the literature, it is also designated by the terms "free floating", "unmotivated", etc. Among the types of anxiety for this type of people, long-term, long-lasting emotional experiences are most characteristic.

High marks. Greater confidence in their abilities and capabilities than most people.

Scale "Us": "stability - instability of the emotional tone."

High marks. An even positive emotional tone prevails, a calm course of emotional processes. High emotional stability, in a state of emotional arousal, the adequacy and effectiveness of mental self-regulation, behavior and activity are preserved. Very low grades can be interpreted as emotional rigidity.

Low marks. Emotional stability is reduced, emotional excitement easily arises, mood is changeable, irritability is increased, and a negative emotional tone prevails.

Scale "Ud": "satisfaction - dissatisfaction with life as a whole (its course, the process of self-realization)." Difficulties in the process of self-realization lead to experiences of voluminous emotional discomfort. This characteristic has a special diagnostic value in individual counseling and psychocorrectional work. The experience of the fullness of life is one of the main supports of the psychological stability of the individual. Feelings of emptiness are a risk factor for neurotic and depressive disorders, alcohol dependence. The judgments included in this scale refer to the internal aspects of experiences, to the feeling of satisfaction with one's life. Since the criteria for the success of self-realization are subjective, the most important thing for a diagnostician is a subjective assessment of the success of self-realization. Full self-realization of a person is not only the development of any special abilities, but also the development of his potential as a strong and integral human being, free from internal constraints crippling him.

Low marks. Dissatisfaction with life in general, its course, the process of self-realization and how the main life events are currently unfolding. Low assessment of personal success. At present, a person has not fully found himself, has not opened, has not felt reliable inner supports in himself, does not feel the ability to demand truthful answers from himself. Often a withdrawal into doubts is characteristic, which allows you to evade the need to make life choices, listening first of all to yourself, taking responsibility for what is happening to you.

Scale "Po": "positive - negative image of oneself." This scale is auxiliary, it allows you to determine the criticality of self-assessment (low or high), the adequacy of self-assessment. On a scale of 6 points. The criticality of self-esteem is closely related to the self-acceptance of the individual. The more positive the image of oneself, the less a person sees shortcomings in himself. Self-acceptance has a significant effect on mood - the more complete self-acceptance and the more positive feelings towards oneself emotionally, the higher the mood. Indicators on the "Po" scale have a significant positive correlation with indicators on the main scales. Positive self-acceptance improves the mental state, and vice versa - a more favorable state disposes to see your shortcomings as insignificant, allows you to evaluate your behavior as closer to the normative.

Assessments of 60–64 points mean reduced criticality in self-assessment, insufficient adequacy of self-assessment. If on the scales "Us", "Cn" or "Ud" received high scores - more than 60, then most likely the data as a whole are not reliable enough.

Indicators in the range of 40-59 characterize the degree of self-acceptance by the individual. The higher the standard score, the lower the criticality of self-assessment and the more acceptance of oneself with all its shortcomings.

With assessments less than 50 points, there is reason to speak of sufficient sincerity in the answers, a pronounced desire for adequacy in assessing one's own psychological characteristics and his state, about criticality in self-assessment.

Low marks - less than 40 points - speak not only of a high level of criticality in assessing oneself and a great desire to be sincere, but also of a negative attitude towards oneself.

Key

Ak: 9, 13, 18, 20, 30, 32, 35.

That: 1, 4, 10, 14, 23, 29, 41.

Cn: 3, 6, 8, 16, 22, 26.

Us: 5, 12, 25, 36, 39, 40, 42.

Oud: 2, 11, 17, 19, 24, 28, 31, 33, 37.

By: 7, 15, 21, 27, 34, 38.

RAW POINTS TO T-POINTS CONVERSION TABLE (for women)

Table continuation

RAW POINTS TO T-POINTS CONVERSION TABLE (for men)

Table continuation

This text is an introductory fragment. the author Solomin Valery Pavlovich

Method for determining short-term memory It is used for examining persons of any age. Purpose: determination of the volume of short-term visual memory. Description. The subjects should memorize and then reproduce the maximum number of numbers from