Psychology of gender interaction of personnel in organizations

- Ткалич, М.Г. (2016) Psychology of gender interaction of personnel in organizations Masters thesis, Інститут психології імені Г.С. Костюка.

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Abstract

The thesis is devoted to the theoretical and empirical study of psychology of personnel gender interaction in organizations. The theoretical and methodological foundations of psychology of personnel gender interactions were justified and consisted of the psychological analysis of gender interaction in the system of social relations, the determination of psychological and organizational characteristics of gender interaction of personnel in organizations. According to the theoretical analysis of the problem, gender interaction is located on such levels: the mega-level (the society), the macro-level (the organization), the meso-level (the interpersonal interaction) and the micro-level (the personality). Each of these levels causes the peculiarities of gender interaction. The author analysis the organization as the object and the subject of gender interaction and determined its gender-specific features, such as: gender type of organization, types of gendered organization culture, gender features and characteristics of personnel. Author's model of gender interaction of personnel is presented by types of gender interaction of personnel, strategies of interpersonal interaction and by interpersonal relationships with colleagues of the opposite sex. According to the study, gender interaction of personnel is determined by the system of social, organizational, interpersonal and personal factors. The results of empirical research specified the content, structure, components and types of gender interaction of personnel of organizations by its personal (socio-demographic and gender characteristics of personnel: psychological sex, level of masculinity / femininity, gender identity) and organizational (ownership, sphere, gender type, gender policy of organizations: level of gender discrimination, “work – life” balance) factors that contribute to the features of strategies of personnel’ interpersonal interaction, types of gender interaction of personnel, interpersonal relationships with colleagues of the opposite sex. The empirical data collection and their further generalization allowed to determine the dominant behavioural strategies of interpersonal interaction of personnel, which are: dependence, sociability, avoiding of "fighting". The substantial characteristics of these strategies are positive for organizational development, formed the favourable atmosphere in the team, and therefore defined as constructive. Independence, offishness, taking "struggle" showed the lower level of severity and characterized by conflict, tensions, unwillingness to accept group norms, the struggle for their own place in the team and for power and so, they are destructive to organizational interactions. Interpersonal relationships with colleagues of the opposite sex tended to disharmonious, the main of which is the alienation between gender groups, which is a passive strategy in the relationship. It also has been determined that the dominant types of gender interaction are professional-partnership and social-partnership types. Distant and conflict type of interaction had the lower level of intensity. Among the psychological and organizational technologies of the improving of gender interaction the author submitted the gender-oriented approach in psychological and organizational support of personnel and also the author's program of "work - life balance", which includes measures of social support of personnel in organizations; organizational and individual measures and the development strategies of the "work - family (personal life)" / "family (personal life) - work" balance; training program of gender interaction of personnel in organizations, which was successfully tested. The training program of development of gender interaction of personnel in organizations includes three modules that focus on the "work - life balance" and its gender differences, gender interaction of personnel in organizations, gender discrimination, sexism and mobbing at workplace. Analysis of the experimental implementation of the training program has shown its high effectiveness: the level of using the partnerships types of gender interaction has increased, the harmony in the interpersonal relationships with colleagues of the opposite sex has grown, the work – life balance of personnel has slightly improved. The main hypothesis were proved: about the connections between the gender interactions of personnel, its personality and organizational determinants; about the psychological and organizational technologies of the improving of gender interaction: the effectiveness of the "work - life balance" programmes and the training program of development of gender interaction of personnel.

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