Социально-психологическое старение работника как социальное действие: организационный аспект
The article contains the results of a theoretical and empirical study of modern ideas about stereotypes of age-related bias as barriers to the employment of older people. It is shown that aging is an interactive process with complex social and personal determination and can be considered as a social action. The authors present the model of determination of socio-psychological aging as a social action in relation to labor activity in the conditions of variability of organizational cultures, characteristic of the transitive economy of modern Russia. The results of an empirical verification of the model of socio-psychological aging are presented, obtained by studying the manifestations of the socio-psychological age of the female and male engineering personnel of innovative and problem production enterprises and their correspondence / inconsistency with age stereotypes in terms of the social determination of aging: unpreparedness for innovative organizational changes (organizational level culture), low labor involvement (personal level), exposure to stress, fatigue, poor health (psychophysiological level). Self-assessment of age by engineering staff and assessment of their age by direct managers were studied. It is shown that the socio-psychological age of the personnel of enterprises with an organizational culture of a market-innovative type has the characteristics of a younger socio-psychological age and does not fall under the characteristics of old age stereotypes. On the contrary, the characteristics of the socio-psychological age of personnel in an organizational culture of a hierarchical-clan type correspond to stereotypes of old age, regardless of chronological age. An analysis is given of the determination of the phenomenon of organizational and cultural age unity, which consists in the fact that the characteristics of the socio-psychological age of personnel within an organizational culture of one type, regardless of chronological age and gender, are closer than in an organizational culture of another type. The directions of relevant interdisciplinary studies aimed at revealing the patterns underlying the management of the socio-psychological age of the staff are formulated.
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