ЛИЧНОСТЬ И ОРГАНИЗАЦИЯ: В ПОИСКАХ ЭФФЕКТИВНОГО СООТВЕТСТВИЯ
А.Н. Занковский
Anatoly N. Zankovsky PERSONALITY AND ORGANIZATION: IN SEARCH OF AN EFFECTIVE FIT
DOI: 10.38098/ipran.opwp_2025_37_4_008
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Аннотация. Статья посвящена переосмыслению традиционной модели взаимодействия субъекта труда и организации, которую лаконично можно сформулировать как «человек для организации». Долгое время люди рассматривались как один из многих ресурсов организации, которые она использует в своей деятельности. При этом для выполнения той или иной задачи, роли или функции подбирался человек, обладающих подходящими характеристиками и свойствами. Именно в этой парадигме строилась и работа по управлению персоналом, и исследования психологов труда. Кардинальные изменения глобального миропорядка, экономические кризисы, неконтролируемая миграция и военные конфликты оказали огромное влияние на рынок труда, приведя к долгосрочному дефициту высокопрофессиональных сотрудников на всех организационных уровнях. Ситуация осложняется тем, что современный работник уже не хочет работать даже за хорошее вознаграждение в токсичной организации, не позволяющей ему развиваться и унижающей его достоинство. Задача отбора организацией лучших и мотивированных сотрудников из большого количества кандидатов, ищущих работу, трансформировалась в совершенно новую проблему: как найти идеальное соответствие между индивидом и организацией, при котором даже при дефиците кандидатов, лучшие из них будут стремиться стать сотрудниками организации. Эта ситуация коренным образом «перевернула» привычную модель взаимодействия субъекта и организации. Теперь очень часто не организация отбирает потенциального сотрудника, а сотрудники проводят «кастинг» организаций, подбирая для себя наиболее подходящий вариант. В статье дан анализ исследований феномена соответствия личности и организации, определены основные концепции и методы изучения, выявлены основные ограничения подхода и намечены перспективы дальнейших исследований в этом направлении.
Abstract. The article is devoted to rethinking the traditional model of interaction between the subject of labor and the organization, which could be succinctly formulated as "a person for the organization." For a long time, people were considered as one of the many resources of the organization that it uses in its activities. At the same time, a person with suitable characteristics and properties is selected to perform a particular task, role or function. It was in this paradigm that the work on personnel management and the research of labor psychologists were based. Drastic changes in the global world order, economic crises, uncontrolled migration and military conflicts have had a huge impact on the labor market, leading to a long-term shortage of highly professional employees at all organizational levels. The situation is complicated by the fact that a modern employee no longer wants to work even for a good reward in a toxic organization that does not allow him to develop and humiliates his dignity. The organization's task of selecting the best and most motivated employees from a large number of job-seeking candidates has transformed into a completely new challenge.: how to find the perfect match between an individual and an organization, in which even if there is a shortage of candidates, the best of them will strive to become its employees. This situation has fundamentally "turned around" the usual model of interaction between the subject and the organization. Now, very often, it is not the organization that selects a potential employee, but employees who "cast" organizations, choosing the most suitable option for themselves. The article provides an analysis of research on the phenomenon of fit between personality and organization, defines the main concepts and methods of study, identifies the main limitations of the approach and outlines the prospects for further research in this direction.
Ключевые слова: традиционная модель взаимодействия субъекта труда и организации, новая парадигма профессионального отбора, соответствие индивида и организации, организационная культура
Abstract. The article is devoted to rethinking the traditional model of interaction between the subject of labor and the organization, which could be succinctly formulated as "a person for the organization." For a long time, people were considered as one of the many resources of the organization that it uses in its activities. At the same time, a person with suitable characteristics and properties is selected to perform a particular task, role or function. It was in this paradigm that the work on personnel management and the research of labor psychologists were based. Drastic changes in the global world order, economic crises, uncontrolled migration and military conflicts have had a huge impact on the labor market, leading to a long-term shortage of highly professional employees at all organizational levels. The situation is complicated by the fact that a modern employee no longer wants to work even for a good reward in a toxic organization that does not allow him to develop and humiliates his dignity. The organization's task of selecting the best and most motivated employees from a large number of job-seeking candidates has transformed into a completely new challenge.: how to find the perfect match between an individual and an organization, in which even if there is a shortage of candidates, the best of them will strive to become its employees. This situation has fundamentally "turned around" the usual model of interaction between the subject and the organization. Now, very often, it is not the organization that selects a potential employee, but employees who "cast" organizations, choosing the most suitable option for themselves. The article provides an analysis of research on the phenomenon of fit between personality and organization, defines the main concepts and methods of study, identifies the main limitations of the approach and outlines the prospects for further research in this direction.
Key words: traditional model of interaction between the labor subject and the organization, new paradigm of professional selection, person-organization fit, people make organization
Библиографическая ссылка на статью:
Занковский А.Н. Личность и организация: в поисках эффективного соответствия // Институт психологии Российской академии наук. Организационная психология и психология труда, 2025. Т. 10. № 4. С. 174-201. DOI: 10.38098/ipran.opwp_2025_37_4_008
Zankovsky A.N. (2025). Lichnost' i organizacija: v poiskah jeffektivnogo sootvetstvija [Personality and organization: in the search of an effective fit]. Institut Psikhologii Rossiyskoy Akademii Nauk. Organizatsionnaya Psikhologiya i Psikhologiya truda [Institute of Psychology of the Russian Academy of Sciences. Organizational Psychology and Psychology of Labor]. 10(4). 174-201. DOI: 10.38098/ipran.opwp_2025_37_4_008