Professional Self-Realization as a Factor in the Psychological Well-Being of Specialists of Caring Professions

Abstract

Research Objective: the article discusses the mutual influence of professional self-realization and the psychological well-being of specialists of caring professions. Methodology: correlation and comparative analysis in different professional groups of specialists. The study involved 465 volunteers with work experience of 3 to 40 years: teachers, doctors, medical personnel, psychologists of state and private enterprises. Several standardized self-reports were used to collect data: Ryff's Scales of Psychological Well-being, Professional Burnout Questionnaire, Kokun's Professional Self-Fulfilment Questionnaire, Gura's Workplace Satisfaction Self-assessment Survey, Tkalych's Work-Life Balance additional scale. The use of the open questions allowed clarifying some phenomenological manifestations of professional self-realization among specialists of caring professions, as well as to clarifying the external and internal determinants of self-realization. The authors tested the hypotheses about the influence of several factors on the level of psychological well-being: belonging to a certain professional group, the degree of self-realization, as well as age, gender, and length of service. The results of the study present the structure of well-being and features of self-realization in different professional groups. We proved that professional self-realization is a significant factor in the formation of individual components of psychological well-being: self-acceptance and competence. However, in some cases, high scores for professional self-realization may be associated with burnout and the desire to leave the job. The conclusions contain recommendations on organizational agency and direct psychological interventions that ensure the psychological well-being of specialists of caring professions.

The component structure of job satisfaction of medical workers with different working conditions

“…Job satisfaction is usually associated with professional success and loyalty to the employer organization. This connection has been confirmed by numerous theoretical models and empirical studies (Kumari, 2011;Dik et al, 2013;Glavinska et al, 2020). It is logical to expect that a person with a high level of satisfaction will be more involved and interested in the results of his job performance, share corporate goals and the values of the corporate culture.…”

“…Previous studies, which have accumulated data on job satisfaction in different occupational samples (medical staff, teachers, psychologists, managers, private entrepreneurs, etc. ), have shown that parameters of some JSQ scales and the overall index of satisfaction vary depending on working conditions or organizational space in which activities are carried out (Glavinska et al, 2020), as well as according to job title (Gura & Veldbrecht, 2021). This contribution has allowed specifying these differences and using them as a basis for planning psychological interventions.…”

“…Задоволеність роботою зазвичай асоціюється з професійним успіхом та лояльністю до організації-роботодавця. Цей зв'язок підтверджений у численних теоретичних моделях та емпіричних дослідженнях (Kumari, 2011;Dik et al, 2013;Glavinska et al, 2020). Логічно очікувати, що людина з високим рівнем задоволеності буде більш залучена та зацікавлена в результатах своєї праці, поділяти цілі орга-нізації та цінності корпоративної культури.…”

“…Попередні дослідження, в яких накопичені дані щодо проявів задоволеності роботою в різних професійних вибірках (медичного персоналу, вчителів, психологів, менеджерів, приватних підприємців, тощо), показали, що параметри окремих шкал ОЗР та загальний показник задоволеності відрізняються залежно від умов праці або організаційного простору, в яких здійснюється діяльність (Glavinska et al, 2020), а також відповідно до посадового статусу (Гура, Вельдбрехт, 2021). Наша робота дозволила деталізувати ці відмінності і використати їх як основу для планування психологічних втручань.…”

Applying coaching technologies in professional self-development of socionomy specialists in supporting families that have children with special needs

“…The main features of socionomy specialists include value orientations, interpersonal communication and emotional regulation skills, conflict avoidance skills, moral and volitional qualities, tolerance, creativity (Pankevich, 2018). Professional self-development and the resulting professional self-fulfilment of specialists evidence their competence, self-acceptance and psychological wellbeing (Glavinska et al, 2020). The importance of motivating socionomy specialists to build a successful professional career, gaining practical experience based on self-development is noted (Spivak et.…”