Ecology of psycho-emotional climate in labor collectives: Factors, problems and prospects of development

• Published in: Eurasian journal of biosciences Vol. 13; no. 2; pp. 2027 - 2032
• Main Authors: Tsabolova, Olga R, Cherdymova, Elena I, Ilyin, Alexey N, Zhukova, Marina A, Tsopanova, Indira G, Krasnova, Lidiya N, Mashkin, Nikolay A, Bugaeva, Tatyana K
• Format: Journal Article
• Language: English
• Published: Izmir Foundation for Environmental Protection and Research, Çevre Koruma ve Araştırma Vakfı (ÇEVKOR) 01.01.2019
• Subjects: Aggressive behavior; Economic indicators; Emotions; Employees; Mobbing; Mood; Productivity; Psychologists; Society; Subordination; Russia
• ISSN: 1307-9867

Relevance of the study. In the conditions of modern transformation of the labor system, interest in such a phenomenon as the ecology of the psycho-emotional climate is constantly growing. In modern society man the greater part of his life spends at work, so comfortable conditions of labor are extremely important for reaching achievements by the individual of goals set, enforcement of tasks and the advancement on the career ladder. All of this can be achieved if provided, that the employee is in the favorable for him emotional state, which in turn is created by the ecology psycho-emotional climate in collective in a whole. The aim of the study is to study mobbing as a factor affecting the ecology of the psycho-emotional climate in labor collective. The research is based on qualitative methodology. The leading method for the study of this problem is the interview method, which allows identifying the causes of mobbing as a negative socio-psychological phenomenon in labor collectives, significantly affecting the ecology of the psycho-emotional climate and thereby affecting the effectiveness of any organization. The article deals with theoretical and methodological aspects of the phenomenon of ecology of psycho-emotional climate in labor collective. The theoretical foundations of the concept of mobbing are studied. The influence of mobbing on the ecology of the psycho-emotional climate of labor collective is analyzed. The novelty and originality of the study lies in the fact that the ecology of the psycho-emotional climate of labor collective is considered. It is revealed that the negative processes and attitudes expressed, in particular, in mobbing contribute to a decrease in labor productivity and economic indicators of the organization. It is determined that positive relations of employees form a favorable organizational climate; contribute to the accumulation of social capital, which, in turn, leads to increased productivity and profits of the organization. The main characteristics of mobbing, as constantly recurring negative actions of individuals or groups of people for a long time are allocated (aggressive, violent behavior, communicative attacks on various spheres of social relations, the escalation of the existing conflict in the form of active attacks and self-defense). It is shown that in a team where mobbing is present, the ecology of the psycho-emotional climate is violated, which means: this team is not cohesive and each of the team members is not interested in communicating with colleagues and in their work, they are less favorable to their professional activities and their colleagues, they do not maintain friendly relations with colleagues and begin to burn out emotionally. It is revealed that in the team, where there is no mobbing, there is a positive picture of relations among colleagues who are positive about their work in General and to their team. It is determined that mobbing, and subsequently deteriorating ecology of psycho-emotional climate in the team, leads to a decrease in labor efficiency and economic indicators of the organization, the emergence of new conflicts, lack of subordination, staff turnover, deterioration of the reputation of the organization and so on. It is revealed that mobbing in the team and negative psycho-emotional climate lead to global problems and costs of the organization, and therefore this problem requires a thorough study of the mood of the team, setting up feedback from employees, maintaining positive relationships in the team and preventing the emergence of mobbing.