«Личность: ресурсы и потенциал» | Выпуски журнала

The article presents the results of an empirical study of the relationship between values and self-regulation components in entrepreneurs. One hundred entrepreneurs (51 men, 49 women, aged 25–45) participated in the study. Diagnostic methods included: Action Control Scale (J. Kuhl, adapted by S.A. Shapkin); Volitional Components Inventory (J. Kuhl, A. Fuhrmann, adapted by O.V. Mitina, E.I. Rasskazova); Portrait Values Questionnaire PVQ-R (S. Schwartz, adapted by T.P. Butenko, D.S. Sedova, A.S. Lipatova); and Test of Life-Meaning Orientations (J. Crumbaugh, L. Maholick, adapted by D.A. Leontiev). Direct correlations were established between the components of action control, self-regulation, and meaningfulness of life (p ≤ 0.01); inverse correlations were found between action control / self-control components and the values of humility and universalism-concern, and direct correlations with societal security. The results may be used by psychologists and coaches in designing support programmes for entrepreneurs.

This paper proposes to consider identity from the perspective of an individual’s perceptions of their resources. A typology of resources is presented, identifying internal and external resources, which receive particular attention. The concept of scale is introduced, defining its depth and breadth. Its application to the resource-based concept of identity is discussed, specifically demonstrating the relationship between scale and social identity. The most pressing issues of identity are described through the lens of resources and their scale, highlighting the problems of resource limitations, sustainability, and scale distortion, and identifying some measures for addressing them. The scale of an individual’s identity in a management system and its specific challenges are also considered.

The article presents a theoretical and methodological analysis of approaches to understanding service and its place in the structure of the professional identity of civil servants. The analysis draws on Russian and foreign scholarship on service, public service motivation and professional identity. The established approaches to interpreting service in the context of public administration are examined; researchers’ views on the content of civil servants’ professional identity and the place of the value of service within it are summarised; and the interrelations between the value of service and professional identity are identified at the theoretical level. It is shown that service constitutes the value-and-meaning core of a servant’s professional identity and ensures the congruence of personal and institutional values. The conclusion is made about the prospects of empirical operationalization of the concept of «service value» in the context of the identity structure of government civil servants.

This article presents the results of a study on the managerial competence of women participating in the «Muravyov-Amursky 2030» program - an initiative designed to train personnel for the civil service and development institutions of the Russian Far East and the Arctic. The diagnostic tools employed included a 360-degree assessment, a custom-designed questionnaire to evaluate key managerial competencies, and I. Adizes’s methodology for the self-assessment of management styles. The study determined the level of competence development among female managers and characterized their overall managerial competence, including the strategies they employ in their managerial activities. The article identifies the specific competence clusters constituting managerial competence (people management, self-management, and task management), provides a detailed analysis of competence development levels, and offers an explanation for the observed trends. It also highlights the specific managerial strategies adopted by the participants. The article is of practical significance for structuring HR management and training within the civil service, refining educational programs, and taking into account the specific nature of women’s managerial competence to enhance the quality of managerial decision-making.

The article reveals the socio-political conditions for the formation and development of elite leadership potential, shows its conditionality by public attitudes and strategically significant state imperatives, and presents the author’s interpretation of the problematic field of elite leadership positioning research. Special emphasis is placed on the fact that modern professional, ideological and personal competencies, knowledge of relevant national doctrines and international conventions, mastery of the art of strategic and operational management, understanding of the geopolitical situation and adequate response to it are the leading characteristics of the quality of elite leadership potential and high efficiency of the ruling class as a whole. Elite leadership positioning is interpreted as a unity of ideological, professional, moral and image characteristics, which sets the vector of political action, determines the specifics of the formation and development of elite leadership potential, and is one of the leading stimulating factors for the progressive development of the social system. Special attention is paid to the issues of legality and legitimacy of personnel relations, the recruitment of the elite and the formation of its professional leadership qualities, continuity and enhancement of professional experience in public administration, practical mastery of political leadership qualities. Recommendations are formulated regarding the prospects for the development of the institute of elite leadership.

The article presents a theoretical analysis of how the social architectures of media environments influence the development of personal and managerial potential among media project participants. The study is grounded in a conceptual synthesis of research on personal potential, the sociology of management, media production, and platform governance. Personal potential is understood as a dynamic system of resources whose actualization depends on the nature of activity and available environmental opportunities; managerial potential is defined as a combination of personal and professional resources and a readiness to undertake and implement managerial tasks. The article distinguishes between activity-project and object-analytical uses of the concept of social architecture. A theoretical model of the social architecture of a media environment is proposed, comprising institutional, spatial-organizational, normative-semiotic, and digital components connected by cross-cutting communication mechanisms. Ideal types are identified: architectures supporting development, providing selective access to opportunities, reproducing the rhetoric of development without real mechanisms, or leading to resource depletion. The model is intended for subsequent operationalization and empirical testing.

The article proposes a framework for designing and evaluating social mobility ladders in public personnel policy. The analysis focuses not on digital platforms as such, but on the specific personnel procedures: competitive entry, assessment, inclusion in a personnel reserve or development program, appointment, and post-appointment performance evaluation. The formal part of the framework specifies the data required to evaluate a social mobility ladder: assessment noise, candidates’ trust in the procedure, rule stability, appeals, the share of subsequent appointments, and post-appointment performance. The quality of the ladder is evaluated through assessment comparability, appeals, the proportion of participants receiving subsequent appointments, and post-appointment results. The practical value of the article lies in evaluating a social mobility ladder not by the volume of applications, but by the quality of selection, appointments, and the actual performance of appointed managers.