The authors analyze the concept of human capital in its modern understanding. The article shows that high human capital does not provide significant rates of economic development but makes it ...possible to increase the welfare of citizens, GDP per capita, the volume of high-tech exports, as well as exports of services. The authors analyze human capital and human potential of the territories of LPR and DPR that joined Russia in 2022. It is shown that the regions have a fairly high human potential: residents of 4 new subjects of the Russian Federation are distinguished by a high level of happiness, they are characterized by developed traditional and labor values, work occupies a significant place in their lives. There is a high level of rejection of offenses. However, the study revealed a low level of interpersonal trust.
Personal growth initiative (PGI), defined as being proactive about one's personal development, is critical to graduate students' academic success. Prior research has shown that students' PGI can be ...enhanced through interventions that focus on stimulating developmental activities. Within this study, we aimed to investigate whether an intervention that stimulates development in the area of one's personal strengths (strengths intervention) has more beneficial effects on students' PGI than an intervention that stimulates development in the area of individual deficiencies (deficiency intervention). We conducted 2 longitudinal field experiments to investigate the effects of the 2 interventions on students' PGI (Experiment 1) and the potential mediating role of psychological capital (PsyCap) in this regard (Experiment 2). In Experiment 1, 105 (N = 105) university students participated in either a strengths intervention or a deficiency intervention. Results indicated that the strengths intervention increased the students' PGI in the short but not in the long term, whereas the deficiency intervention did not affect PGI. Ninety students (N = 90) participated in Experiment 2, in which we slightly refined both interventions by putting a stronger emphasis on the ongoing development of strengths (strengths intervention) or correction of deficiencies (deficiency intervention) by adding posttraining assignments. Results suggested that participating in both interventions led to increases in PGI over a 3-month period, but that these increases were bigger for the strengths intervention group. Furthermore, the relationship between the strengths intervention and PGI was mediated by hope as one component of PsyCap.
Статья посвящена исследованию проблем и особенностей в развитии человеческого потенциала национальных республик Российской Федерации, на примере Дагестана и Тувы. Наблюдения и выводы основаны на ...анализе статистических данных и экспертных оценок представителей обеих республик, полученных в 2020–2021 гг. Установлено, что в своем развитии республики имеют схожие черты, прежде всего в экономической, социальной и демографической сферах (низкий уровень экономического развития, значительное число незанятого населения, высокая рождаемость) и свои особенности, связанные с этнической спецификой развития (язык, культура, религия, традиционные виды хозяйственной деятельности и т.д.).
В республиках Дагестан и Тыва развитию человеческого потенциала уделяется определенное внимание, но оно недостаточное. Это связано, прежде всего, с общей экономической ситуацией в стране и спецификой развития самих территорий. Ни в Дагестане, ни в Туве нет крупных, современных производств, что негативно влияет не только на экономическое развитие данных территорий, но и на социальную сферу. В республиках наблюдается переизбыток рабочей силы, которая остается невостребованной в экономиках регионов; эти факторы, сопровождаемые высоким уровнем рождаемости, обуславливают миграцию населения в другие регионы. Развитие частного предпринимательства тормозится несовершенством законодательства, проявлениями коррупции и теневой экономики, патерналистскими настроениями населения, неверием в социальную справедливость и др.
Негативно влияют на развитие и воспроизводство человеческого потенциала республик имеющиеся проблемы в сферах образования и воспитания подрастающего поколения (недостаточное количество дошкольных и образовательных учреждений, переполненность детских групп и учебных классов, недостаток учителей и воспитателей); в системе здравоохранения (нехватка медицинского персонала, поликлиник, больниц, аппаратуры); повседневного досуга (недостаток театров и кинотеатров, домов культуры, библиотек и спортивных сооружений); недостаток постоянного и надежного доступа к интернету в различных районах республик.
Преодоление имеющихся проблем в развитии и реализации человеческого потенциала эксперты связывают с проведением реформ в сфере управления, более последовательной борьбой с проявлениями местничества и коррупции.
Abstract
Many factors influence the health and well-being of children and the adults they will become. Yet there are significant gaps in how trajectories of healthy development are measured, how the ...potential for leading a healthy life is evaluated, and how that information can guide upstream policies and investments. The Gross Developmental Potential (GDP2) is proposed as a new capabilities-based framework for assessing threats to thriving and understanding progress in achieving lifelong health and wellbeing. Moving beyond the Gross Domestic Product’s (GDP) focus on economic productivity as a measure of progress, the GDP2 focuses on seven essential developmental capabilities for lifelong health and wellbeing. The GDP2 capability domains include Health -living a healthy life; Needs-satisfying basic human requirements; Communication-expressing and understanding thoughts and feelings; Learning-lifelong learning; Adaption -adapting to change; Connections -connecting with others; and Community -engaging in the community. The project team utilized literature reviews and meetings with the subject and technical experts to develop the framework. The framework was then vetted in focus groups of community leaders from three diverse settings. The community leaders' input refined the domains and their applications. This prototype GDP2 framework will next be used to develop specific measures and indices and guide the development of community-level GDP2 dashboards for local sense-making, learning, and application.
In this work the problem of developing organizational leadership during the period of the pandemic of coronavirus infection is reactualized. It was noted that the circumstances forced to shift the ...work of organizations into a virtual context led to new challenges and increased decentralization trends in management, the need for collective leadership. Also, such a context led to new requirements for the leaders of organizations, in particular, strengthening the level of its emotional intelligence - for a flexible response to an emergency and managing the growing emotions of anxiety of workers. On the example of the case of the educational organization, numerical indicators of emotional intelligence levels among managers and key characteristics were measured, in which the emotional literacy of the leader during the crisis period is manifested. It was concluded that the scope of the virtual reality of the activities of organizations will be expanded, and it will ensure the efficiency provided organizational leadership is developed. Organizational leadership requires a balance between EQ and IQ.
Research on posttraumatic stress disorder (PTSD) and chronic childhood abuse has revealed that traditional trauma treatments often fail to fully address the complicated symptom presentation, ...including somatic complaints, loss of awareness of one's emotional and physical being in the present moment, and overall lack of integration between the self and the body. The mindfulness-based intervention of hatha yoga shows promise as a complementary treatment, and focuses on personal growth in addition to symptom reduction. This qualitative study explored the experiences of 31 adult women with PTSD related to chronic childhood trauma who participated in a 10-week Trauma Sensitive Yoga (TSY) class, specifically examining perceived changes in symptoms and personal growth. Five themes were identified that reflect participants' feelings of gratitude and compassion, relatedness, acceptance, centeredness, and empowerment. Results and implications for research and clinical work are presented.
The original Personal Growth Initiative Scale (PGIS; Robitschek, 1998) was unidimensional, despite theory identifying multiple components (e.g., cognition and behavior) of personal growth initiative ...(PGI). The present research developed a multidimensional measure of the complex process of PGI, while retaining the brief and psychometrically sound properties of the original scale. Study 1 focused on scale development, including theoretical derivation of items, assessing factor structure, reducing number of items, and refining the scale length using samples of college students. Study 2 consisted of confirmatory factor analysis with 3 independent samples of college students and community members. Lastly, Study 3 assessed test-retest reliability over 1-, 2-, 4-, and 6-week periods and tests of concurrent and discriminant validity using samples of college students. The final measure, the Personal Growth Initiative Scale-II (PGIS-II), includes 4 subscales: Readiness for Change, Planfulness, Using Resources, and Intentional Behavior. These studies provide exploratory and confirmatory evidence for the 4-factor structure, strong internal consistency for the subscales and overall score across samples, acceptable temporal stability at all assessed intervals, and concurrent and discriminant validity of the PGIS-II. Future directions for research and clinical practice are discussed.
In the conditions of the knowledge economy, the most important source of competitive advantages of the organization is human capital. The human capital development is based on the relevant management ...culture to provide proper material and technical prerequisites for motivating both high activity culture standards and productive performance. Hence efficient organizational culture of modern business environment affects almost all aspects of the organization activities and is a must for human capital formation. The need to understand the role of organizational culture as an effective strategic tool in the management of organizational processes in the modern business environment actualizes the topic of this study and determines the goal - to analyze the significance of organizational culture in transforming human potential into human capital as a social resource that makes efficient production and innovation possible. The specified goal presupposes the setting of a number of tasks to identify the essence of such concepts as "corporate culture", "human capital" and "human potential" and to analyze their interdependence in the process of functioning and development of modern business organizations. Methodology. General scientific methods are used to substantiate the theoretical positions and reasoning of the conclusions. The system method allows to consider the nature and instrumental role of organizational culture for the manager to transform the human potential into the human capital of the organization. The results of the study indicate the complex nature of the organizational culture phenomenon as a factor in the developing and managing human capital: on the one hand, it is a tool for transforming human potential into the human capital of the organization, on the other hand, it is an integral attribute of human capital itself.
Who Rises to the Top? Early Indicators Kell, Harrison J.; Lubinski, David; Benbow, Camilla P.
Psychological science,
05/2013, Letnik:
24, Številka:
5
Journal Article
Recenzirano
Youth identified before age 13 (N = 320) as having profound mathematical or verbal reasoning abilities (top 1 in 10,000) were tracked for nearly three decades. Their awards and creative ...accomplishments by age 38, in combination with specific details about their occupational responsibilities, illuminate the magnitude of their contribution and professional stature. Many have been entrusted with obligations and resources for making critical decisions about individual and organizational well-being. Their leadership positions in business, health care, law, the professoriate, and STEM (science, technology, engineering, and mathematics) suggest that many are outstanding creators of modern culture, constituting a precious human-capital resource. Identifying truly profound human potential, and forecasting differential development within such populations, requires assessing multiple cognitive abilities and using atypical measurement procedures. This study illustrates how ultimate criteria may be aggregated and longitudinally sequenced to validate such measures.
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