The dissertation is devoted to the theoretical analysis and generalization of
approaches to the understanding and study of socio-psychological features of the
mental health of employees of commercial organizations, the development of socialpsychological
technologies for preserving the mental health of employees of
commercial organizations
The dissertation analyzed the concept of "organization", which, on the one
hand, is defined as an association of people who together try to implement a defined
program or mission, acting in accordance with defined rules and procedures; on the
other hand, it represents a dichotomy of processes or actions that improve the
connections between parts of the whole, the internal coherence of individual parts
of the whole.
The concepts of "mental health", "mental health" and "psychological health"
were differentiated. Mental health is defined as a complex psycho-emotional state
of a person, which includes his emotional stability, ability to adapt to various life
situations, as well as the level of satisfaction with life. This concept implies
individual resistance to stress and the ability to solve psychological conflicts and
problems. A healthy mental state is determined by the presence of psychological
stability and the ability of an individual to have positive interpersonal relationships.
An important characteristic is also the ability to effectively self-regulate emotions
and reactions to stressful situations.
Two groups of factors have been identified that have an impact on the
psychological health of the personnel of organizations: psychosocial and socioeconomic.
Social and psychological factors of employees of commercial organizations
are singled out: psychophysiological component: presence / absence of physical
discomfort; presence / absence of pain; presence/absence of physiological conditions
(disorders of heat exchange, disorders of internal organs, disorders of cognitive
function); sensitivity to external stimuli; features of sleep; stress level; psychoemotional
component: psycho-emotional states (calm – emotional tension –
emotional exhaustion – disorder); the ability to regulate one's own emotions;
effective coping strategies for overcoming stressful situations; constancy of selfperception
and self-esteem; the ability to rest and maintain a "work-rest" balance;
social component: the ability to build friendly and trusting relationships with others,
in particular at work; communication skills; in work, they also include the
personality of the manager/leader, the atmosphere in the work team, social relations
outside the workplace, etc.; financial component: salary level, bonuses, additional
payments; the possibility of additionally paid rest and sabbatical (long rest to restore
strength and working capacity, which is covered by the employee at the expense of
the company); additional benefits: paid lunches, covering expenses for visiting the
gym, payment of medical insurance, etc.; ergonomic component: convenience of the
workplace, temperature, lighting, acoustics, availability of relaxation and rest areas,
availability of everything necessary for the performance of work tasks; professional
component: the possibility of self-realization, career and professional growth,
satisfaction from one's own professional activity, work productivity, work
efficiency, motivation; the presence or absence of such phenomena as presenteeism,
absenteeism and leveeism.
The state of mental health of employees of commercial organizations was
studied by measuring indicators that determine its social and psychological
component.
Types and tools of psychological intervention aimed at supporting and
improving the mental health of employees of commercial organizations are singled
out, in particular: psychological counseling and coaching, group trainings and
seminars, stress management programs, implementation of a health support system,
creation of a supportive work environment, programs on leadership training, use of
digital tools, social support and corporate culture, flexible schedule and remote work
policy, investment in training and development. In addition, training can include the
development of stress management skills, emotional intelligence and
communication skills, which help employees cope more effectively with challenges
and reduce stress levels. For example, conflict management training can help
employees resolve disputes more effectively and maintain a positive work climate.
Social-psychological support was developed and training of skills and abilities
was tested to improve the mental health of employees of commercial organizations,
taking into account the components of mental health and their criteria, which were
studied during the empirical stage of the study.
