Open Library - an open library of educational information. The impact of increasing the amount of insurance compensation on deposits of individuals on the growth of the deposit base of the Russian banking system Table of operationalization of the concept of employment factors
Let us turn to the interpreted concept of “part-time work” and identify the main structural elements in it.
Structural operationalization.
Availability of part-time work (an employment contract has been concluded, not a civil contract): internal part-time workers (permanent (full-time)); external part-time workers; forced combination.
External part-time jobs: part-time jobs are related to the subjects taught; part-time work is not related to the subject taught.
Forced part-time work is a long-term (from an academic year or more) combination of teaching activities in several educational institutions.
Factorial operationalization.
Attitude towards combining teaching activities in several educational institutions: with pleasure and professional interest; forced inconvenience due to current circumstances.
Professional interest: reading applied courses and working at graduate departments; considerations of prestige; desire to gain experience and improve your rating.
Circumstances: low wages; weak material and technical base of the university; the need to conduct research work.
Prestige of teaching activity: high, average, acceptable, low, very low.
The level of monthly income that would allow you to meet basic needs: more than 40,000 rubles; from 25,000 to 40,000; from 15000 to 25000; less than 15000.
Intensity of teaching work: very high; high; average; low; very low.
Let us turn to the interpreted concept of “wages” and identify the main structural elements in it. There are two of them:
1. Cash reward;
This is the first level of structural operationalization. To get the complete structure of the key concept, you need to describe the second level.
According to the Modern Economic Dictionary, monetary remuneration is the monetary payment of workers in the form of wages and bonus payments, depending on the quantity and quality of work.
In the first level element “monetary reward”, several of its components can be distinguished:
1. The amount of wages;
2. Bonus payments;
3. Number of hours of labor.
As part of this study, we will consider the amount of wages depending on its form (there are many more forms of wages, but in the context of teaching, it makes sense to consider only these three):
1. Official salary;
2. Tariff scale (rate);
3. Established by contract.
Official salary - monthly salary, wage rate provided for persons holding this position.
A unified tariff schedule is a system of differentiation of wages depending on the qualifications of the employee and the nature of the work performed; obligatory for all organizations of the Russian Federation that receive budgetary funding.
An employment contract is an agreement concluded between an employer and an employee in writing for a certain period or for the duration of a specific job (contract). The rights, duties and responsibilities of the parties, payment terms and labor organization are established independently by the parties to the agreement. The contract may provide for a variety of benefits to create additional incentives to work. When the contract expires, it is automatically extended for an indefinite period, unless either party has requested termination of the employment relationship.
Now we can move on to the final stage of the logical analysis of the key concept - to factor operationalization.
The amount of wages, according to the law, has a clearly established minimum (minimum wage = 2300 rubles) and has practically no limit to growth. I would like to note on my own that this is not the case for a teacher at a state university, where there are salary limits and relatively low ones.
Premium payments are additional payments and incentive allowances. There are a lot of them.
The determining factor underlying one of the groups reflects the age of the teacher and the field of activity after receiving higher pedagogical education. Additional payments to young specialists in order to strengthen the staff of teaching staff: during the first 3 years of work; having a diploma with honors, during the first 3 years of work.
The number of hours of classroom, educational, methodological and scientific work directly depends on the academic degree, academic title of the teacher, position held, and the availability of part-time work.
Academic degree: Candidate of Sciences and Doctor of Sciences.
Academic title: associate professor and professor.
Position: dean of the faculty, head of the department, professor, associate professor, senior lecturer, lecturer, assistant.
According to the Modern Economic Dictionary, labor is a conscious, energy-intensive, generally recognized as expedient activity of a person, people, requiring effort, the implementation of work; one of the four main factors of production.
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3.2.2. Organization's HR strategy
3.2.2.1. Purpose and purpose of the HR strategy in the organization
Human resource management strategy is directly related to those personnel decisions that determine a significant and long-term effect on the employment and development of employees to achieve the strategic goals of the organization. The purpose of the personnel strategy is to transform the overall strategy of the enterprise and implement independent actions in the field of personnel to expand, maintain and use human resources. Thus, the target value of personnel strategy follows from the dual nature of human resources: on the one hand, these are opportunities, but at the same time they are limitations for the existing strategy of the enterprise and its future changes.
The presence of a personnel management strategy in an organization means that:
– the attraction of employees, their use and development are carried out not spontaneously, but purposefully and thoughtfully, in accordance with the mission and long-term development goals of the organization;
– responsibility for the development, implementation and evaluation of long-term goals in the field of human resource management is assumed by senior managers of the organization;
– there is a relationship between the long-term goals of human resource management and the development strategy of the organization as a whole and its individual components.
Target strategic personnel management – ensuring a coordinated and adequate state of the external and internal environment, forming the organization’s labor potential for the coming long period. Strategic personnel management is the management of the formation of an organization's competitive labor potential, taking into account current and upcoming changes in its external and internal environment, allowing the organization to survive, develop and achieve its goals in the long term. Strategic personnel management allows you to solve the following tasks:
– providing the organization with the necessary labor potential in accordance with its strategy;
– formation of the internal environment of the organization in such a way that the internal company culture, value orientations, and priorities in needs create conditions and stimulate the reproduction and implementation of labor potential and strategic management itself;
– resolving contradictions in matters of centralization-decentralization of personnel management. One of the foundations of strategic management is the delimitation of powers and tasks in terms of both their strategic nature and the hierarchical level of execution.
3.2.2.2. Basic approaches to determining personnel management strategy
There are different options for interaction between the personnel management strategy and the organizational strategy of which it is part. In accordance with this, three main approaches to explaining human resource management strategy are defined, differing in the degree of connection to business strategy:
– option 1. Strategic personnel management (personnel strategy as an independent functional strategy);
– option 2. Strategy-oriented personnel management (“branched” personnel strategy);
– option 3. Strategically oriented personnel management (resource-oriented personnel strategy).
Under strategic personnel management refers to future-based observation, analysis and planning of the quantitative and qualitative composition of personnel, carried out within the framework of strategic or long-term personnel planning. This most often means long-term oriented planning, which does not differ significantly from the “normal” or traditional definition of the organization’s long-term personnel needs.
According to the position of R. Bünner, work with personnel is determined by the protective role of personnel management, which can only respond to organizational decisions, but does not take part in their development. It is content with the perception of administrative tasks related to the calculation of wages and income, tariff and social law. This means that personnel activity is understood in this case as primarily a sphere of social and human interests, which, in turn, take little account of the principle of economic efficiency. In this role, the personnel service functions independently of the business activity of the enterprise.
Strategy-oriented personnel management. Human resource management strategy is a dependent derivative of the strategy of the organization as a whole. This means that strategy-oriented personnel management (SBHR) uses only derived activities to implement an already developed strategy. Employees of the personnel management service (as a subject) adapt to the actions of management, subordinate to the interests of the overall strategy.
The features of MEAs are defined in the Michigan and Harvard concepts of strategic human resource management.
According to Michigan Concept of Strategic Human Resource Management HR strategy (in this sense) comes from organizational strategy and, as a functional strategy, is limited to only partial phases of strategic management.
The concept supported by many authors contains a version of the integrative relationship between enterprise strategy, organizational structure and human resource management (Fig. 3.3). In this case, time and content priorities are given to the enterprise strategy. The role of the organizational structure and personnel strategy is to provide input into its implementation.
Rice. 3.3. Michigan Framework for Strategic Human Resource Management
The functions of personnel (personnel management) as an object within the framework of strategic analysis and forecast, as a decision-making criterion and as a determinant for formulating a strategy are not included in the thematic area of the concept. Accordingly, the application of the Michigan Concept is limited. In table 3.4 shows the subordination of areas in personnel strategy and operational work with personnel to strategic organizational behavior.
Theoretical and empirical interpretation of concepts. An important procedure in sociological research is the comparison of theoretical provisions with empirical data for the purpose of: further empirical substantiation of hypotheses. To solve these problems, special logical operations are used.
Disclosure of the content of a concept can be complete only if its interpretation is carried out in two directions: comparison of this concept with other concepts (theoretical interpretation of the concept) and comparison of it with observational and experimental data, i.e. with empirical data (empirical interpretation of the concept ); In the first case, the theoretical content of the concept is revealed, in the second, the empirical content.
The empirical interpretation of concepts isa specific procedure for searching for empirical meanings of theoretical terms.
Not all elements of a theoretical system are subject to direct empirical interpretation, through designation rules, but only individual terms and sentences, which act as representatives of the system as a whole. The remaining terms and propositions of the system receive an indirect empirical interpretation. Indirect interpretation is carried out using logical connections (through inference rules) of terms and sentences of the system with directly interpreted terms and sentences.
One of the designation rules is the operational definition. An operational definition is the disclosure of the meaning of a theoretical concept through the indication of that experimental operation, the result of which, accessible to empirical observation or measurement, indicates the presence of the phenomenon expressed
in concept. In the simplest case, this is an indication of an empirical indicator indicating the presence or absence of a phenomenon expressed in a theoretical concept. Often operational definitions are formulated in the form of certain quantitative dependencies.
From an ontological point of view, an empirical indicator is an observable and measurable phenomenon that is used to indicate the presence of another phenomenon that is not directly observable and measurable. Observation and measurement are thus carried out through a system of specially developed empirical indicators that allow one to compare theoretical positions with empirical data. Such a system is developed within the framework of a separate sociological study and is directly related to its goals and objectives. Thus, the sociological concept of attitude to work cannot be subjected to direct empirical interpretation. It can only be interpreted indirectly. It can be decomposed into three components, which are intermediate concepts on the way to direct interpretation: attitude to work as a value, attitude to one’s profession, attitude to this work at a given enterprise.. The last of these concepts - attitude to work - can also be decomposed for a number of characteristics. These are objective characteristics of the attitude towards work (labor productivity, work initiative, work discipline) and subjective characteristics of the attitude towards work (value orientations of the individual, structure and hierarchy of motives for activity, state of job satisfaction). These concepts can already be subjected to direct empirical interpretation through operational definitions.
For each concept, you can specify empirical indicators and a system of research tools for recording them. For example, an empirical indicator of value orientations - opinion - is recorded using a survey (interview, questionnaire), and an indicator of initiative - the number of rationalization proposals - is recorded by simple counting. Thus, the choice of an empirical indicator depends both on the concept being interpreted and on the research tools (observation and measurement instruments) that the sociologist has at his disposal.
The boundary of operational definitions. Operational definitions do not reflect the full meaning of a theoretical term in sociological theory. Moreover, not all concepts are even partially operationally defined. The same theoretical concept can receive several empirical interpretations. This means that it has different operational criteria for application that work in different research situations. The theoretical concept itself has some meaning independent of operational definitions and not expressed in them.
The initial concepts with which sociologists, as a rule, deal, are already somehow defined through non-operational definitions. The latter only complement them, making it possible to begin research. The peculiarity of operational definitions is that they are limited to the area of sensory data of observation and experiment. This is their advantage and disadvantage. The advantage is that they enable the researcher to rely on observation and experiment as special types of scientific practice. The disadvantage is that they do not reveal the entire content of scientific concepts and must be supplemented with other definitions.
Operationalization of concepts in sociological research. ABOUToperationalization of concepts is a specific scientific procedure for establishing a connection between the conceptual apparatus of research and its methodological tools. This is not only a transition from one type of knowledge to another, theoretical to empirical, but also a transition from one means of obtaining knowledge to another, from the conceptual apparatus of research to its methodological tools.
Regardless of the subject of research, be it management and planning, the social development of the workforce, the social structure of Soviet society, the vocational guidance of youth, public opinion or lifestyle, any program associated with the application of measurement and experimental methods will require an operationalization procedure. Moreover, this procedure is a prerequisite for constructing a system of social indicators - an extremely important task for sociologists associated with solving practical problems of planning and forecasting social phenomena and processes
Operationalization of concepts is not identical to operational definitions. An operational definition is, first of all, a logical procedure, an indication of the empirical meanings of theoretical meanings, a mandatory prerequisite for empirical research associated with testing a hypothesis, its confirmation and refutation. The operationalization of concepts includes an experimental situation and is not only a logical procedure. This is the development of new means of recording data - indices and scales, what can be called a methodological experiment. This is a search for empirical indicators, not their use.
The procedure under consideration consists of the same operations as the procedure for constructing a research instrument. Thus, when constructing an index, the following operations are carried out: translating the concept into indicators (both operational and non-operational definitions are used, for example descriptive); converting indicators into variables (selecting the type of scale and, if possible, units of measurement); transferring variables into an index (selecting an index construction technique); index assessment (indices are calculated for reliability and validity). The simplest example is the group cohesion index, which is the ratio of the number of mutual positive choices to the number of all possible choices made in the group. The concept of group cohesion is defined through an empirically recorded indicator - mutual elections - and a means of registration - simple counting.
Many practicing sociologists imagine the translation of concepts into indicators as a listing of a complete set of features that characterize the object being studied. It is sometimes believed that the result Such a translation must have a set of essential features. However, to form a system of empirical indicators does not at all mean to find a set of characteristics, even significant ones.
The indicated interpretation of the procedure for translating concepts into indicators, firstly, leaves out of sight the problem of means of recording the characteristics of the object under study and thus does not provide the possibility of collecting empirical data, and secondly, it significantly simplifies the structure of often quite complex sociological concepts, reducing it to set of features. However, to form a system of indicators means to indicate not only empirical indicators (which in sociological research can be significant or distinctive features), but also the means of fixing them - indices and scales. In addition, to construct a system of indicators of complex sociological concepts, the development of an intermediate conceptual model is required, in which each abstraction appears not as a set of distinctive features, but as a set of essential relationships.
Conceptual model. When constructing a conceptual model, a sociologist does not always rely on the concept of the object being studied, carefully developed on the basis of an existing theory. It may be that there is no theory yet and the question of its creation is just being raised. Then the sociologist can rely on a working concept that he has specially constructed, which in the process of further research can be rebuilt several times before taking on its final form and fulfilling the functions of a theory. In addition, he can rely on his purely intuitive ideas, which are revealed precisely during the construction of a conceptual model and can later be formalized into a working concept.
The conceptual model consists of intermediate abstractions that form a certain hierarchy and mediate the connection between the original concept and the system of indicators. The translation of the original concept into a system of indicators is carried out by transforming the conceptual model into an operational one, consisting of empirical indicators. Indicators in this case represent ideal objects of operation, replacing real objects of operation - fragments of reality, endowed with experimental functions of measuring instruments and representing the object under study in a research situation. The operational model can be transformed into a mathematical model consisting of classification, comparative or quantitative variables. Manipulating V In the process of research using an operational and mathematical model, the sociologist receives data that allows him to expand the conceptual understanding of the object being studied and thereby provide feedback to the original concept.
Let us give an example from modern practice of sociological research. In the all-Union study Indicators of Social Development of Soviet Society, a conceptual model is introduced that captures the processes of social development of a society of mature socialism according to such defining communities as the industrial working class and the engineering and technical intelligentsia. At these objects, the objective laws of the functioning and development of socialist society and the mechanisms of their action can be traced.
The conceptual model of the subject of research is an indicator of its scientific development and validity. Where the researcher starts from a meaningful conceptual model, the most sociologically significant results are achieved.
The mechanism of action of social laws ultimately reflects the interaction of all the basic and superstructural factors of a socialist society, its productive forces and production relations (Diagram 2).
The development of the social structure of society under socialism is a controlled, systematic process carried out within the framework of the economic, social, and cultural policies of the state, determined for the long term.
Social policy can have both direct and indirect effects on the social structure. The direct impact is associated with major social transformations and leads to a radical change in the social nature and appearance of classes and social groups. The indirect impact is carried out through a systematic and gradual change in the entire system of production, political and ideological relations that determine the living conditions and activities of socialist classes and social groups.
Systematically influencing the living conditions and activities of classes and social groups, society has a significant influence on the family and individual included in these groups, although the degree and effectiveness of this influence depend on many individual factors, and primarily on the system of needs and orientation of the family, given individual.
Community Development Management
Economic, social, cultural policy
Changing the social structure of society
Industrial and other social relations
Productive forces
The rapprochement of classes and social groups
Socio-economic, political, cultural, educational conditions
Technical, technological and organizational conditions of production
Social conditions of life, activity and motivation of social groups
Personality, living conditions and activities. System of needs and orientations
SCHEME 2
In the process of changing the social structure and bringing together social groups through the development of productive forces and production relations, the following directions can be distinguished: changing the content of labor (its subjective and objective elements - the development of the labor force itself, the structure of work positions, the technical basis and functions of labor); changing the social nature of labor (reducing the socio-economic heterogeneity of physical and mental labor), changing the conditions of political, cultural, educational activities of social groups.
The system of activity (material and spiritual), conditions of activity (production and non-production), needs and assessments (orientation) of a social group forms in its totality a mechanism through which the social group perceives the systematic impact of society and reacts to this impact.
Changes in the social structure and strengthening of integration processes are influenced by the systematic development of productive forces and the material and technical base of a socialist society. The development of the material and technical base is an integral part of expanded social reproduction, which manifests itself in the form of development and changes in technical and technological working conditions.
Another direction of influence is the system of social relations. V.I. Lenin distinguishes between material social relations and ideological ones. Material relations include production and everyday relations, ideological relations include political, cultural and other relations. On the basis of social relations, a whole set of socio-economic and cultural conditions of life is formed. These are, first of all, socio-economic and moral-psychological working conditions, conditions of political, non-production, cultural and other activities.
The totality of technical, technological and socio-economic conditions of work, life, and culture is the foundation on which the life activity of a particular social group is based. Living conditions, the activity itself and the social needs of the group interconnected with them cover in their totality the way of life of classes or a social group.
The last level of consideration is the personality with its system of needs and orientation. The impact of socialist society on the individual is mediated by a whole system of socio-economic, technical and technological conditions, the way and quality of life of the social group towards which the individual is oriented. An individual’s satisfaction with his work and social position is determined by the system of his needs and orientation and determines, in turn, the mechanism for choosing a profession and social group, staying in his own layer or moving to other layers. In its entirety, the social activity of individuals is manifested in the activities of a social group, carried out in three directions - production, socio-political and non-production (including everyday life, culture and education).
The activities of a social group have a reverse impact on technical, technological and socio-economic conditions. It is carried out:
a) at the level of the group itself as self-change in the production, social, political and cultural conditions of its activities;
b) at the level of a larger social division of labor as a change in the content of physical and mental labor;
c) at the level of social reproduction as a change in the technical and organizational content and socio-economic nature of the labor of a specific social group.
Social reproduction is carried out with close interaction of all basic social processes - economic, demographic, political and ideological. These processes, regulated by the social management system, are aimed at overcoming significant social differences and the full development of social integration.
The social development of the working class and intelligentsia acts as the resulting process of social management and activity, social activity of groups and individuals, their changes in the process of revolutionary practice of communist construction.
Hierarchy of indicators of social development. Indicators of the functioning and development of society together constitute a system of social planning indicators. The latter is divided into indicators of social goals (control), indicators of social means and resources, indicators of social efficiency (final). The same system can be deployed across levels of management and structure of society. Then it takes on the following character (Scheme 3).
|
Managing the development of society. Goal indicators (control) | |
|
Productive forces and social relations. Funds indicators | |
|
Regional-industrial level. Resource indicators | |
|
Settlement level (city - village), labor collective |
Indicators of social conditions, activities, motivation |
|
Social indicators development on team levels, region, society |
|
|
Final indicators of the effectiveness of social development management |
SCHEME 3
I. Managing the development of society. At this level, decisions are made on long-term and medium-term (directives of congresses, laws, plans for economic and social development) strategic goals for the development of society. In policy documents, indicators of development goals are formed in quantitative terms as benchmarks for the five-year plan on a national and regional scale. ,
II. Level of development of productive forces and social relations. All creative activities of the CPSU and the Soviet state are aimed at the systematic and proportional development of the scientific material and technical base of society and objectively established social relations as the basis for the functioning and development of classes and social groups. Historical experience shows that the planned and proportional development of productive forces and production and other social relations corresponding to their level is the key to social development and the progressive rapprochement of classes and groups. The conceptual model distinguishes four categories: productive forces (correlated with the content of labor); production relations (correlated with the nature of labor, forms, property, division of labor); everyday relationships (correlated with social types of family); other social relations (political, legal, educational, cultural, etc.). Indicators of means of development, which are contained in all-Union statistics, are grouped into selected blocks (such as, for example, the degree of mechanization and automation of production, the distribution of the employed population by type of ownership, the division of classes and social groups by gender and type of occupation, their average real income, budget their families, participation in public administration, level of education and cultural consumption, etc.
III. Level of regional and sectoral development. At this level, it is not the average statistical indicators of the country that come into play, but those differentiated by region and industry. This differentiation is due to the historically established and historically overcome uneven development of the material and technical base of industries and the socio-economic, material, everyday, cultural and educational development of the country's regions. Significant deviations of differentiated indicators from the indicators of the average all-Union level require consideration of them as indicators of development resources that require either significant intensification or stabilization. For each indicator of development resources, three levels can be distinguished - minimum, average (across the Union) and maximum (characteristic of the most socially advanced regions of the country). Movement in time from the minimum to the maximum level reveals, in the strict sense of the word, the resources of social development.
IV. Level of settlements and labor collectives. At this level, the following indicators are highlighted: technical and organizational content of labor (development of the workforce, expressed in qualifications and quality of preparation for work; requirements of the working position for the expenditure of labor - physical and mental; creative and routine, organizational and performing labor costs; technical basis of labor - manual, mechanized, automated; labor functions in relation to material or information production systems); socio-economic content of labor (wages, public funds); social and hygienic content of work (comfort of the environment, severity of work); social and living conditions (consumption, housing, structure of non-working time), political and cultural conditions (socio-political, educational, cultural).
V. Level of the primary social group. At this level (team, family); indicators of the conditions of activity and motivation are identified, disclosed in the concepts of production, non-production, socio-political and cultural-educational conditions of activity and motivation. Movement along levels I - V represents a model of the social mechanism of the indirect influence of society as a whole on a social group down to its primary cell. This model also determines the social development of the group, when the impact is aimed at systematically changing the entire set of productive forces and social (material and ideological) relations.
VI.Personality level. Social relations include the actions of real individuals and are made up of them. The personality is the link between the mechanism of functioning of a social group and the mechanism of development of a social group. The individual finds certain social relations and is included in them. The moment of inclusion of a personality presupposes its choice, its activity, its movement through the cells of the social structure. Changes at the level of the individual in the process of its development are summarized in changes at the level of the social group.
The structure of personality orientation consists of an orientation to the content of work, determined by external objective circumstances and subjective attitudes, the activity or massiveness of the individual, creative or other tendencies, an orientation either predominantly towards social results, or predominantly towards personal advancement and well-being; on the same grounds, one can distinguish between orientations in consumption, socio-political activity, culture and education.
VII.Level of development of a social group. The mechanism of goals, means and resources of social influence on a group focuses on changing the structure of the individual, his system of needs and orientation. The cumulative result of these influences and changes is the social development of the group, which manifests itself as the development of its qualification and professional structure, improvement of material living conditions, increase in social activity, and rise in cultural and technical level.
VIII. Level of development and rapprochement of social groups. Changes in the characteristics of social groups (VII level) are aggregated at this level into larger indicators: indicators of the social structure of groups (vertical and horizontal) and its changes; indicators of intergroup social movements; indicators of the degree of convergence of social groups, etc.
IX.Level of development of the social structure of society. Integral indicators of development and rapprochement of social groups characterize changes in the social structure of society as a whole, increasing social homogeneity.
X. Management of social development. This level is the output and input of the entire dynamic social system of mature socialism. At this level, all the vast experience of social development is accumulated and corrected. Taking into account the final indicators of development efficiency, strategic program goals are again set or clarified. The effectiveness of the work of both the highest level of management and planning at the level of a region, industry, settlement, and workforce depends on the completeness of social development indicators.
This is a necessary, fundamental stage in the development of research methodology. It allows you to solve the following tasks:
1. Identify those aspects of theoretical concepts that are used in this study.
2. Conduct an analysis of practical problems at the level of theoretical knowledge and thereby provide a scientific basis for its results and recommendations.
3. Ensure measurement and registration of the phenomena being studied using quantitative, statistical indicators.
Interpretation (interpretation) carried out through a series of successive stages:
1. Theoretical interpretation. The formulation of the research problem and its subject uses a number of concepts that serve as the key to the theoretical understanding of processes. The fact is that we also use many terms used in research in everyday speech: “need”, “interest”, “satisfaction”, where they may have a slightly different meaning (interpretation) - therefore, they need scientific interpretation. Here, the researcher comes to the aid of either generally accepted scientific definitions of concepts contained in reference books, encyclopedias, explanatory dictionaries, textbooks or special (scientific) literature, or - in the absence of such - logic, scientific position, life and professional experience of the researcher himself.
2. Structural interpretation. The “supporting” concepts that “set the course” of the research itself have different level of abstraction. So, if the concept of “political awareness” is quite easy to interpret, then it is much more difficult to interpret the terms “social activity”, “deviation”, “level of culture”, “lifestyle” and others. It should be noted that more general, abstract concepts fall into a number of particular concepts. Each concept must be decomposed into a number of components.
For example, the term “social activity” includes:
· social and political activity;
· labor activity;
· cognitive activity;
· activity in the field of culture.
“Job satisfaction” includes:
· satisfaction with the specialty;
· satisfaction with the content and nature of the work performed;
· satisfaction with moral and material incentives;
· satisfaction with relationships in the team;
· satisfaction with relationships with management;
· holistic emotional state, relationships, etc.
3. The structural interpretation continues factor interpretation, i.e. it is necessary to determine the system of factors influencing the described phenomenon, process, and therefore, to isolate the system of connections of the studied object with external objects and its subjective characteristics.
Factors call a set of social conditions and circumstances that, through their combination or interaction, form a significant cause of a particular change. (Sometimes identifying factors is appropriate already at the stage of preliminary description of the object).
Factors there are:
1. By the nature of the influence on the phenomenon:
1.1. Direct – directly affect the attitude towards work.
1.2. Indirect – indirectly influence the attitude towards work.
2.1. Objective – in the case of attitudes towards work – these are incentives, the location of the enterprise.
2.2. Subjective – associated with the experience of external conditions, such as work.
General factors attitude towards work Specific
(socio-economic (profession,
conditions, lifestyle, industry,
standard of living) labor content)
Thus, a preliminary systematic analysis - modeling of the problem under study(i.e., already at the preliminary stage of analysis we must find out what the phenomenon or process depends on and describe it in hypotheses!!!).
Target direct social research - only test hypotheses research: are theoretical conclusions and developments confirmed in practice - perhaps find out the strength influence of various factors on the process, their stability, etc.
Example: investment behavior (structural operationalization) includes:
· investment attitudes (potential behavior) – expectation, motivation;
· real behavior - investment structure (investment objects - financial companies, pension funds; nature of investment - in terms of timing, frequency, volume).
Investment behavior (factor operationalization) includes:
1) Personal (subjective) factors:
· socio-demographic characteristics (gender, age, marital status);
· level of awareness (sources of information, interest in it);
· legal culture;
· attitude towards investment objects (image of funds and financial groups).
2) Objective factors:
· market conditions;
· activities of investment objects;
· state and legal factors (investment legislation, protection of investors’ interests, etc.).
Final goal - as fully as possible describe the subject being studied in concepts and indicators.
4. The next stage of logical analysis is empirical interpretation and operationalization of concepts.
The main thing here is that the concepts included in the hypotheses are related to phenomena accessible observation, measurement, recording and analysis.
At this stage the translation occurs quality concepts in quantitative. This procedure is associated with the search for facts that could serve as a numerical (quantitative) characteristic of a phenomenon or process. These include: various objects, events, acts, actions (real, potential, objectified), assessments and judgments of people. Such facts are called indicators.
It should be noted that there are operational concepts that themselves play the role of indicators (gender, age, nationality, professional affiliation, etc.), but there are also operational concepts that require not one, but several indicators. For example:
Attitude to work
The process of operationalization is associated with scaling– construction of measurement scales.
For example: satisfaction level:
Scales can be nominal, ordinal (rank), or interval. There are modifications of them (see for yourself!!!).
The logical structure of the questionnaire is usually described in the following table:
End of work -
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