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Psychologist
Reference:

Study of Reactions to Frustration and Ways to overcome Conflict Situations of Employees in HR Department and the Service Psychological Support

Pirozhkova Nella

ORCID: 0000-0003-4069-6172

PhD in Economics

Associate Professor, Department of Psychology, Synergy University Moscow

129090, Russia, Moscow, Meshchanskaya str., 9/14 p. 1

nella@list.ru
Other publications by this author
 

 

DOI:

10.25136/2409-8701.2023.2.39987

EDN:

VBUMPJ

Received:

16-03-2023


Published:

04-05-2023


Abstract: The subject of the research is the ways of interaction and the constructiveness of the behavior of company employees in problem situations. The purpose of the study: to study reactions to failure and ways out of conflict situations and to identify the relationship between the method of resolving conflict situations and obstacles in establishing contacts in a team. Research methodology: the methods of theoretical analysis (comparison, generalization, systematization, etc.) were used in the work; methods of psychological diagnostics; methods of statistical data processing. Results of the study: the article conducts a study on what type of reactions to failure and the way of resolving conflict situations is typical for employees of the personnel department and employees of the psychological support department working in the same company. Reactions to failure and ways out of situations that impede the activity or satisfaction of the needs of the individual are studied using the projective technique Rosenzweig Picture-Frustration Study, (PF Study), and diagnostics of "hindrances" in establishing emotional contacts are carried out using the technique of V.V. Boyko. With the help of correlation analysis, it is concluded whether there is a relationship between the method of resolving conflict situations and interference in establishing contacts in the team. The research hypothesis assumes that the majority of employees are dominated by impulsive reactions; there is no blaming others or oneself. Scope of the results: the results of the study help to draw a conclusion about the existing problems in the relationship of employees in the team and make timely management decisions within the company. Hypothesis is confirmed, and with the help of correlations, results are revealed that will help solve existing problems in the team, eliminate interference in interpersonal communication and form a favorable socio-psychological climate.


Keywords:

reactions to failure, obstacles in contacts, resolving conflict situations, psychodiagnostics, methodic of Rosentsveig, metodic of V.Boyko, conflict cases, psychological climate, Inability to manage emotions, Difficulties in the team

This article is automatically translated.

The relevance of research. At work, each employee interacts with the colleagues around him. Relationships between employees form a psychological climate within the team, if employees experience a sense of frustration or difficulty in interpersonal relationships, then this negatively affects the psychological climate in the team and the success of the enterprise as a whole.

The purpose of the study is to study the reaction to frustration and ways out of conflict situations and to identify the relationship between the way conflict situations are resolved, and hindrances in establishing contacts in the team

The subject of the study is the ways of interaction and constructive behavior of company employees in problematic situations, including in situations of frustration.The scientific novelty of the study is to diagnose the employees of the psychological support service and the HR department for the first time for this company, to identify and solve existing problems.

The competent formation of the psychological climate in the team and the selection of new employees, taking into account the psychological characteristics of potential employees, depends on the employees of this department.

Research methodology: the paper uses methods of theoretical analysis (comparison, generalization, systematization, etc.); methods of psychological diagnostics; methods of statistical data processing. With the help of correlation analysis, it is concluded whether there is a relationship between the way conflict situations are resolved and interference in establishing contacts in the team      

Research hypothesis: it is assumed that the majority of the studied employees of this company have an impunitive reaction to frustration in the direction of reactions (a frustrating situation is considered as something insignificant or inevitable, overcome over time, there is no accusation of others or oneself), and the type of reaction may be different.Introduction.

 This article investigates what type of reactions to frustration and how to resolve conflict situations are typical for employees of the HR department and employees of the psychological support department working in the same company. Reactions to failure and ways out of situations that hinder the activity or satisfaction of personal needs are investigated. If an employee experiences a state of frustration, it is necessary to trace his further reaction and ways out of this state.Many psychological scientists have been engaged in the study of frustration: N.D. Levitov, S. Rosenzweig, L. Festinger, K. Rogers, V.N. Myasishchev, A.R. Luria, N.V. Tarabrina, V.S. Merlin, A.I. Zakharov, T.V. Maltseva, I.E. Reutskaya, V.N. Astapov, etc. [1, p.23].

Frustration is a state of tension, frustration, anxiety caused by dissatisfaction with needs, objectively insurmountable (or subjectively so understood) difficulties, obstacles on the way to an important goal [2, p.119]. If the reaction of employees is extrapunitive, that is, directed at a living or inanimate environment, the degree of frustrating situation is emphasized, sometimes the situation is required from another person to resolve the situation [3, p.162], then this will worsen social interaction in the company's team.

Social interaction in the enterprise team is an internal layer of corporate culture that reflects the socio—psychological relationships in the team and is inaccessible to people who do not work at this enterprise. Social interaction for company employees is what binds them together and forces them to make certain decisions. This concept is part of the concept of "corporate culture", but only by a narrower, "inner layer" of corporate culture [4, p.61].

From the existing numerous psychodiagnostic techniques relevant to the study of this topic [5, p.20]. the projective technique of Rosenzweig's pictorial frustration and the technique of diagnosing "hindrances" (barriers) in establishing emotional contacts by V.V.Boyko were chosen.

The first technique that was proposed to be performed by the subject is the Rosenzweig Picture Frustration Study (Rosenzweig Picture Frustration Study) [6, p.151]. The methodology is designed to study reactions to failure and ways out of situations that hinder the activity or satisfaction of personal needs. Using the technique, it is possible to study such reactions to a strong stimulus as: aggression, displacement, identification, projection, fantasy, regression, apathy, suppression, compensation, fixation, rationalization [7, p.112]. The technique belongs to the class of projective tests. There are 16 situations in which an obstacle is created (stop, discourage, offend, confuse) and 8 situations in which the subject is accused of something.

The analysis was carried out according to the following parameters: each of the answers received is evaluated according to Rosenzweig's theory [8, p.65] according to two criteria: by the direction of the reaction and by the type of reaction.

According to the direction of the reaction, they are divided into: extrapunitive: the reaction is directed at a living or inanimate environment, the external cause of frustration is condemned, the degree of frustrating situation is emphasized, sometimes the resolution of the situation is required from another person. Intropunitive: the reaction is directed at oneself, with the acceptance of guilt or responsibility for correcting the situation that has arisen, the frustrating situation is not subject to condemnation. The subject accepts the frustrating situation as favorable for himself. Impunitive: a frustrating situation is seen as something insignificant or inevitable, surmountable over time, there is no accusation of others or oneself.

According to the type of reaction, they are divided into: Obstructive-dominant. Type of reaction "with fixation on an obstacle". Obstacles that cause frustration are emphasized in every possible way, regardless of whether they are regarded as favorable, unfavorable or insignificant. Self-protective. The type of reaction "with a fixation on self-defense". Activity in the form of censuring someone, denying or admitting one's own guilt, avoiding reproach aimed at protecting one's self, responsibility for frustration cannot be attributed to anyone. Necessary-persistent. The type of reaction is "with a fixation on satisfying the need". [9, p.162].

Pattern analysis. Based on the numerical data profile, three main and one additional pattern are compiled (if there is a certain type of reaction).

Trend analysis. During the experiment, the subject can noticeably change his behavior, moving from one type or direction of reaction to another. Any such change is of great importance for understanding frustration, as it shows the attitude of the subject to his own reactions.

Definition of the indicator "degree of social adaptability" - GCR. Next, the GCR is calculated – the coefficient of group conformity or a measure of individual adaptation of the subject to his social environment.  The indicator of the "degree of social adaptation" – GCR [10, p.130] - expresses the percentage of coincidences of the counting factors of a particular protocol (in points) with the total number of standard responses for the population.

Then the subjects were asked to answer the questions of the methodology for diagnosing "hindrances" (barriers) in establishing emotional contacts by V.V. Boyko. This technique is aimed at identifying the level of emotional effectiveness in communication and identifying the type of emotional interference. Among the emotional barriers, V.V. Boyko identifies five subgroups: inability to manage emotions, inadequate expression of emotions, underdevelopment of emotions, dominance of negative emotions, unwillingness to approach people on an emotional basis [11, p.10].

This study was conducted on employees who have been working in the same company in the HR department and in the psychological support department for more than 1 year. The number of subjects according to all methods is 15 people, including 8 women and 7 men. The age of the subjects ranges from 22 to 45 years: the average age of the female subjects is 26.8 years, the average age of the male subjects is 37.8 years, the average age of the subjects in the entire sample is 32.3 years.

At first, Rosenzweig's Drawing Frustration technique was carried out individually with everyone. In terms of time, it took from 30 to 40 minutes for each person. The study was conducted from September 1 to September 24, 2022.

The results of an empirical study. Summary data after the diagnostic procedure of "interference" (barriers) in establishing contacts are presented below in Table 1.

Table 1. Summary data after the study in 15 subjects

¹

The subject

1- Inability to manage emotions, to dose them2-inadequate expression of emotions

3 – inflexibility, underdevelopment of emotions

4-dominance of negative emotions

5-unwillingness

get closer to people on an emotional basis

Total score

1

A.A.

1

2

0

3

2

8

2

A.B.

2

2

4

2

2

12

3

A.O

3

2

3

1

2

11

4

A.V.

2

1

2

0

0

5

5

O.K.

0

1

2

2

0

5

6

A.K.

0

1

2

2

1

6

7

Yu.Kh.

2

1

0

0

1

4

8

F.P.

0

0

1

2

1

4

9

A.Yu.

2

1

1

0

1

5

10

A.L.

0

3

0

1

2

6

11

N.I.

2

2

0

1

1

6

12

V.V.

3

1

0

2

2

8

13

S.I.

1

1

1

0

2

5

14

I.R.

2

3

2

1

0

8

15

N.O.

0

1

2

1

0

4

 

Deviation 1,11

0,83

1,23

0,94

0,83

2,47

 

Average score1,3

1,5

1,3

1,2

1,1

6,5

Interpretation of the results according to the method of V.V.Boyko. The more points for each parameter, the more obvious the emotional problem in everyday communication. The average score is 6.5. This indicates that there are some problems in emotional communication in the team. In general, we can say that this is an average indicator and there are no significant problems in the team. Emotions do not complicate interaction and do not interfere with establishing contacts with people. There are no disorganizing states or reactions in the team. There is something to work on – you need to reach a level of communication where emotions do not interfere with communication.  Above all, the overall indicator for item 2 is an inadequate display of emotions. Separately, attention should be paid to those employees who, according to the results of the survey, have the highest indicators for the overall score and for individual parameters. These are Subjects numbered 2 and 3. Subject number 2 has a high score according to claim 4, Subject 3 has a high score according to claim 1 and 3. Here it is necessary to make an adjustment for age – two employees are 21 years old, this is the youngest age from the entire study sample.

It is necessary to pay attention and carry out adaptation measures, find out possible causes of dissatisfaction, listen to suggestions from employees to improve the existing situation.

Table 2. Summary data after the Rosenzweig drawing frustration technique in 15 subjects The subject

Number of matches with the norm (adult)

% GCR

 

Reactions

E

Reactions

I

 

Reactions

M

Reactions

OD

Reactions

ED

Reactions

NP

Subject 1

5,5

39

2

9

13

12,5

2,5

9

Subject 2

5,5

39

8

6

10

13

5

6

Subject 3

4,5

32

10

6

8

12

3,5

8,5

Subject 4

6,5

46

13

1,5

9,5

6,5

10,5

7

Subject 5

4,5

32

8

3

13

12,5

3

8,5

Subject 6

4,5

32

6

3

15

10

5

9

Subject 7

3,5

25

13,5

1

9,5

8

7

9

Subject 8

6,5

46

8,5

2

13,5

10

5,5

8,5

Subject 9

6,5

46

11

2

11

8

7,5

8,5

Subject 10

2

14

9,5

2

12,5

11,5

6

6,5

Subject 11

4,5

32

6

3

15

10

5

9

Subject 12

5,5

39

8

6

10

13

5

6

Subject 13

32

8

33,3

12,5

54,2

52

12,5

35,4

Subject 14

5,5

39

8

6

10

13

5

6

Subject 15

6,5

46

13

1,5

9,5

6,5

10,5

7

Average

indicator

7

34

11

4

14

13

6

10

Interpretation of the results according to the Rosenzweig Picture Frustration Study. This analysis turns out to be quite voluminous and took about 2-3 hours for each subject. In order to illustrate what the analysis looks like for each employee, the following is a detailed analysis for Subject 1 (AA). Summary data for all subjects are presented in Table 2.

Protocol 1 "Interpretation of the results according to the method of drawing frustration by S. Rosenzweig for the subject A.A."Answers to 24 tasks given by the subject (Subject 1: AA)

1. It's okay

2. Forgive my carelessness, I will try to buy you another vase similar to this one.

3. Thank you for your concern, but if I feel uncomfortable, I will ask this lady to take off her hat

4. It's okay, I'll try to change my ticket and leave by the next train

5. Let me try to find the problem again. If we fail to solve it, most likely it is a factory defect, and since you bought it only 1 week ago, you can return them back under warranty, and we will refund your money.

6. OK, then I'll take only two and next time the rest

7. I don't think I'm bothering anyone, this is a public place

8. Thank you for informing me. I'll talk to her myself and find out what caused this behavior

9. Thank you, but I'm not ready to wait that long. In this case, I need to talk to the official who replaces the manager so that he settles all the formalities now.

10. There are different situations in life. Yes, in this situation I was forced to hide the whole truth from you in your own interests.

11. Good night, it's okay

12. I need to look carefully. It's okay if we switch with Petrov tomorrow and laugh at this funny case.

13. The fact is that I spent time on the road, and you did not warn me in advance about the cancellation of the meeting. Let's do this – I can wait for some time, but you have to solve my question today.

14. I think she's a little late. We'll wait a little longer and then we'll go.

15. It's okay, so I'll come to you a little later

16. Maybe, but I haven't seen you. Don't worry, I'll call the police now and settle all the formalities related to the accident. I am sure that my insurance will cover the damage caused to you.

17. It's okay, most likely I forgot them in the car or at work. Don't worry, I'll take you to a neighbor (or to a cafe) for a cup of tea, and I'll quickly solve this issue myself.

18. It's okay, I'm ready to buy the copy that's on display

19. Sorry, I was wrong and didn't notice how I exceeded the speed limit

20. I think it's her choice and there are reasons for it. Don't worry, you and I will spend a wonderful evening together

21. Oh, how inconvenient it turned out... Tell me which hospital he is in, I want to visit him soon and settle the situation

22. Thank you, everything is fine, I just slipped

23. Dear, we have 15 minutes, after that time we have to leave. If she has time to come within these 15 minutes, then ok. If he doesn't make it, we're leaving, otherwise we'll miss the plane. If we don't see her, we'll call her on the phone, talk to her and say goodbye.

24. It's okay, don't worry.

 Then the analysis of the subject's responses was carried out, the results are presented in Table 3.

Table 3. Evaluation of each response of the Subject 1

Situation number

OD

ED

NP

1

M’

 

 

2

 

I

i

3

M’

 

m

4

M’

 

i

5

 

 

i

6

I’

 

 

7

M’

 

 

8

 

 

i

9

 

 

e

10

M’

 

i

11

M’

 

 

12

M’

 

m

13

 

E

e

14

M’

 

m

15

M’

 

 

16

M’

 

i

17

M’

 

i

18

I’

 

 

19

 

I

 

20

M’

 

m

21

 

I

i

22

M’

 

 

23

M’

 

m

24

M’

 

 

After that, based on the analysis given in Table 3, it is necessary to build a profile of the frustration reactions of the subject 1.

Table 4. Profile of frustration reactions of the Subject 1

 

OD

ED

NP

the amount

%

E

0

0.5

1.5

2

8.33%

I

2

2

5

9

37.5%

M

10.5

0

2.5

13

54.17%

the amount

12.5

2.5

9

24

 

%

52.09%

10.41%

37.5%

 

100%

Patterns, trends and individual factors were analyzed.Part 1. Patterns:

1) The general pattern. M’ (10.5)> i(5)> m (2.5)

2) Super ego pattern. There are no indicators E and I

3) The indicator of pure aggression E is equal to 0.5 – the tendency to blame others I is equal to 5 this is how much the subject is inclined to apologize

4) all M + I = 13 is a general indicator without accusatory reactions (the ability of a person to remove guilt from himself and others).

 Part 2. Trend indicators:1) Check for trends.

M’ a= 5, b= 5.5 turns out -0.047 the trend is insignificant. i a=3.5, b=1.5 turns out to be 0.4 – there is a trend. m a=1, b=1.5 it turns out -0.2 – the trend is insignificant

2) there are no trends of type 2 (with a fixation on self-defense)

3) trends of 3 types – to meet the needs (e, m) = -0.14 – the trend is insignificant

4) trends for reaction directions.  Extrapunitive, a=1, b=2 = -0.33 – there is a tendency. Intropunitive, a=7, b=6, we get 0.07 – the trend is insignificant. Impunitive, a=9, b=11, we get 0.1 – the trend is insignificant

5) trends for different types of reaction. With fixation on the obstacle, a = 8, b = 9, it turns out -0.05 the trend is insignificant. With a fixation on self–defense, a = 1, b = 3 turns out -0.4 - there is a tendency. With a fixation on satisfying the need, a = 8, b = 7, 0.066 is obtained, the trend is insignificant.

Part 3. Analysis of the results obtained, conclusion. After the analysis, it can be seen that most of the reactions are impunitive, by type - with fixation on an obstacle. In the direction of the reaction, they are impunitive (54.17%) - a frustrating situation is considered as something insignificant or inevitable, surmountable "over time, there is no accusation of others or oneself. According to the type of reaction – obstructive-dominant, "with fixation on the obstacle" (52.09%). Obstacles that cause frustration are emphasized in every possible way, regardless of whether they are regarded as favorable, unfavorable or insignificant. The subject has a rather flexible behavior and the ability to use various ways to overcome difficulties: either the complexity of the situation is not noticed, or the subject himself undertakes to resolve the frustrating situation, or postpones the solution of the situation for some time.

Analysis of individual factors and patterns. In accordance with Table 1, it turns out that most of the reactions of the subject M’ (10.5) The difficulties of the frustrating situation are not noticed or reduced to its complete denial. Example: "Late, so late." Second in the number of reactions i (5), the subject undertakes to resolve the frustrating situation himself, openly admitting or hinting at his guilt. Example: "I'll get out of it myself somehow." The third reaction is m (2,5) - The hope is expressed that time, the normal course of events will solve the problem, you just have to wait a little, or mutual understanding and mutual understanding will eliminate the frustrating situation. Example: "Let's wait another 5 minutes."

The resulting patterns. E=0.5 indicates a tendency to blame others. The average norm is 1.5-5.5, here the indicator is below the norm, there is no tendency to blame others. I=5 is how much the subject is inclined to apologize. The average norms are 0-2, which means that there is a tendency to apologize. There is a tendency for the subject to remove the blame from himself and others.

The received trends. There is a tendency with a fixation on self-defense, there are few tendencies in total, this means personal maturity and the presence of frustrating tolerance.

Summary data for all subjects are given in Table 2.

Next, the Spearman correlation coefficient was calculated [12, p.208] (in order to establish links between the indicators). The choice of the coefficient is due to the fact that the sample is small and the data do not obey the law of normal distribution, the results are presented in Table 3.

Table 5. Calculation of the correlation coefficient according to the Rosenzweig and Boyko method

 ¹

compared indicators

Received

ratio

correlations

result

1

Inability to manage emotions/

to dose them - extrapunitive reactions0,78

Meaningful connection

2

Inability to manage emotions/dose them

- intropunitive reactions

0,2

There is practically no connection

3

Inability to manage emotions/dose them

- impunitive reactions

0,92

Meaningful connection

4

Inadequate expression of emotions

- extrapunitive reactions

0,2

There is practically no connection

5

Inadequate expression of emotions -

intropunitive reactions

0,24

There is practically no connection

6

Inadequate expression of emotions -

impunitive reactions

0,2

There is practically no connection

7

Inflexibility, underdevelopment of emotions -

extrapunitive reactions

0,03

There is no connection

8

Inflexibility, underdevelopment of emotions -

intropunitive reactions

0,27

There is practically no connection

9

Inflexibility, underdevelopment of emotions -

impunitive reactions

0,05

There is no connection

10

Dominance of negative emotions -

extrapunitive reactions

0,93

Meaningful connection

11

Dominance of negative emotions -

intropunitive reactions

0,68

There is a trend

12

Dominance of negative emotions -

impunitive reactions

0,61

There is a trend

13

Unwillingness to get close to people -

extrapunitive reactions

0,49

There is a trend

14

Unwillingness to get close to people -

intropunitive reactions

0,72

Meaningful connection

15

Unwillingness to get close to people -

impunitive reactions

0,12

There is practically no connection

Table 5 shows the results, there is a significant relationship between two indicators: inability to manage emotions /dose them – impunitive reactions and between the indicators of dominance of negative emotions – extrapunitive reactions (-0.92 and 0.93, respectively). The second correlation coefficient is easy to explain: since extrapunitive reactions assume that the reaction is directed at a living or inanimate environment, the external cause of frustration is condemned, the degree of frustrating situation is emphasized, sometimes the resolution of the situation is required from another person, then negative emotions directed at another person often prevail. The first coefficient refers to impunitive reactions (when a frustrating situation is considered as something insignificant or inevitable, surmountable for a certain time, there is no accusation of others or oneself). That is, the inability to dose emotions / manage emotions is precisely related to this reaction, because the degree of someone's guilt is minimized, responsibility is sometimes shifted to circumstances, so emotions are often not directed at the culprit of the event.

It is necessary to note a significant coefficient (0.78) on the relationship of factors: inability to manage emotions / dose them – extrapunitive reactions. It is clear here that reactions are directed at the environment (the culprit of the event), and it is not always possible to control emotions. 

The obtained correlation coefficient (0.68) with the relationship of factors dominance of negative emotions - intropunitive reactions and coefficient 0.61 in combination of factors dominance of negative emotions - impunitive reactions is explained by the fact that regardless of the direction of the reaction, negative emotions can dominate (to varying degrees), there are large differences in the manifestation (not manifestation) of this aggression.

A high correlation coefficient (0.72) was obtained by the parameters: unwillingness to get close to people - intropunitive reactions. This is explained by the fact that a person who has intropunitive reactions predominate (the reaction is directed at himself, with the acceptance of guilt or responsibility for correcting the situation that has arisen, the frustrating situation is not subject to condemnation) is more inclined to keep emotions inside himself, less interact with others.

 Conclusions:

1. According to the method of diagnosing "interference" in the interpersonal attitude of employees, an average indicator was obtained, which is 6.5. This indicator indicates that there are no significant problems in the interaction of employees in the team. Emotions do not complicate interaction and do not interfere with establishing contacts with people. There are no disorganizing states or reactions in the team. It is necessary to pay attention to two parameters: 3 – inflexibility, underdevelopment of emotions and 2 – inadequate manifestation of emotions. 

2. After carrying out the Rosenzweig drawing frustration technique, it was revealed that most employees have an impunitive way of resolving conflicts, while a minority of employees have an extrapunitive way. So, the hypothesis of the work was confirmed. A frustrating situation is considered as something insignificant or inevitable, surmountable over time, there is no accusation of others or oneself, this is the most common and most adequate way of responding, which is inherent in the employees of the department under study. The technique of drawing frustration by S. Rosenzweig will help at the initial interview with new colleagues to study reactions to frustration and ways out of conflict situations and determine how the employee corresponds to the proposed vacancy. The methodology for diagnosing "interference" (according to V.V.Boyko) in establishing emotional contacts among employees who already work in the company under study will help identify problematic moments (Table 1), and determine whether an employee has a tendency to emotional burnout. That is, these psychodiagnostic techniques are an effective tool for the tasks that the management of the organization sets.  

Conclusion. Such a study can be conducted in commercial organizations in order to understand whether there are "hindrances" or barriers (according to V.V.Boyko) in establishing emotional contacts and how employees react to a frustrating situation. The presented methods will be effective for diagnosing employees when applying for a job. Especially for those employees who work on a permanent basis in the man-to-man system. Different priorities and proportions of the considered components of activity, emphasized in foreign management theories (K. Levin, R. House, T. Mitchell, R. Hersey, K. Blanchard, etc.), reflect the versatility and complexity of the world of professions of the "man-man" type, the ambiguous representation of the subject of the very content of interpersonal interactions. In addition, in professions of the "man-man" type, the impact of environmental factors is noticeable, such as the socio-economic policy of the state in certain periods, various socio-psychological phenomena of public life, simultaneously covering different organizations and their personnel [12, p.208].

In order to expand the base of scientific knowledge on this issue, it is planned to conduct research on ways out of conflict situations and reactions to frustration with a larger sample in various companies. This will help to expand the knowledge base on this issue, identify existing problems in a timely manner and make the necessary management decisions.

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10. Rosenzweig S. The Rosenzweig Picture—Frustration Study, Orlando, FL: Grune and Stralton. 1960.
11. Boyko V.V. Energy of emotions in communication: a look at yourself and others M.: Filin, 2001. — P.10
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13. Bodrov V. A. Psychology of professional suitability. M., 2001.-S.303

First Peer Review

Peer reviewers' evaluations remain confidential and are not disclosed to the public. Only external reviews, authorized for publication by the article's author(s), are made public. Typically, these final reviews are conducted after the manuscript's revision. Adhering to our double-blind review policy, the reviewer's identity is kept confidential.
The list of publisher reviewers can be found here.

This article is made on a topic whose relevance has not been substantiated by the author and, judging by its title, this was not done by chance, since it is completely unclear what the author's intention was in setting out the presented material. The main question that arises when reading the title of the article is why this research was conducted? For what purpose and for what purpose? But after reading the entire text, the answer could not be found. This is due to the fact that at the very beginning of the text there is no justification for the relevance of the topic of this study. The author simply writes that this refers to frustration and frustration was engaged in "... many psychological scientists: N.D. Levitov, S. Rosenzweig, L. Festinger, K. Rogers, V.N. Myasishchev, A.R. Luria, N.V. Tarabrina, V.S. Merlin, A.I. Zakharov, T.V. Maltseva, I.E. Reutskaya, V.N. Astapov, etc.". And then there is information about frustration, which does not cause any objections. The author correctly writes that frustration is a state of tension, frustration, anxiety caused by dissatisfaction with needs, objectively insurmountable (or subjectively so understood) difficulties, obstacles on the way to an important goal. But if the text is about frustration, it was necessary to indicate this in the title of the article. Attention is drawn to the lack of formulations of the purpose of the study and its subject. This is a significant drawback that should be eliminated. Moreover, the formulations of the purpose and subject of the study should be consistent with its topic and justification of relevance. So, the need to correct the title of the article is quite obvious. There is also no information about the novelty of the study, which also requires revision of the text. It is necessary to answer the question of what is the novelty of studying reactions to failure and ways out of conflict situations among employees of the HR department and the psychological support service. At the same time, it is necessary to indicate the names of the authors who were not engaged in frustration, namely, research on reactions to failure and ways out of conflict situations among employees of the HR department and the psychological support service. This is if the author leaves the title of the article unchanged. The research methodology, according to the author, and also, as follows from the text, is a research methodology and a set of its methods. This is a misunderstanding of scientific methodology. It is necessary to make adjustments and formulate the methodology of this particular study, referring to the theories, concepts, or at least the principles that the author was guided by in his research. Of particular note is the absence of a formulation of the purpose of the study in the text. It is this circumstance that strengthens the opinion that this text is not ready for publication in the form of a scientific article. The style of presentation of the text is characterized by fragmentation. There are defects in the sequence and logic of the presentation of the material. The author did not pay attention to the credibility and evidence of the presentation of the data obtained. But it's fixable. Text edits are required. The structure of the presentation does not yet meet the generally accepted requirements. The text is presented in an arbitrary form, one might say, on a whim. There must necessarily be such elements as relevance, purpose, subject, scientific novelty, research, its methodology, methodology and methods, conclusions should be brief and logically reflect the data obtained and the conclusion in an affirmative form. So far, everything is not so in the presented text. The content indicates that the material is not statistically processed. The tables show, one might say, the namesake indicators in accordance with the methods. This is wrong. It is necessary to provide only statistical data in an average form and necessarily indicating the average quadratic deviations. This is because the author is making a comparison. And this is despite the fact that only 15 people were examined. The number of examined persons is clearly insufficient. It may be advised to continue the collection of material in order to obtain more accurate results on a larger array, but this is the author's business. The conclusions are written in an arbitrary form and unnecessarily in a general form. It is said that "a technique for diagnosing "interference" in establishing personal contacts was carried out by V.V. Boyko. The total score according to the method turned out to be 6.5. This indicates that there are some problems in emotional communication in the team. In general, we can say that this is an average indicator and there are no significant problems in the team. Emotions do not complicate interaction and do not interfere with establishing contacts with people. There are no disorganizing states or reactions in the team. There is something to work on – you need to achieve a level of communication where emotions do not interfere with the effective functioning of the workflow. Above all, the general indicator for point 3 is inflexibility, underdevelopment of emotions. And according to point 2, an inadequate display of emotions. It is necessary to pay attention and carry out adaptation measures, find out the reasons for employee dissatisfaction" (there are typos - rec.). Conclusions should be formulated only in an affirmative form. Therefore, it is advisable to finalize it. There is no conclusion. It is only said that "in order to identify a number of patterns, it is necessary to carry out the above methods with a large sample in other companies. This will help expand the knowledge base on this issue and make the necessary management decisions in time, if problematic issues are identified." The article contains applications for some reason. Applications are not needed. Everything should be stated in the text. It is advisable to include sources in the bibliographic list that are related not so much to frustration as to the stated topic.

Second Peer Review

Peer reviewers' evaluations remain confidential and are not disclosed to the public. Only external reviews, authorized for publication by the article's author(s), are made public. Typically, these final reviews are conducted after the manuscript's revision. Adhering to our double-blind review policy, the reviewer's identity is kept confidential.
The list of publisher reviewers can be found here.

The paper "Research of reactions to frustration and ways out of conflict situations among employees of the HR department and the psychological support service" is presented for review. The subject of the study. The subject of the study is the ways of interaction and constructive behavior of company employees in problematic situations, including in situations of frustration. In general, it can be noted that the subject in the work is disclosed in the course of the conducted research. Research methodology. In the reviewed work, the author relied on methods of theoretical analysis (comparison, generalization, systematization, etc.); methods of psychological diagnosis; methods of statistical data processing. Using correlation analysis, it was concluded whether there is a relationship between the way conflict situations are resolved and interference in establishing contacts in the team. The author analyzed numerous psychodiagnostic techniques, which made it possible to identify valid and relevant tasks of this study. The relevance of the study is beyond doubt. The author indicated the relevance by the fact that it is necessary to identify mechanisms that are aimed at harmonizing the psychological climate within the team, helping employees with a sense of frustration. In the work, it was assumed that the majority of the studied employees of this company have an impunitive reaction to frustration in the direction of reactions (a frustrating situation is considered as something insignificant or inevitable, overcome over time, there is no accusation of others or oneself), and the type of reaction may be different. The scientific novelty is that for the first time for this company to diagnose employees of the psychological support service and the HR department, identify and solve existing problems. The competent formation of the psychological climate in the team and the selection of new employees, taking into account the psychological characteristics of potential employees, depend on the employees of this department. Style, structure, content. The style of presentation corresponds to publications of this level. The language of the work is scientific. The structure of the work is clearly visible. At the beginning of the article, a short description of the relevance of the study, purpose, subject, scientific novelty, methodology and hypothesis of the study is presented. The introduction presents a short historical digression of the research devoted to the problem raised. The central section of the paper is devoted to the description of the study, its results and conclusions. The work ends with a brief conclusion. Bibliography. The bibliography of the article includes 13 domestic sources, there are no publications for the last three years among the literature sources. The list includes research articles, textbooks, and monographs. The sources of information are not all designed correctly. Appeal to opponents. The goals and objectives set by the author have been realized. Recommended: 1). To analyze modern sources, since in recent years a significant number of works have appeared that were devoted to this topic. The work did not consider the sources of recent years. 2). Provide recommendations based on the results obtained. Conclusions. The problems of the article are of undoubted relevance, theoretical and practical value, and will be of interest to researchers. The work may be recommended for publication.