The tests of the CPD (Center for Psychological Diagnostics) in the Ministry of Internal Affairs are passed by individuals who get a job in the bodies of the Ministry of Internal Affairs. TsPD in the Ministry of Internal Affairs is a complex psychological study of a candidate.

The CPD of the Ministry of Internal Affairs includes three types of research:

• passing a polygraph test at the Ministry of Internal Affairs;
• passing the SMIL test at the Ministry of Internal Affairs;
• passing the CAT test at the Ministry of Internal Affairs.

Below you will find information on each of the studies, namely a description of the tests, possible questions on the tests and the correct answers to them for successful completion in 2020.

Polygraph testing at the Ministry of Internal Affairs

Because there is a lot of information on this issue, we put this question in. Please read it in more detail if necessary.

SMIL test (as part of the CPD Ministry of Internal Affairs): Description

The time for passing the SMIL test is unlimited.

Proverbs on the CPD in the Ministry of Internal Affairs

Their associations and the answer to the meaning of the saying must be answered quickly, without hesitation.

Below is a list of a possible set of proverbs on the CPP test at the Ministry of Internal Affairs and short description their meanings.

CAT test: Description

The CAT test contains 50 questions. You have 15 minutes to complete the test. During this time it is necessary to answer the maximum number of questions. The threshold for passing the test is 25 correct answers.

Online CAT test: questions and answers

1. The eleventh month of the year is:
   1. October,
   2. November,
   3. February.
2. "Severe" is the opposite of the word:
   1. cutting,
   2. strict,
   3. soft,
   4. hard,
   5. unyielding.
   6. sweet,
   7. language,
   8. smell,
   9. teeth,
   10. clean.
3. How many of the following pairs of words are exactly the same?
   1. Sharp M.C. Sharp M.C.
   2. Fielder E.H. Fielder E.N.
   3. Connor M.G. Conner M.G.
   4. Woesner O.W. Woerner O.W.
   5. Soderquist P.E. Soderquist B.E.
4. "Clear" is the opposite of the word:
   1. evident,
   2. explicit,
   3. unambiguous,
   4. distinct,
   5. dim.
5. The entrepreneur bought several used cars for 3,500,000 rubles, and sold them for 5,500,000 rubles, while earning 50,000 rubles. for a car. How many cars did he sell?
6. The words "knock" and "drain" have:
   1. similar meaning
   2. the opposite

   Answer: NI

7. Two fishermen caught 36 fish. The first caught 8 times more than the second. How many caught the second?
8. "Ascend" and "revive" have:
   1. similar meaning
   2. the opposite
   3. neither similar nor opposite.
9. Arrange the words below in order to make a statement. If it is correct, then the answer will be P, if it is wrong - N
   1. Moss-covered stone is gaining momentum.
10. Two of the phrases below have the same meaning, find them:
    1. Keep your nose to the wind.
    2. An empty bag is not worth it.
    3. Three doctors are no better than one.
    4. Seven nannies have a child without an eye.

    Answer: 3, 5

11. What number should replace the "?" sign:
    1. 73 66 59 52 45 38 ?
12. The length of the day and night in September is almost the same as in:
    1. June
    2. march,
    3. november.
13. Let's assume that the first two statements are true. Then the final will be:
    1. right,
    2. wrong,
    3. indefinitely.
       • All progressive people are members of the Party.
       • All progressive people occupy high positions.
       • Some members of the party hold major posts.
14. A train travels 75 cm in 1/4 s. If he travels at the same speed, how far will he travel in 5 seconds?

    Answer: 1500

15. If we assume that the first two statements are true, then the last:
    1. right,
    2. wrong,
    3. indefinitely.
       • Borya is the same age as Masha.
       • Masha is younger than Zhenya.
       • Borya is younger than Zhenya.
16. Five half-kilogram packs of minced meat cost 2 rubles. How many kilograms of minced meat can be bought for 80 kopecks?
17. Unfold and stretch. These words:
    1. similar in meaning
    2. opposite,
    3. neither similar nor opposite.
18. Share this geometric figure straight line into two parts so that by adding them together, you can get a square:

    Answer: 2 and 13

19. Let's assume that the first two statements are true. Then the last one will be:
    1. right,
    2. wrong,
    3. indefinitely.
       • Sasha greeted Masha.
       • Masha greeted Dasha.
       • are similar
       • opposite,
       • neither similar nor opposite.
20. Meaning of two English proverbs:
    1. similar,
    2. opposite,
    3. neither similar nor opposite.
       • It is better to moor with two anchors.
       • Don't put all your eggs in one basket.
21. The grocer bought a box of oranges for 3.6 rubles. There were 12 dozen in the box. He knows that 2 dozen will go bad before he even sells all the oranges. At what price should he sell the oranges to make a profit of 1/3 of the purchase price?

    Answer: 0.48 rubles.

22. Claim and pretentious. These words are in their meaning:
    1. similar
    2. opposite,
    3. neither similar nor opposite.
23. If a pound of potatoes cost 0.0125 rubles, then how many kilograms could be bought for 50 kopecks?
24. One of the members of the series does not fit the others. What number would you replace it with:
    1. 1/4 1/8 1/8 1/4 1/8 1/8 1/4 1/8 1/6
25. Reflected and imaginary. These words are:
    1. similar
    2. opposite,
    3. nor similar. nor opposite.
26. How many acres is a plot 70 m long and 20 m wide?
27. The following two phrases are by meaning:
    1. are similar
    2. opposite,
    3. neither similar nor opposite.
       • Good things are cheap, bad roads.
       • Good quality comes from simplicity, bad quality from complexity.
28. A soldier, shooting at a target, hit it in 12.5% ​​of cases. How many times does a soldier have to shoot to hit the target a hundred times?
29. One of the members of the series does not fit the others. What number would you put in its place:
    1. 1/4 1/6 1/8 1/9 1/12 1/14

    Answer: 1/10

30. Three partners in a joint-stock company (JSC) decided to share the profits equally. T. invested 4,500 rubles in the business, K. - 3,500 rubles, P. - 2,000 rubles.
    If the profit is 2,400 rubles, how much less profit would T. receive if the profit were divided in proportion to the contributions?
31. Which two of the following proverbs have the same meaning?
    1. Strike while the iron is hot.
    2. There is safety in numbers.
    3. The forest is cut down, tenacious fly.
    4. Not all that glitters is gold.
    5. Don't judge by appearance, but by deeds.

Answer: 4, 5

The meaning of the following phrases:

1. similar,
2. the opposite
3. neither similar nor opposite.
   • The forest is cut, the chips fly.
   • There is no big deal without loss.

Which of these figures is the most different from the others?

There are 24,000 words in a printed article. The editor decided to use two font sizes. When using a large font, 900 words fit on the page, a smaller one - 1200. The article should take 21 full pages in the magazine. How many pages should be printed in smaller font?

CAT test: Evaluation of results

The established level is a multi-parameter indicator of general abilities. This technique allows you to select these parameters and analyze them.

Test for the reaction rate of the CPD in the Ministry of Internal Affairs - "Red Square" (online)

You can try to pass the Red Square reaction test online and find out your time in the emulator window below.

Pass the online reaction test of the Ministry of Internal Affairs VVK TsPD ("running squares")

UDC 159.9:34.01 E.V. Burtseva*

Possibilities of using the DPS questionnaire (depersonalization by a professional system) for working with employees of internal affairs bodies

The article argues the need to overcome the depersonalizing effects of the system by employees of the internal affairs bodies, and suggests terms to describe the overcoming behavior. The author's questionnaire of depersonalization by the professional system (DPS) is presented with a description and explanation of the questions that make up its scale, the results of standardization and testing, interpretation and recommendations for use.

Key words: depersonalization, coping-personalization, coping-personal behavior, system of internal affairs bodies, DPS questionnaire (depersonalization by professional system).

E.V. Burtseva*. Possibilities of applying the test DPS (depersonalization by professional system) for the work with the colleagues of law-enforcement agencies. The article argues the need for overcoming by the colleagues of the influence of the system of law-enforcement agencies, operating time of subject behavior, proposes terms for describing this behavior. The author’s questionnaire of depersonalization the professional system (DPS) is represented with description and explanation of the questions, which compose its scale, by the results of standardization and approval, by interpretation and by recommendations regarding the application.

Keywords: the depersonalization, coping-personalization, coping-personal behavior, the system of law-enforcement agencies, test DPS (depersonalization by professional system).

In the process of his labor activity, a person objectively finds himself in certain conditions in which this activity is carried out. Opportunities, personal characteristics of a person are manifested within the professional system. Depending on how a person perceives a given situation, these frames can be felt as “hard”, limiting, or as supporting, strengthening. In any case, the subject of activity must find the ratio of external and internal determinations, necessity and freedom, regulation, normativity, standardization and individualization.

Any professional system, and especially with an authoritarian style of management, with a subject-object approach to interaction along a vertical line between a boss and a subordinate, which, in fact, is the system of internal affairs bodies, produces a depersonalizing effect on a person.

Let's define the concept of "depersonalization". It is opposite in meaning to the concept of "personalization". In turn, A. V. Petrovsky introduced the term “personalization” in order to “balance the meaning of the concept of “socialization”, describing the process opposite in direction: not from society to the individual, but from the individual to society” . As a result of this process, the subject receives an ideal representation in the life of other people and can act in public life as a person. Personalization, according to A.V. Petrovsky, is “the ability of an individual to cause changes in significant aspects of the individuality of other people, to be the subject of a transformation in the behavior and consciousness of others through his reflection (“personalization”) in them” . Accordingly, depersonalization is the reverse process of turning a person from a subject into an object that does not have any influence on the situation and people, respectively, is not reflected in others for himself and therefore is not perceived by himself, alienated from himself. In this alienation, firstly, there is a real danger of a lack of responsibility for one's actions, especially considering that the uniform uniform of an employee of the internal affairs body already contributes to depersonalization. David Myers, discussing the effect of wearing a uniform, gives an example of how the warriors of some tribes, and the most cruel ones, depersonalize themselves by painting their faces and bodies or wearing special masks. D. Myers writes that deindividualization (the concepts of "depersonalization" and "deindividualization" are synonymous for this author) and self-consciousness are opposite to each other. Thus, the higher the self-awareness, the higher the self-control, and the lower the self-awareness, the lower the self-control and the higher the deindividualization.

Secondly, “alienation from oneself” in the professional environment shows, in our opinion, that a person is maladjusted, possibly in a depressed state, feels himself out of place.

* Burtseva, Evgenia Valerievna, Senior Lecturer, Department of Special Disciplines, Vladivostok Branch of the Far Eastern Law Institute of the Ministry of Internal Affairs of the Russian Federation, Candidate pedagogical sciences. Email: [email protected]

* Burtseva, Eugeniya Valerievna, senior lecturer of the chair of special disciplines, Vladivostok affiliate of Far East law institute of Russian Ministry of Internal Affairs, candidate of pedagogical sciences. Email: [email protected]

© Burtseva E.V., 2012

Bulletin of St. Petersburg University of the Ministry of Internal Affairs, Russia N° 1 (53) 2012

Psychology

place. Maybe the reason lies in the lack of skills of self-presentation, self-representation, self-affirmation. Or maybe, indeed, the surrounding professional environment exerts excessive pressure on the individual. In any case, a person must find the strength in himself to either change the situation (for example, leave a job that is unfavorable for his personality), or change his attitude to the situation, learn to cope with the depersonalizing effect of the system, personalize in the environment, imagine himself in the professional sphere, present as an individual and as a professional.

The first step towards such self-change, we believe, should be the awareness of the problem by a person, in our case, an employee of the internal affairs bodies. A person must clearly see and realize what his sense of self is in a professional environment, in a team of employees, in the system of internal affairs bodies.

It is for this purpose that the questionnaire of depersonalization by the professional system (DPS) was created. In this article, we present the questionnaire itself with a description and explanation of the questions that make up its scale, with the results of standardization and testing.

The questionnaire consists of ten pairs of statements opposite in meaning, between which there are scales from "0" to "10".

Nothing depends on my decisions.

Much depends on my decisions.

I feel my insignificance

0..1..2..3..4..5..6..7..8..9..10

I feel my importance

I don’t get involved in solving official problems, usually “the authorities know better”

0..1..2..3..4..5..6..7..8..9..10

Without my participation, they do not manage to solve official problems

I still can't change the situation

0..1..2..3..4..5..6..7..8..9..10

I can greatly influence the situation

I prefer to keep my opinion to myself.

0..1..2..3..4..5..6..7..8..9..10

I try to make my opinion heard _________

I feel like a "cog" in a big mechanism

0..1..2..3..4..5..6..7..8..9..10

I feel whole

debugged

mechanism

Nobody asks my opinion

0..1..2..3..4..5..6..7..8..9..10

Boss to my mind

listens

My personal boundaries are violated all the time, I feel addicted

0..1..2..3..4..5..6..7..8..9..10

I feel autonomous and independent

My goals are different from the goals of the organization _______

0..1..2..3..4..5..6..7..8..9..10

My goals and the goals of the organization are the same

The professional system (for employees - ATS) depresses me

0..1..2..3..4..5..6..7..8..9..10

A professional system (for employees - ATS) is a resource for me

In the instructions, respondents are asked to evaluate their usual state and self-perception at the workplace, in a working environment, circling the appropriate score on the scale. The method of work can be both individual and group.

As a result of standardization of the questionnaire on a sample of police officers aged 23-47 years, the following norms were revealed:

0-29 - very high DPS value 30-49 - high DPS value.

50-70 - medium DPS 71-90 - low DPS 91-100 - very low DPS

The lower the scores, that is, the more the circled values ​​deviate to the left, the stronger the depersonalizing influence of the professional system on the personality, the less the person's ability to resist this influence. The higher the scores, that is, the more the circled values ​​deviate to the right, the less the person experiences the depersonalizing influence of the professional system, the greater the person's ability to resist this influence. For greater clarity, the respondents are invited to connect the circled numbers with a line, thus obtaining a graph - a "curve" of depersonalization.

Let us describe how the method was tested and standardized. At the first stage, the conceptual content was clarified, the statements that were the items of the questionnaire were formulated, the obvious validity and degree of understanding of the received text were assessed.

When formulating the statements, the opinions about the problematic aspects of service in the internal affairs bodies expressed by employees during discussions in the classroom on psychology, pedagogy, and conflict resolution were taken into account. The initial version of the questionnaire was given to the author's colleagues, teachers of the Vladivostok branch of the Far Eastern Law Institute of the Ministry of Internal Affairs of Russia, to fill out, after which the issues of understandability, accessibility, adequacy and obvious validity of the statements were discussed with them.

At the second stage, the statements were offered to expert psychologists from the system of internal affairs bodies, who, in points (from 1 to 5), had to assess the degree of compliance of a pair of statements with the problem of depersonalization by the professional system. As a result, ten corrected and supplemented pairs of statements remained.

At the third stage, a pilot study was conducted, in which 107 employees of the internal affairs bodies who were studying at correspondence department Vladivostok branch of the Law Institute of the Ministry of Internal Affairs of Russia (age 23-47 years, 45 women, 62 men) and 100 researchers of the research institute (age 23-75 years, 50 men and 50 women). Comparisons of indicators of different sex and age groups carried out within the samples did not reveal significant differences. Contrary to our expectations, there were also no significant differences between the results of the two professional groups - employees of the internal affairs bodies and employees of the research institute. Thus, our assumption that the system of internal affairs bodies in some particularly depersonalizing way affects the personality (in comparison with other professional systems) was not confirmed. Simultaneously with the DPS questionnaire, the respondents were offered the test of T. Ehlers “Motivation to avoid failures”. Significant correlations were found between the indicators for this test and the indicators of the DPS questionnaire (Pearson's correlation coefficient "-0.15"). negative sign the correlation coefficient is due to the fact that the depersonalizing influence of the system is described by low values ​​on the scale. Thus, the more a person tries to avoid failure, the more the professional system has a depersonalizing effect on him.

The internal consistency of the questions in the DPS questionnaire, calculated on this sample (207 people), is quite high ((X Cronbach 0.7), which suggests that they all measure the same object - depersonalization by the professional system. Let's discuss each question.

Low scores on items 1 - "little depends on my decisions - a lot depends on my decisions" (average value 5.9) and 4 - "I still cannot influence the situation - I can strongly influence the situation" (average value 5.8) speak of "learned helplessness". This is a state that occurs in a situation where it seems that external events do not depend on us, and there is nothing we can do to prevent or modify them. A person feels helpless before the influence of the external environment on him. He is sure that he is not able to influence circumstances, he cannot control his life. There is a rejection of attempts to solve problems that can be solved on the basis of internal resources.

The fact is that in the system of internal affairs bodies, as in an authoritarian system of subordination, indeed, orders are not discussed, but carried out, which partially contributes to the consolidation of the above-described attitude. An employee prone to “learned helplessness” perceives a situation where he personally cannot change anything as permanent, inevitable and can maintain a helpless and irresponsible style of behavior even when the situation, fate and even people’s lives depend entirely on his decisions.

A low score on item 2 - “I feel my insignificance - I feel my significance” (average value 6.5) may indicate a depressive state, a loss of life meanings. Feeling like a cog in a big machine (item 6, mean 5.6) is not always a bad thing, sometimes it means teamwork if the scores for all other items of the questionnaire are high. If low scores prevail, such a response also indicates depersonalization. For a person, it is preferable to feel like a “solid well-oiled mechanism”, this reflects the psychological health of a person, professional adaptation, personalization.

For item 3 (“I don’t get involved in solving official problems, usually “the authorities know better” - they can’t do without my participation in solving official problems”), the lowest average value of all items (4.9) was obtained, because in an authoritarian system of subordination, there are principles of subordination and division of powers. But still, this item also has agreement with all the others, so it was left in the questionnaire. In addition, the employee in any case should strive to solve service problems on his own.

Items 5 - "I prefer to keep my opinion to myself - I try to make my opinion heard" (average value 6.7) and 7 "No one asks my opinion - the authorities listen to my opinion" (average value 5.7) reflect willingness a person to express his point of view, to position himself. If such readiness is absent or low, then this indicates the predominance of a person's motivation to avoid failures (which is confirmed experimentally).

A low score for item 8 - “My personal boundaries are violated all the time, I feel dependent - I feel autonomous and independent” (mean value 5.8) indicates a person’s uncomfortable self-perception at the workplace, in his professional position. This can be due to both external reasons (authoritarian-manipulative leadership style, personal characteristics of colleagues), and internal ones - the inability of a person to build personal boundaries, overcome the depersonalizing influence of the environment.

Bulletin of St. Petersburg University of the Ministry of Internal Affairs of Russia No. 1 (53) 2012

Bulletin of St. Petersburg University of the Ministry of Internal Affairs of Russia No. 1 (53) 2012

Psychology

Achieving a positive result in the activities of an employee of the internal affairs bodies is closely related to the joint purposeful activities of the team: unit, department, group, etc., which requires the employee, on the one hand, initiative and activity, on the other hand, conscious self-restraint of personal initiative and activity in the name of achieving common goals. Moreover, personal and public (professional) goals should be coordinated. Point 9 of our questionnaire was directed to clarify the existence of this agreement - "My goals are different from the goals of the organization - my goals and the goals of the organization coincide" (average value 6.3).

Item 10 of the questionnaire - "The professional system (for employees - the Department of Internal Affairs) oppresses me - the professional system (for employees - the Department of Internal Affairs) is a resource for me" (average value 6.5) finds out the attitude of a person (in our case, an employee of the internal affairs bodies) to professional system. Does the employee perceive the system of internal affairs bodies as a resource in which it is possible to draw energy to overcome life and professional difficulties, which provides support, or is the system an anti-resource for him, having a depersonalizing influence that deprives a person of subjectivity.

The posed problem of depersonalization by the professional system, like any other, needs to be resolved. The counterbalance of depersonalization by the professional system, from our point of view, is coping personalization as overcoming depersonalization, a subjective response to the depersonalizing influence of the environment, which in our case can be the system of internal affairs bodies as a system with a subject-object style of management and interaction. Thus, the inability of a person to resist depersonalization by the professional system has the opposite pole: it is the ability of a person to coping-personal behavior - the conscious use of adaptive coping strategies to cope with the depersonalizing influence of the environment.

In general, "raping behavior" is coping behavior, coping behavior. R. Lazarus and

S. Folkman define it as "... the constantly changing cognitive and behavioral efforts made by a person in order to cope with specific external and / or internal requirements that overly strain or exceed human resources" . These behavioral efforts, which are aimed at overcoming the leveling influence of the system, building personal boundaries of the “I”, reaching a conscious level of self-regulation, self-government, we called coping-personification.

Let us give an interpretation of the values ​​obtained as a result of standardization of the intervals of the DPS questionnaire (depersonalization by a professional system), taking into account the newly introduced concept:

0-29 - very low coping personification, very high DPS value.

People with these results are more likely to be depressed, insecure, not even trying to overcome environmental pressure (which they perceive as aggressive towards themselves). Employees with such indicators need special attention from a psychologist.

30-49 - low coping personification, high DPS.

The people who showed the overall result in these intervals are cautious, prefer to “keep a low profile”, it is easier for them to convince themselves that nothing depends on them than to make attempts to change the situation. If possible, they avoid responsibility, although they can be good performers. Despite the emotional discomfort of their stay at their workplace, in a professional environment, they are not in a hurry to change anything, they lack determination.

50-70 - average coping personification, average DPS.

Such people prefer to stick to the "golden mean" in everything. Cautious in statements, but if necessary, they can express their opinion. They recognize the influence of the environment, but do not experience much discomfort from this. They prefer compromise in relationships. They do not see the need to "get on the rampage", proving their point of view.

71-90 - high coping personification, low DPS.

High scores indicate self-confidence, a person's adaptability in the workplace, a sense of their importance, a desire to actively participate in solving official issues, and responsibility. Such people seek to express their opinion, influence the situation, position themselves as active figures.

91-100 - very high coping personification, very low DPS.

People with very high scores deny the depersonalizing influence of the professional system and position themselves as an independent person with a great influence on the situation. This is a psychologically favorable position, unless it is defensive in nature. In this case, a person may try to aggressively impose his opinion on others, to behave regardless of the requirements of the situation.

As conclusions, we will determine the possibilities of using the traffic police questionnaire for working with employees of the internal affairs bodies.

Due to its compactness (its completion time is 2-3 minutes) and clarity (especially if you connect the circled numbers with a graph), the questionnaire can be used in group work as an independent study, or as an addition to other tests.

If the research is conducted anonymously, the data can give the psychologist and managers an idea of ​​the psychological self-perception of employees in the unit. We use the DPS questionnaire in the educational process on subjects of a psychological and pedagogical orientation, together with other tests (motivational questionnaires by T. Ehlers; questionnaires that identify coping strategies, etc.) in order to increase the self-awareness of students and cadets, their understanding of strategies and reasons for their own behavior.

If the survey is not conducted anonymously, then, together with other methods, the DPS questionnaire can be used to identify employees who are in depressive, psychologically unfavorable conditions.

In the individual work of a psychologist with employees, having asked to fill out this questionnaire before counseling, you can pay special attention to items with low scores (0-3), speak with the employee about his feelings and opinions on these positions.

Bibliography

1. Acmeology: textbook / ed. ed. A. A. Derkach. - M.: RAGS, 2002. - 650 p.

2. Petrovsky, A. V., Petrovsky, V. A. The individual and his need to be a personality // Questions of Philosophy. - 1982. - No. 3. - S. 44-53.

3. Petrovsky, V. A. Artur Vladimirovich Petrovsky: Scientific developments and discoveries of recent years. URL: http://www.bimbad.ru/biblioteka/artide_fulLphp?aid=267&binn_rubrik_pl_artides=173 (Accessed 10/18/2011).

4. Myers, A. Social Psychology. - 6th ed., revised. and additional - St. Petersburg. Peter, 2002. - 752 p.

5. Lazarus, R. S., Folkman, S. Stress, appraisal, and coping. - New York: Springer, 1984.

6. Seligman, M. E. P. Helplessnes: On depression, development, and death. - San Francisco: Freeman, 1975.

UDC 351.74:159.9.07: 005.32: 159.944.4 M.B. Pryakhina*, A.O. Sharapov**, O.I. Sheh***

Technologies of psychological prevention of organizational stress of employees of the Ministry of Internal Affairs of Russia

The article presents conceptual approaches to the study of organizational stress of police officers and the organization of its psychoprophylaxis. The programs and technologies of stress management of organizational stress of internal affairs officers are considered, as well as the results of their testing in the Internal Affairs Directorate for the Arkhangelsk region, St.

Keywords: organizational stress, psychoprophylaxis, program

psychoprophylaxis, psychoprophylaxis technologies, police officers, psychodiagnostics, stress management.

M.V. Pryakhina*, A.O. Sharapov**, O.I. Shekh***. Psychological technologies of organizational stress prevention for personnel of the Ministry of Internal Affairs of Russia. The article introduces conceptual approaches to studying and preventing organizational stress of personnel of Internal Affairs Agencies. The programs and technologies of stress-management and the results of their testing in Department of Internal Affairs of Arkhangelsk region, in St.-Petersburg University of the Ministry of Internal Affairs of Russia, in Sector of psychological provision of personnel of Department of medical- psychological provision of Ministry of Internal Affairs of Russia in Moscow are described.

Keywords: organizational stress, psychological prevention, program of psychological prevention, technologies of psychological prevention, personnel of Internal Affairs Agencies, psychological diagnostics, stress-management.

Among the various areas of improving the psychological support of work with personnel of the Ministry of Internal Affairs of Russia, an important place scientific research in the field of psychology of organizational stress. The daily activities of employees of the internal affairs bodies are characterized by intensity and tension, which are associated with the performance of official duties in a tough

* Pryakhina, Marina Vasilievna, Professor of the Department of Legal Psychology, St. Petersburg University of the Ministry of Internal Affairs of Russia, Candidate of Psychological Sciences, Associate Professor. Email: [email protected]

** Sharapov, Aleksey Olegovich, Associate Professor, Department of General and Clinical Psychology, Belgorod State National research university, Candidate of Psychological Sciences, Associate Professor. Email: [email protected]

*** Shekh, Olga Igorevna, lecturer at the Department of Psychotherapy of the East European Institute of Psychoanalysis, leading specialist of the Institute of Applied Psychology of St. Petersburg state university means of communication, President of the Guild of Psychologists, Psychotherapists and Coaches. professor V.A. Ananiev. Email: [email protected]

* Pryakhina, Marina Vasilievna, the senior lecturer, the professor of chair of legal psychology of St.-Petersburg University of the Ministry of Internal Affairs of Russia, the candidate of psychological sciences. Email: [email protected]

** Sharapov, Alexey Olegovich, the senior lecturer of the department of general and clinical psychology of Belgorod State Research University, the candidate of psychological sciences. Email: [email protected]

*** Shekh, Olga Igorevna, the lecturer of department of psychotherapy of East-European Institute of psychoanalysis, the key specialist of Institute of Applied Psychology of Petersburg State Transport University, the president of Guild of psychologists, psychotherapists and coaches named after professor V.A. Ananyev. Email: [email protected]

© Pryakhina M.V., Sharapov A.O., Shekh O.I., 2012

Bulletin of St. Petersburg University of the Ministry of Internal Affairs of Russia No. 1 (53) 2012

Used for testing adults.

Purpose: to determine the characteristics of moods and some other characteristics of the personal level of mental states using subjective assessments of the subject. The main purpose of the questionnaire is the diagnosis of relatively stable (dominant) conditions.

Instruction. The questionnaire contains signs that describe the state, behavior, attitude of a person to various phenomena. Evaluate how these signs are characteristic of you, keeping in mind not only today, but a longer period of time.

Do not seek to "improve" or "worse" the answers, this will lead to unreliable results, as the technique catches the distortion and insincerity of the answers. You can be sure that your answers will not be disclosed.

Your agreement with each judgment given in the questionnaire must be expressed using a seven-point scale:

1 - completely disagree;

2 - agree to a small extent;

3 - almost half agree;

4 - half agree;

5 - more than half agree;

6 - agree almost completely;

7 - I agree completely.

By choosing one of the scale points: 1.2, 3, 4, 5, 6 or 7, you will express the degree of your agreement with this judgment. Record your chosen score on the answer sheet next to the item number, indicating your last name (or pseudonym) at the top of the sheet, and the date and time you started work.

Do not skip a single item of the questionnaire. Please do not write or underline anything in the text of the questionnaire. Please do not transfer one number to another in the same place. To correct, cross out the unnecessary number and write a new one on the right.

Questionnaire

1. My body reacts strongly to weather changes or climate changes.

2. Very often there is a mood when I am easily distracted from business, become absent-minded and dreamy.

3. I worry very often.

4. I often have trouble falling asleep.

5. A lot of small troubles drive me crazy.

6. My thoughts constantly return to possible failures, and it is difficult for me to direct them in another direction.

7. I often praise people I know very little.

8. I experience vague anxiety, fear, I don’t know why.

9. If everyone is against me, I do not lose heart at all.

10. I wake up unrested and tired in the morning.

11. I often feel worthless.

12. I can't control my annoyance or anger.

13. Difficult tasks cheer me up.

14. My head often hurts.

15. It often happens that I gossip with someone.

16. I often have a premonition that some kind of punishment awaits me.

17. I am easily offended by a word.

18. I am full of energy.

19. There is a conflict between my plans and reality.

20. In situations of prolonged neuropsychic stress, I show endurance.

21. My table manners at home are usually not as good as at a party.

22. Very often some trifle takes possession of my thoughts and disturbs me for several days.

23. Very often I feel tired, lethargic.

24. I miss an opportunity by not making a decision fast enough.

25. There are so many things that annoy me easily.

26. I often feel tense and anxious when I think about what happened during the day.

27. When I feel unwell, I am irritable.

28. Very often I have a spleen (dreary mood).

29. In the morning, after waking up, I still feel tired and overwhelmed for a long time.

30. I like to constantly overcome new difficulties.

31. I have a desire to change a lot in my lifestyle, but I lack the strength.

32. In most cases, I easily overcome disappointment.

33. Satisfying some of my needs and desires makes it impossible to satisfy others.

34. Often an indecent or even obscene joke makes me laugh.

35. I look to the future with complete confidence.

36. I lose my patience very often.

37. People disappoint me.

38. Bad thoughts often come to my mind, which are better not to talk about.

39. I get bored of everything quickly.

40. It seems to me that I am close to a nervous breakdown.

41. I often experience general weakness.

42. I am often told that I am quick-tempered.

Interpretation of results. In this method, when interpreting the obtained numerical values, the conversion of raw scores into standard ones, into T-scores, is used. The scales of standard T-scores are constructed in this way: the average values ​​are equated to 50 T-scores; 10 T-scores are equal to one sigma (sigma is the standard deviation.)

High scores on one scale or another are scores of 55 or more T-points. This is a deviation from the average value upwards of more than half a sigma.

Downgraded scores are scores of 45 or less T-points. This is a downward deviation from the mean by more than half a sigma.

High scores are scores of 60 or more T-points.

Low scores are scores of 40 or less T-points.

Scale "Ak": "active - passive attitude to the life situation." This scale allows you to get an idea about the characteristics of the state, which in most cases depends more on the corresponding personality trait - activity than on other factors. It should be taken into account that activity is only relatively stable, since the predisposition to an active or passive attitude, response depends on a variety of current circumstances, the social environment, as well as events in the previous life period of the individual. To diagnose states and moods, it is especially important to take into account the strength of faith in achieving one's goals, to identify an active or passive position in relation to the current life situation. This parameter is especially important in diagnosing stress conditions.

High marks - more than 60 T-points. An active, optimistic attitude to the life situation is expressed, there is a readiness to overcome obstacles, faith in one's capabilities. Feeling the strength to overcome obstacles and achieve your goals. Cheerfulness is higher than most people.

Low grades - less than 40 T-points. Passive attitude to the life situation, in the assessment of many life situations, a pessimistic position prevails, disbelief in the possibility of successfully overcoming obstacles.

Scale "To": "tone: high - low." In a situation of acute stress, a person often experiences a feeling of strength, but the opposite picture is often observed - a feeling of weakness. A similar picture can be observed with prolonged stress. Energy characteristics for any mental state are the most important measurement. They are especially necessary for predicting the developed state of the individual. In the diagnosis of stressful conditions, they provide valuable data on the depth of stress.

High marks. Characterized by high activity, sthenic reaction to emerging difficulties. Subjective sensations of inner composure, reserve of strength, energy. Willingness to work, including long-term.

Low ratings.

Characterized by fatigue, lack of assembly, lethargy, inertia, low performance. There are fewer opportunities to be active, to expend energy, the resource of forces is reduced, and fatigue is increased. Tendency to show asthenic reactions to emerging difficulties.

Scale "Sp": "calmness - anxiety." In a mental state, the experience of anxiety is of decisive importance for a number of other phenomena. It is anxiety that enhances the sound of emotiogenic stimuli of various strengths, including minor ones, increasing the intensity of negative emotions, exacerbating their negative impact on consciousness, behavior and activity. The scale is designed to measure the level of generalized anxiety. In the literature, it is also denoted by the terms “free floating”, “unmotivated”, etc. Among the types of anxiety for this type of people, long-term, long-lasting emotional experiences are most characteristic.

High marks. Greater confidence in their abilities and capabilities than most people.

Low ratings. There is a tendency to experience anxiety in a wide range of life situations, to see a threat to prestige, well-being, no matter how real the reasons are. Anticipation of events with an unfavorable outcome, a premonition of a future threat (punishment, loss of respect or self-esteem) without a clear awareness of its sources.

Scale "Us": "stability - instability of the emotional tone."

High marks. An even positive emotional tone prevails, a calm flow of emotional processes. High emotional stability, in a state of emotional arousal, the adequacy and effectiveness of mental self-regulation, behavior and activity is preserved. Very low scores can be interpreted as emotional rigidity.

Low ratings. Emotional stability is reduced, emotional arousal easily arises, mood is changeable, irritability is increased, negative emotional tone prevails.

Scale "Ud": "satisfaction - dissatisfaction with life in general (its course, the process of self-realization)". Difficulties in the process of self-realization lead to experiences of voluminous emotional discomfort. This characteristic has a special diagnostic significance in individual counseling and psycho-correctional work. The experience of the fullness of life is one of the main pillars of the psychological stability of the individual. Feelings of emptiness are a risk factor for neurotic and depressive disorders, alcohol dependence. The judgments included in this scale relate to the internal aspects of experiences, to the feeling of satisfaction with one's life. Since the criteria for the success of self-realization are subjective, the subjective assessment of the success of self-realization is also most important for the diagnostician. The full self-realization of a person is not only the development of any special abilities, but also the development of his potential as a strong and integral human being, free from internal coercions that crippled him.

High marks. Satisfaction with life in general, its course, self-realization, the way life goes. A person feels the ability to take responsibility and the ability to make his own choice, in which the voice of his own "I" is heard. The subject feels ready to overcome difficulties in realizing his abilities (if his higher needs are activated). A fairly high assessment of personal success.

Low ratings. Dissatisfaction with life in general, its course, the process of self-realization and how exactly the main life events are currently unfolding. Low assessment of personal success. At present, a person has not found himself completely, has not revealed himself, has not felt reliable internal supports in himself, does not feel the ability to demand truthful answers from himself. Often characterized by withdrawal into doubt, which allows you to evade the need to make life choices, listening primarily to yourself, taking responsibility for what happens to you.

Scale "Po": "positive - negative image of oneself." This scale is auxiliary, it allows you to determine the criticality of self-assessment (low or high), the adequacy of self-assessment. On a scale of b points. The criticality of self-evaluation is closely related to the acceptance of the personality itself. The more positive the image of oneself, the less a person sees shortcomings in himself. Self-acceptance has a significant impact on mood - the more complete self-acceptance and the more positive feelings emotionally towards oneself, the higher the mood. Indicators on the “By” scale have a significant positive correlation with indicators on the main scales. Positive acceptance of oneself improves the mental state, and vice versa - a more favorable state encourages one to see one's shortcomings as insignificant, allows one to evaluate one's behavior as closer to the norm.

Very high scores indicate an underdeveloped self-understanding. The sum of more than 65 points gives grounds to assume low criticality in self-assessment, insufficient adequacy of self-assessment, insincerity. Other reasons may be: a negative attitude towards the survey, the influence of the subject's strong interest in the "positive, good" results of the survey.