Author (s): Shymko V.A.

Work place:

Shymko V.A.,

Doctor of Sciences (Psychology),

Senior Researcher, Professor of Professional Psychology Department,

National Academy of the Security Service of Ukraine

(Mykhaila Maksymovycha street, 22, Kyiv, 03066, Ukraine,

email: shymko@outlook.com)

ORCID: 0000-0003-4937-6976;

Scopus Author ID 57204110630;

Researcher ID C-8373-2017


Language: Ukrainian

Scientific Herald of Sivershchyna. Series: Education. Social and Behavioural Sciences 2024. № 1 (12): 363–379



The study aims to investigate the impact of a state of war on employees’ attitudes towards their work and identify the differential psychological features influencing this process. The article’s goal is to develop justified management strategies aimed at mitigating the effects of the state of war on the employees’ mental well-being and supporting their positive work attitudes. The research methodology included anonymous surveys of personnel (1667 respondents), analysis of results using One-Way ANOVA, and multinomial regression analysis.

The obtained results emphasize the significance of traits such as friendliness, emotional stability, and openness to new experiences in shaping a positive work attitude during a state of war. The identified correlations between these traits and the impact of the state of war underscore the need for the development of social competencies among the employees. Social factors, such as satisfaction with the team atmosphere, relationships with colleagues and family, and the influence of office conditions and domestic life, also proved essential for shaping work attitudes in a state of war. A supportive work environment and colleague assistance can be crucial for maintaining a positive psychological climate and work efficiency.

In the context of managerial recommendations, the research emphasizes the importance of developing employees’ personal qualities, particularly friendliness, and formulating strategies to support social and psychological well-being in the workplace. Managerial interventions should primarily target female employees and those who are unmarried and hold non-managerial positions in the organization.

The article makes a significant contribution to understanding the mechanisms of employee adaptation to stressful conditions and proposes specific approaches to managing psychosocial climate in organizations during crisis situations. The findings can be valuable for managers and HR departments seeking to ensure effective personnel management in unstable conditions and enhance overall workplace comfort and motivation.

Key words: state of war, differential psychological features, Big Five, five-factor model of personality, attitudes toward work, motivation, demotivation.


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