Вестник Православного Свято-Тихоновского гуманитарного университета: Серия I. Богословие, философия (Dec 2021)
Features of the values of religious and non-religious administrators
Abstract
This article presents results of the study of characteristics of the basic values of representatives of the professional group of managers as well as the impact on the values of personal religiosity. The distinctive qualities of managers are often considered to be focused on the material result of work and recognition of merit, the desire for a career and publicity. All these traits refer to the values of Self-Affi rmation- Achievement, Power-Wealth. These views were partially confi rmed in our study. But what united the group of respondents-managers was the value of Independence. The main feature of its manifestation is the choice of its own path in all life situations, including workers. This characteristic of managers, i.e. the desire for Self-suffi ciency, directs us to study another important characteristic of the manager, i.e. the leadership style. Unexpectedly for us, the phenomenon that management researchers describe in their works has found confi rmation. Managers often go, at fi rst glance, simultaneously to two opposite goals: on the one hand, they fi rmly follow the achievement of high results in work, on the other hand, they pay great attention to good relations in the team, show respect and modesty. Seven participants in the study showed a similar result. For them, the opposite values of Achievement and Care are equally important. This contradicts the theoretical principles of the value theory of Sh. Schwartz. We can assume that this feature characterises a professional group of managers, but at this stage of the study, we do not state this with certainty. It is important that along with the value of Independence, Orthodox church managers show Concern-Benevolence, Care- Universalism as demonstrated by their non-religious colleagues. This distinction may originate from the ethical principles of life. Ecclesiastical managers tend to treat other people from a position of Christian love and show long-suff ering, and tend to forgive people’s mistakes; non-religious respondents are brought up on the principles of secular ethics, in which Universalism, understood as equal opportunities for all, occupies an important place. These differences also influence the choice of leadership styles by managers of varying degrees of religiosity. Ecclesiastical respondents often show a tendency to a special philosophy, “leadership-service”, non-religious managers choose different democratic styles in managing people. The paper used a mixed sociological research method, namely an non-formalised method of in-depth interview and two formalised methods: a Portrait Value Questionnaire of Sh. Schwartz and the Index of Churchiness of V. F. Chesnokova.
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