[The interrelationship of value orientations and security culture of workers of medical organization].

The purpose of the study is to identify relationship between value orientations and safety culture of workers of medical organization. The sampling consisted of 284 workers (66 men, 218 women) of medical clinic. To identify system of personal values the "Value Orientations" questionnaire by Sch. Schwartz was applied. The mean values and ranks were calculated for each value indicator. To assess safety culture the "Safety Attitudes Questionnaire" by K. N. Tsaranov et al. was applied. The data statistical processing of the data was carried out using variance analysis and correlation analysis (Pearson coefficient). The largest differences in the indicators in the group with a low level of value-intentional coherence indicator were observed in relation to values "conformity" (rank difference 2.16), "stimulation" (1.73), "universalism" (0.9), "achievement" (0.83), "independence" (0.77), "traditions" (0.61) For other values difference was less than 0.5. The largest differences in indicators in the group with high level of value-intentional coherence indicator (IVC) were observed for values "universalism" (1.01), "stimulation" (0.64), "achievement" (0.5). For the remaining values difference was less than 0.5. Assessment of safety culture revealed that below threshold of agreement (75%) were results on the scale "Recognition (understanding) of stress" in all groups of respondents. On indicator "Working conditions" below level of agreement were results of groups with low and high levels of value-intentional consistency indicator. Below threshold of agreement (75%) were results of responses to the question about the relationship with clinical pharmacologists in all groups of respondents. The value-intentional coherence index can be applied only concerning each single worker. The qualitative analysis of IVC indicator should both include its comparison at the level of normative ideals and behavioral priorities of values and to consider the spread between ranks. The values "stimulation" and "achievement" have no effect on manifestation of attitude to safety culture of medical organization. The key personal values associated with manifestations of safety culture are "power", "autonomy" and "conformality".

[The indicators of value consistency and interpersonal conjugation of values of employees with executive as a foundation of personnel management in medical organization].

The article presents results of diagnostics of value consistence and interpersonal value conjugation in employees of medical organization. Purpose of the study is to identify the value consistence index and interpersonal value conjugation of employees of different departments of medical organization and on this basis to develop recommendations for executives concerning performance of their managerial functions. The study covered 284 employees of "The Municipal Clinical Hospital № 40 of the Moscow Health Care Department". The "Sh. Schwartz Value orientations" questionnaire was applied. The mean and centered values were calculated for each value index at both levels of values representation. At the level of normative ideals dominant value the first place in all departments except obstetrics, gynecology, and neonatology takes universalism. The employees of maternity hospital positioned safety on the first place. The second place was given to hedonism in departments of oncology, surgery and internal medicine; to kindness in departments of obstetrics, gynecology and neonatology, to achievement in department of intensive care; stimulation in department of diagnostic; safety in non-medical departments. The third place was given to safety in department of oncology, surgery and therapy; to conformity in departments of obstetrics, gynecology and neonatology; and to hedonism in non-medical departments. The comparison of value profiles of behavioral priorities established that in all departments one of the three dominant ranked values was power, in four departments - hedonism, in five departments - stimulation, in four - achievement, in one - tradition. The qualitative assessment of personality value profiles identified four types of department employees: mobile, sensitive, rational and stable one. Based on quantitative data of the Department Value Profile chart executive can develop management strategies using socio-psychological methods of personnel management.

[The loyalty of patients during coronavirus period: investigation experience in the metropolitan children polyclinic].

Two years after COVID-19 pandemic starting, the studies of patient satisfaction with medical services quality become topical again. The article presents the results of three-year project (2019-2022) of studying level of loyalty (Net Promoter Score) of legal representatives of patients of one of municipal children polyclinics. It is established that in Moscow, with implementation of first restrictive measures level of loyalty in the children polyclinic increased from 45% to 70%. In following years, level of loyalty was fixed at the level of 60%. The four groups of factors determining such changes as high level of panic moods due to pandemic, changes in organization of polyclinic functioning, energetic activity of mass media and users of social networks in glorifying image of medical workers and cultural psychological characteristics of Russians. The "optimistic", "realistic" and "pessimistic" prognoses concerning further dynamics of level of loyalty are proposed. The conclusion was made that COVID-19 pandemic served as key factor of positive changes in assessments of patients (and their legal representatives) of functioning both of particular polyclinic and the Russian health care in general. As far as each following time coronavirus infection will cause less and less concern among Russians it can be expected the requirements presented to medical services will soon increase, that means workload of medical personnel will only intensify. The following prospective directions of organizing functioning of medical institutions are proposed: monitoring of psycho-social indicators of medical personnel, implementation of telemedicine technologies, transfer of part of functionality of physicians and nurses to specialists without medical education.

[The Principles of Project Management Training of Administrators and Workers of Medical Organizations].

The article substantiates actuality of development of managerial and communicative competences in administrators and employees of medical organizations. the model of competences is presented, including training program for physician and medical nurse. also a model of competences and training program for administrators of medical organizations is presented. The expected results are formulated concerning training of medical personnel in the field of project management.