No 10 (2025)

The article presents some results of the analysis of the features of the formation of a diplomats professional group in the context of social transformations in the process of historical development of Russia in the first half of the 20th century. The purpose of the study is to refute or confirm the hypothesis that social changes on the Russian soil (objective and subjective) do not have a decisive impact on the trajectories of intergenerational social mobility. The information base of the study is the biographical and encyclopedic reference books published in recent years about the last tsarist diplomats, the first diplomats of the Soviet era, career diplomats of the post-war years and modern representatives of the foreign ministry, publications on the problems of the formation of diplomacy in Russia, memoirs and interviews in the media of domestic diplomats. The relevance and novelty of the comprehensive study (in total, more than 4000 personalized data on domestic diplomats were analyzed) is associated with insufficient attention to the research devoted to this closed, small, elite group of professionals with significant educational, cultural and political capital, high status position and role in society. An original author’s approach to the study of the information array was used. The author analyzes educational and professional trajectories of different generations of diplomats, as well as the national, class and class composition of the Foreign Ministry, and vector of social mobility.

The emotional labor of frontline nurses and non-frontline nurses during the COVID‑19 pandemic is associated with stress, emotional exhaustion and uneven distribution of material and social support. In Russia, the labor of non-frontline nurses, which was also carried out in unsafe conditions – high risks of COVID‑19, is on the periphery of academic discussions. The author of the article raises the question of how non-frontline nurses manage their emotion, in particular, a sense of inequality. The article focuses on the analysis of the causes of emotions and the practices of its (non)expression in the non-covid hospitals. The empirical base of the study consisted of 28 interviews with Volgograd non-frontline nurses. As a result of the data analysis, the author identifies the grounds for (not)expressing a sense of inequality and concludes that the sense of inequality is modified into a sense of responsibility towards patients without coronavirus. Emotional involvement in patient care helps non-frontline nurses overcome sense of inequality and internal resistance to unfair working conditions both during and after the pandemic. The article contributes to an understanding of the emotional working conditions of non-frontline nurses, helps to identify the reasons why they do not go to the covid-hospitals, as well as their practices of managing sense of inequality.

The article, based on survey data (n = 1170), determined that the emotional mood of the population includes scenarios according to which happiness is postponed indefinitely. The results of the study indicate a decrease in the severity of scenarios of delayed happiness with age. For respondents aged 18–24, the dominant scenarios are those related to personal development, gaining independence, and professional and work-related fulfillment. Among respondents aged 25–45, there is a shift in focus towards social status and material stability. Respondents aged 46–60 are more often focused on achieving stability and completion in life scenarios. Barriers to achieving happiness are uncertainty and self-prohibitions. The focus on increasing happiness through achieving goals in the future unites respondents of different age groups, but the content of goals differs depending on the value-meaning life perspective.

The article reveals contemporary practices of corporate training in the context of the development of an adult education ecosystem and a novel paradigm of professionalism. The study’s empirical findings are based on a questionnaire survey administered to a sample of 1,204 workers. The results have shown the extent of employee engagement in corporate training programs, their motivation, as well as the prevalent obstacles. The findings have indicated a correlation between the level and intensity of employee engagement and company size. The findings have indicated that employees in companies with 500 employees aged 35 to 44, who can be termed “new professionals,” demonstrate the highest levels of engagement in training and investment in their professional and personal development. The effectiveness of corporate training has been assessed from the perspective of employees and companies alike. A significant proportion of employees has expressed positive attitude towards the benefits of the completed programs, particularly in terms of enhancing work quality and career prospects. The authors have identified the social functions of corporate training, new connections, and opportunities for building local adult learning ecosystems. The results are of scientific and practical interest to the specialists in education management, human resources, and educational policy for overcoming the qualification gap and the development of a national system of lifelong learning.