Особливості темпераменту та копінг у персоналу груп швидкого реагування системи охорони здоров’я: обсерваційне крос-секційне дослідження з аналітичними елементами

Currently, the training of Rapid Response Teams (RRTs) primarily focuses on mastering professional action protocols. However, the ability to effectively implement these protocols in high-stress professional situations remains a challenge that specialists frequently address without adequate support. The aim of this study was to assess the psychological status of RRT personnel to identify their coping strategies and rate of adaptation to stressful conditions. Materials and methods. The study involved 381 participants (284 women and 97 men). An observational cross-sectional study with analytical components was conducted. RRT personnel were examined before 1 PM on a non-working day. The assessment was performed using the automated system, “Psychological Safety of the Individual”. The frequency of COPE strategy use was quantified. Results. Three distinct temperament profiles were identified among RRT personnel: individuals with a low level of activity (Group 1), those with heightened emotional-volitional involvement (Group 3), and those with average profiles (Groups 2 and 4). Group 1 individuals exhibited high self-control but lower openness to emotional support. Group 3 demonstrated higher levels of emotionality, flexibility, and the ability to utilize external resources. Groups 2 and 4 showed limited capacity for active stress coping, particularly regarding situation acceptance and the use of social support. Statistically significant differences in coping strategies highlight the necessity of an individualized approach in the psychological training of personnel. Conclusions. The psychological effectiveness of RRT personnel is influenced by the interplay between temperament types and coping behaviors. The highest stress resilience was found among individuals with active problem-oriented strategies and the ability to engage external resources. The least adaptive group demonstrated low self-acceptance and confidence. These findings underscore the importance of considering these factors during professional selection and training.