MEDIATION, RESTORATIVE APPROACH, AND SUPERVISION AS SOCIO-PSYCHOLOGICAL MANAGEMENT MECHANISMS IN PREVENTING OCCUPATIONAL BURNOUT AMONG SPECIALISTS OF SOCIONOMIC PROFESSIONS

Abstract

The aim. To investigate the psychological foundations of mediation, the restorative approach, and the phenomenon of supervision as systemic managerial tools aimed at preventing occupational burnout, developing resilience, and enhancing conflict-management competence among socio-nomic professionals (educators, psychologists, social workers, and managers) under the extreme conditions of martial law. The research methodology. A comprehensive approach was applied, including: theoretical analysis of the transactional model of stress (R. Lazarus, S. Folkman) and the concept of salutogenesis (A. Antonovsky); comparative analysis of domestic and international experiences in implementing restorative practices (peer mediation, restorative practices); technological modeling of mediation activity algorithms and reflexive supervisory support within the management system; and case studies (case study) of the effectiveness of mediation services in educational and social institutions. The scientific novelty. The study theoretically substantiates the integration of mediation, restorative practices, and supervision as a unified system of sociopsychological management mechanisms providing comprehensive protection against occupational burnout. It is proven that the systematic combination of these tools allows for the transformation of the managerial paradigm from punitive to restorative, creating conditions for the formation of psychological safety and resilience within professional communities under martial law. This approach allows these mechanisms to be viewed as a holistic system of managerial influences that restore a sense of manageability and meaningful order to professional activities. Conclusions. The key psychological functions of mediation are identified: emotional decontamination (creating a safe space for verbalizing experiences), cognitive reframing, and self-regulation, which transform conflict environments into spaces for professional growth. It is established that developing managers’ conflict-management competence through mediation technologies enables leaders to act as facilitators of social-emotional learning (SEL) and the team’s psychological well-being. The status of supervision is substantiated as an “emotional safeguard”, acting as a reflexive mechanism to prevent secondary traumatization and professional deformation of specialists in crisis conditions. It is demonstrated that the systematic integration of these mechanisms ensures a shift toward a restorative management paradigm, which is critical for preserving staff mental health and enhancing the overall resilience of organizations.