Methodological support for the system of formation of anti-corruption behavior of employees of internal affairs bodies and its implementation

The article examines the problem of corruption as a destructive factor that negatively affects all spheres of modern society. The main attention is paid to the development of a pedagogical system aimed at the formation of anti-corruption behavior among employees of internal affairs bodies. The structural components of this system are detailed, and its implementation in the educational process is proposed, which will increase the effectiveness of the fight against corruption and improve the functionality of government agencies. The article can become the basis for further research in the field of anti-corruption education and the formation of sustainable moral standards in society. In addition, the results of a study devoted to the development and implementation of a multi-component system for the formation of anti-corruption behavior among employees of internal affairs bodies are presented. In addition to the process of implementing the system, its three key components are described - target-oriented, software-technological and result-evaluation. The indicative-target component includes the process of integration and development of sustainable motivation among employees of internal affairs bodies, as well as a positive attitude towards anti-corruption actions. The software and technology component is a set of elements - forms, methods and means that contribute to the development of the student’s personality, as well as focused on achieving a result in the form of formed anti-corruption behavior among law enforcement officers. The result-evaluation component serves as a tool for assessing the achievement of planned goals - the formed level of anti-corruption behavior among employees of internal affairs bodies. The methodological support for the implementation of the system is disclosed. Thus, when implementing the indicative-target component, classes were held in the format of a round table, a career map of employees of internal affairs bodies was demonstrated. The software and technology component of the system was implemented using a lecture - a press conference, a case method and business games with students. To implement the result-evaluation component of the system, the following diagnostic tools were used: the “Value Orientations” technique, K. Zamfir’s technique and the test developed by L. A. Yasyukova.