методика

Introduction. The concept of appropriateness of professional self-determination is analyzed, approaches to its analysis and measurement are described. Theoretical analysis. The significance of self-assessment of appropriateness of professional self-determination as a condition of sustainability to frequent stresses and prevention of professional burnout, including emotional exhaustion and depersonalization of personnel. Еmpirical analysis.

The article represents the results of the development and verifying the express method for studying economic activity. As a result of theoretical analysis, four approaches to the study of economic activity were identified, one of which is purely psychological. In the framework of this approach, the definition of economic activity is formulated as the characteristic of a person, manifested in the level of intensity and initiative of the interaction with objects of economic reality (in the role of a consumer, entrepreneur, employee, borrower, investor, etc.).

The article presents the author’s method of diagnostics of branch types of organizational culture, developed on the basis of the branch model of organizational culture by T. Deal and A. Kennedy. The authors of the model identified four branch types of organizational culture – trading, speculative, investment, and administrative. The criteria for distinguishing between them were the speed of feedback and the degree of risk.

The author analyzes the concept of organizational justice and describes different approaches to the justice measurement. The author analyzes the impact of the procedural justice as a factor which results in high work motivation and productivity, constructive attitudes to work and prevention of job insecurity perception. The psychological content of justice in the organization as a unidimensional and multidimensional construct is discussed. The empirical study presents the results of validation of the subscale of “Procedural justice” (The Organizational Justice Scale, J. A. Colquitt).

The author's technique of socially-psychological diagnostics of the organizational culture, developed on the basis of the order concept of organizational culture is presented. The general descriptions of a technique, forms of questionnaires are given. The way of use of
questionnaires for diagnostics of organizational culture is shown.