The article substantiates the relevance of empirical research of decision-making processes in conditions of uncertainty. The analysis of basic publications and research results on the methodology of empirical research of decision-making psychology in conditions of uncertainty and risk is performed. The main directions of development of empirical psychology and features of its use for identification of coping strategies for decision-making in the conditions of service risk and risk of failure to achieve the goal are determined. Comparative studies of the functional role of the determinants "risk-taking", "risk-taking", "risk-taking" in the performance of official duties have been performed. It is shown that the concept of "risk acceptance" best characterizes the behavior in terms of service risk and overcoming the negative consequences of the risk of not achieving the goal. The procedure of empirical research of suitability and readiness of employees of security structures for activity in the conditions of uncertainty and risk is developed. The application of the phenomenological approach is substantiated. In order to conduct empirical research, widely recognized tests have been analyzed to identify behaviors of intellectual decision-makers in conditions of uncertainty and risk. From a large number of tests, MOPR and OFPRO tests were selected as the most satisfactory for the purposes of the empirical study. These tests reveal coping strategies vigilance, procrastination, avoidance, vigilance, rationality, risk appetite and the relationship between them. In the process of empirical research based on the results of tests, a confirmatory model was built, which reflects the load (significance) of individual test items in relation to coping strategies and mutual correlations between them. The results indicate a significant correlation between copings in both tests. The obtained results were compared with the results of similar studies conducted in other conditions with another contingent of subjects. The issues of trust, reliability and consistency of the results of statistical calculations were considered separately. Cronbach's α-test, which was at least 0.7 for each of the indicators, was taken as the reliability criterion. In addition, a comparative analysis of variance was used, which confirmed the existence of sufficient correlations between the coping strategies used in the research. As a result, it was proved that coping strategies vigilance, procrastination, avoidance, vigilance, rationality, willingness to take risks fully characterize the behavior of decision makers in conditions of uncertainty and risk.

Introduction. Staff's interaction and business communication play an important role both in the professional growth of each employee and in the work of the entire organization. Since the financial department interacts with almost all departments of the organization, the financial department staff's communication within the department and with other departments affects the work of the organization as a whole. Aim. To explore the features of the financial department staff's interaction and business communication as well as to select the instruments to conduct an empirical study of the financial department staff's interaction and business communication. Methods: theoretical analysis of the problem, analysis of empirical research methods and instruments. Results. The article substantiates the study of the financial department staff's interaction and business communication. The authors analyze the concepts of interaction and business communication, discuss the features of the financial department staff's interaction and business communication, the work of the financial department, the financial department staff's competencies and behavior, the financial department staff's business etiquette and ethics as well as analyze the methods and instruments for studying staff's interaction and business communication. Conclusions. Financial department staff should have good communication skills, because the atmosphere of friendliness, staff's care for the co-workers' needs and readiness to carry out work tasks improve work performance of not only the financial department, but also the organization as a whole. The proposed set of instruments will make it possible to determine the features of the financial department staff's communication, to find out the relationship between staff's interaction and the organization's management style, to diagnose the social and psychological climate in the department, as well as to analyze the personality traits that worsen staff's interaction and communication.

В статті обґрунтована проблематика дослідження питання професійного вигорання журналістів та інших фахівців засобів масової інформації. Мета статі полягає в розкритті особливостей професійної діяльності фахівців ЗМІ та викладу основних способів профілактики та подолання наслідків професійного вигорання даної категорії спеціалістів. Наведений короткий аналіз трактування сутності професійного вигорання. Описані базові наукові психологічні підходи до вивчення феномену професійного вигорання. Зокрема, виділені: ситуаційний, системний, особистісний, ресурсний, процесуальний підходи. Розкрита та описана структура професійного вигорання згідно з К. Маслач. Описані його складові та наведена їх коротка характеристика. Описана специфіка професійної діяльності журналіста та фахівця засобів масової інформації взагалі. Визначена роль та функції професійної діяльності журналіста. Визначені відмінності роботи такого фахівця на телебаченні, радіо, в інтернет-виданні та в друкованих виданнях. Описані ключові відмінності роботи в кожному з напрямків журналістики. Визначено, що особливість роботи в друкованому виданні та на телебаченні визначається домінуванням свого особливого каналу сприйняття інформації читачами або телеглядачами. Визначено, що стресогенні чинники даної професії зумовлюються соціальною та суспільною значущістю та особливостями, а також видом діяльності (радіо, газета, телебачення та ін.). Основними стресогенними чинниками професійного вигорання фахівців ЗМІ визначені: емоційні навантаження у процесі комунікації з іншими людьми; відповідальність перед суспільством; ненормований графік роботи; необхідність обробки та запам'ятовування великих обсягів інформації; сильно обмежені часові рамки для виконання своїх професійних обов'язків; надмірна багатозадачність у роботі; конкуренція у професії. На підставі проаналізованого матеріалу розроблена програма профілактики та подолання наслідків професійного вигорання фахівців ЗМІ. Описана структура та план програми профілактики. Вказані блоки та окремі завдання, які входять до цих блоків.

The article discusses outstanding characteristics of the organizational culture of the department of a higher-educational institution based on employees' ideas about existing and desired organizational culture with the goal to increase the department's successfulness. The ideas about a preferred state can be used for planning the further development of the department's organizational culture. Criteria for successfulness of department's organizational culture are determined by both internal and external factors. The external criterion for the assessment of successfulness of department's activity is represented by objective effectiveness of the quality of student training, which is included into department's rating and reflects successfulness of psychological and pedagogical interaction between the teaching staff and the students. It is suggested to use "objective effectiveness" as a criterion for the assessment of department's organizational culture successfulness. Also, the necessity of taking into consideration the directions of specialist training while planning the development of organizational culture of the department. The article also presents the analysis of the internal criterion for the successfulness of the department's organizational culture, which is determined by the degree of discrepancy between the employees' ideas about existing and preferred organizational culture. High divergence degree causes socio-psychological internal tension among coworkers. We consider such an organizational culture to be unfavorable, and therefore unsuccessful. It is suggested to use organizational culture "favourability" as a criterion for successfulness. It has been clarified that the correct OCAI methodology usage requires preliminary application of statistical criteria for checking normality of the source data distribution. Кeywords: Organizational culture of the department of a higher-educational institution; successfulness criterion for the organizational culture of the department of a higher-educational institution; socio-psychological tension among employees.

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