Introduction. The author, within the framework of the systemic approach, revealed the concept of the socio-psychological climate of the structures of state administration and local self-government (in the process of implementing decentralization of power) as a systemic formation, a hierarchical structure of characteristics, properties and states that determine the successful implementation of functional powers by structural subdivisions by the organization/ Purpose – to reveal the typological features of the socio-psychological climate in the structures of state administration and local self-government. Methods. To conduct the empirical part of the study, psychodiagnostic methods were used, which are divided into blocks according to the structure (the studied component) of the social-psychological climate, namely: a) cognitive-gnostic – «Decentralization of power», «Career anchor», «Management efficiency»; b) motivational and value – «Methodology for the study of the motivation of professional and personal growth», «Readiness for self-development», «Evaluation of the state of corporate culture of the enterprise»; c) emotional-evaluative – «Study of job satisfaction», «Attitude to activities in conditions of decentralization», «Personality self-evaluation», «Questionnaire for determining the cohesion index»; d) behavioral – «Questionnaire of professional self-realization», «Adaptability», «Diagnostics of communicative control», «Assessment of the level of competence in conflict resolution». Originality. The article presents for the first time five main factors (types) of the socio-psychological climate in the collectives of state administration and local self-government bodies, structured by the author, based on the conducted factor analysis of empirical data, using the method of principal components, in the process of implementing power decentralization: Reference type: developed adaptive abilities of the employee, responsible attitude to activities, developed motivation for professional activity, adequate self-esteem, intra-professional self-fulfillment, moderate satisfaction with being a member of the team, valuable attitude to the work performed, developed general communicative competence, moderately developed corporate culture. Contextual-group type: high satisfaction with membership in the team, awareness of the processes of power decentralization, value acceptance of others in combination with team cohesion, pragmatic and prestige motives, partial identification with the community. Communicative type: moderately developed communicative competence; predominance in the content of professional competence of management; awareness of the characteristics of the effectiveness of managerial activity; moderate awareness of the processes of power decentralization; developed adaptive abilities and conflict competence. Humanistic type: values of serving the good, moral normativity, communicative potential, responsible attitude to activities in the process of decentralization of power, identification with the community, striving for self-improvement in professional activities, low self-esteem. Career type: employee's moderate awareness of power decentralization processes, autonomy, high self-esteem, self-confidence, specific values, instrumental values. Conclusions. The article presents the results of an empirical study of the factors (types) of the socio-psychological climate in the structures of state administration and local self-government in the process of implementing decentralization of power («benchmark», «business group context», «communicativeness», «humanistic», «career»).

У статті в рамках системного підходу, розкрито поняття соціально-психологічного клімату структур державного управління та місцевого самоврядування (в процесі впровадження децентралізації влади) як системного утворення. Представлено результати емпіричного дослідження факторів (типів) соціально-психологічного клімату в структурах державного управління та місцевого самоврядування в процесі впровадження децентралізації влади («еталон», «контекст ділової групи», «комунікативність», «гуманістичність», «кар’єра»).