Introduction. The self-organisation of employees in the internal affairs bodies is a valuable personal quality that ensures the reliability of the individual in professional activities, allowing for systematic achievement of goals through mechanisms of goalsetting, self-control, self-assessment, and self-regulation. The significance of selforganisation increases in conditions of uncertainty and complexity, which demand proactive structuring of one’s activities and effective activation of self-development potential. Aim of the study: To identify the psychological features of the personalities of employees in the internal affairs bodies depending on the level of self-organisation. Methods. The empirical study employed general scientific methods of analysis, psychodiagnostic methods, and mathematical statistical methods. The study sample comprised employees of the territorial internal affairs bodies of the Northwestern Federal District (n = 130). During the study, the sample was divided into two groups based on indicators of high and low levels of self-organisation, with the reliability of differences at p ≤ 0.001. Results. The study established values corresponding to the average level of selforganisation among internal affairs employees, reflecting the sufficiency of components such as goal-orientedness and planning, as well as the ability to concentrate on the goals and tasks of their activities among all representatives of the sample. Differences between groups with higher and lower levels of self-organisation (at p ≤ 0.001) were identified in the ability to manage one's own time when organising activities, using experience in structuring activities, goal-directedness, and self-organisation in general. Employees with higher levels demonstrated high levels of focus on planned tasks and goals, a commitment to fulfilling obligations, and adherence to scheduled times for performance. Their professional self-attitude was characterised by a positive regard for themselves as significant subjects of activity, stability in professional and meaningful orientation, which enhances subjective aspirations for personal growth and constructive changes in personality traits. In contrast, those with low levels of self-organisation exhibited low levels of self-assessment regarding personal growth, experiences of self-blame in their profession, self-deprecation in their work, and a tendency to experience feelings of guilt, anger, dissatisfaction, and frustration regarding their perceived lack of success and self-doubt.