Empirical research of psychological features of organizational culture

The article presents the results of theoretical and empirical study of the phenomenon of trust and corporate culture. Based on the theoretical analysis and the results of the study, it is concluded that trust, psychological atmosphere and organizational culture are not only significant factors of economic efficiency of the enterprise, but also the main indicators of psychological efficiency of the organization. The psychological effectiveness of an organization is understood to varying degrees by the ability and willingness of staff to perform their assigned tasks, including the willingness to make necessary or inevitable changes to the external and internal environment of the organization. Corporate culture and trust are integrative indicators of the psychological effectiveness of an organization, since, in addition to psychological relationships, they also include the regulatory system of decision-making and organizational behavior. The question of the relationship between the type of organizational culture and the personal values of employees remains quite acute and open now. Without its solution, it is difficult to understand and predict the process of forming the culture of the organization. Any enterprise carries out its activity in accordance with the values that are of importance to its employees. The degree of acceptance by members of the organization of the company's values and the degree of commitment to these values by the staff are factors that provide the strength of the organizational culture. The difficulty of creating and maintaining the necessary level and content of organizational culture that is meaningful for every organization is that the individual personal values of both newcomers and employees can differ significantly with the values of the organization. Beginners who came to the organization, in addition to new ideas, ways, approaches to solving problems, bring with them their own views, beliefs, values, attitudes, which can significantly shake the already formed organizational cultural values. Therefore, in order to maintain and strengthen the existing value system, it is necessary to influence employees by forming values that are as close as possible to organizational ones. In this regard, the study of the relationship of employee values and organizational culture is quite relevant today.