Індивідуальні цінності працівників як ресурс розвитку корпоративної культури організації
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Дата
2026
Назва журналу
Номер ISSN
Назва тому
Видавець
Хмельницький національний університет
Анотація
У статті проаналізовано поняття індивідуальних цінностей як внутрішніх
орієнтирів особистості, що визначають пріоритетні цілі та способи їх досягнення.
Розглянуто взаємозв’язок індивідуальних цінностей працівників і корпоративної
культури організації, визначено їхній вплив на професійну мотивацію, стиль взаємодії та
результативність колективної діяльності. Описано роль ціннісної відповідності в
підвищенні залученості, задоволеності роботою та адаптивності до організаційних змін.
Визначено психологічні умови ефективного використання ціннісного потенціалу
персоналу, а також ключові цінності, сприятливі для формування конструктивної та
інноваційної корпоративної культури
The article is devoted to the study of individual values as a key psychological resource in shaping and developing corporate culture. In psychological science, individual values are considered relatively stable and generalized representations of what is desirable and meaningful, serving as internal guides in life choices and determining priority goals and acceptable means to achieve them. Unlike economic or philosophical perspectives, which treat values as attributes of objects or abstract moral categories, the psychological approach emphasizes their subjective significance for the individual, forming a personal “internal system” of what is important in life. Values guide behavior, life strategies, and personal development. Western theories define values as stable beliefs regarding desired life outcomes (terminal values) and acceptable ways to achieve them (instrumental values), arranged hierarchically. Schwartz emphasizes that basic human values reflect motivational orientations, such as self-assertion, concern for others, maintenance of stability, and openness to change. In Ukrainian psychology, values are closely linked with value orientations, which representconscious, relatively stable attitudes toward social and personal priorities, guiding interests, needs, and life goals. In modern organizations, corporate culture is increasingly recognized not only as norms, traditions, and shared values but also as a strategic resource ensuring performance, stability, and innovation. Employees’ individual values influence professional motivation, behavior, interaction styles, and adherence to organizational rules. Value congruence between employees and the organization enhances engagement, job satisfaction, and productivity, whereas value incongruence can lead to conflicts, stress, and reduced adaptation. Values such as openness to change, universalism, benevolence, responsibility, autonomy, achievement orientation, and professional self-realization foster innovation, teamwork, ethical behavior, and high performance. Supporting the realization of employees’ value potential requires psychological safety, autonomy, trustful relationships, supportive leadership, and development-oriented motivation. Therefore, individual values serve as a strategic psychological resource for building a constructive, adaptive, and sustainable corporate culture, strengthening organizational cohesion, effectiveness, and long-term competitiveness
The article is devoted to the study of individual values as a key psychological resource in shaping and developing corporate culture. In psychological science, individual values are considered relatively stable and generalized representations of what is desirable and meaningful, serving as internal guides in life choices and determining priority goals and acceptable means to achieve them. Unlike economic or philosophical perspectives, which treat values as attributes of objects or abstract moral categories, the psychological approach emphasizes their subjective significance for the individual, forming a personal “internal system” of what is important in life. Values guide behavior, life strategies, and personal development. Western theories define values as stable beliefs regarding desired life outcomes (terminal values) and acceptable ways to achieve them (instrumental values), arranged hierarchically. Schwartz emphasizes that basic human values reflect motivational orientations, such as self-assertion, concern for others, maintenance of stability, and openness to change. In Ukrainian psychology, values are closely linked with value orientations, which representconscious, relatively stable attitudes toward social and personal priorities, guiding interests, needs, and life goals. In modern organizations, corporate culture is increasingly recognized not only as norms, traditions, and shared values but also as a strategic resource ensuring performance, stability, and innovation. Employees’ individual values influence professional motivation, behavior, interaction styles, and adherence to organizational rules. Value congruence between employees and the organization enhances engagement, job satisfaction, and productivity, whereas value incongruence can lead to conflicts, stress, and reduced adaptation. Values such as openness to change, universalism, benevolence, responsibility, autonomy, achievement orientation, and professional self-realization foster innovation, teamwork, ethical behavior, and high performance. Supporting the realization of employees’ value potential requires psychological safety, autonomy, trustful relationships, supportive leadership, and development-oriented motivation. Therefore, individual values serve as a strategic psychological resource for building a constructive, adaptive, and sustainable corporate culture, strengthening organizational cohesion, effectiveness, and long-term competitiveness
Опис
Ключові слова
індивідуальні цінності, ціннісні орієнтації, термінальні цінності, інструментальні цінності, корпоративна культура, організаційна культура, організація, individual values, value orientations, terminal values, instrumental values, corporate culture, organizational culture, organization
Бібліографічний опис
Кулешова О., Козак Н. Індивідуальні цінності працівників як ресурс розвитку корпоративної культури організації // Psychology Travelogs. 2026. No. 1. P. 449-458.