Many authors in the area of organizational psychology describe the existence of a contradiction between organizational and personal objectives, in particular the contradiction between autonomy and the interdependence of organizational units. It should also be noted that foreign and domestic organizational psychologists indicate the need to introduce, maintain and manage the company ' s organizational culture as a tool for the management of staff behaviour [1, 2, 3, 4].

However, in itself, the existence of an organizational culture in a company does not mean that management can, through its use, manage the conduct of staff members and remove competing organizational and personal objectives.

The institutional loyalty phenomenon is of paramount importance in building a coherent staff management system. Its study with each year is increasingly devoted to scientific work [5, 6-8, 9].

However, despite the high level of interest of domestic organizational psychologists in the problem, there is still insufficient scientific evidence to date on the impact of loyalty on the behaviour of staff members. In addition to the increase in research in this direction, there has also been an increase in the number of scientific and public articles whose danger is hidden in the absolute optimistic consideration of the phenomenon without supporting such allegations with statistically significant data.

It is generally noted that staff members loyal to the organization accept corporate values and objectives (organizational culture) make maximum efforts for the organization [6-8].

This served as the basis for our research work, according to which we formulated the hypothesis:

- staff loyal to the organization are highly motivated by the achievement.

Thus, the purpose of our study is to examine the relationship of staff loyalty to the organization, with the motivation of the achievement.