The article examines the features of the formation and transformation of organizational (corporate) culture in the post-Soviet countries. The influence of the historical, cultural and legal heritage of the Soviet period on modern management practices is analyzed, and stable elements of organizational culture such as high power distance, collectivism, avoidance of uncertainty and paternalism are identified. The stages of the evolution of organizational culture from the period of adaptation to the market economy to the modern stage of conscious management of values and staff involvement are described. The results of empirical and theoretical studies reflecting the state of corporate culture, as well as its impact on the effectiveness of organizations, are presented. Special attention is paid to comparative cultural analysis, which makes it possible to identify similarities and differences between the countries of the region. The conclusion is made about the formation of hybrid models of organizational culture combining traditional and modern management elements. It is noted that organizational culture is an important factor in the sustainability and competitiveness of business in the context of socio-economic changes.