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. Increasing professional loyalty attracts to the organization not only specialists that are qualified, but also committed employees that are involved, interested, motivated for long-term relations with the organization, those of high moral convictions that contribute to the adequate moral decisions in complicated professional backgrounds. The purpose of the study is to study the institutional loyalty, involvement in professional activities, as well as ideas about the organization of engineering students working in the profession and studying in the master’s program. Materials and methods. The study involved 196 students of the University of Architecture and Civil Engineering in St. Petersburg (98 females and 98 males) studying under the “Construction” Master’s program and working in the construction industry. The average age of the research subjects was 23 years, the average work experience in the current organization was 1 year 3 months. Methods: Utrecht Engagement Scale by A. Bakker, W. Shaufeli; WACMQ method (Workplace affective commitment multidimensional questionnaire) by Morin A. J. S. to measure the level of affective commitment to the workplace; test of unfinished sentences “For me, the organization is…”. Methods of mathematical statistics: Pearson correlation analysis, cluster analysis (Ward’s method), Student’s t-test for independent samples. Results. The results of the study allow to identify new facts of institutional loyalty of young specialists working in the construction industry and not having extensive professional experience. It has been determined that the degree of “involvement” in professional activities among the respondents, like energy, commitment, absorption in activities is not fully expressed. The respondents tend to have a pragmatic attitude towards their organizations. First of all, they see the organization as a platform for career growth and professional experience. At the same time, the employees demonstrate an ambivalent emotional attitude towards the organization: both positive and negative. Young people will be committed to their organization if it provides them with the opportunity to fully pursue what they love and promote their careers (r= 0.25, р ≤ 0.01). The older the employee, the more diligently he or she solves the problems of the organization, the more client-oriented and loyal to the profession he or she becomes (r= 0.15, р ≤ 0.01). The employee’s negative emotions in relation to his or her work reduce his or her professional loyalty and commitment to the organization in which he or she works (r= – 0.14, р ≤ 0.05).  Conclusion. The employees’ institutional loyalty is the organization’s competitive advantage. However, the institutional loyalty of an employee may fail to be formed if it is not fed as early as at the stage of training at an educational institution when forming professional commitment.

Study of institutional and professional loyalty features in future engineers