Organizational Identification In China: Clarification Of Construct And Validation Of Measures

In these decades, more and more reports the leaving of core employees and managers. These showed that companies only with money, stocks, or career development etc. are not able to keep employees who are important to the whole companies. Scholars in organizational behavior filed have developed lots of concepts to explain these phenomena. Organizational identification is one of them.In this study, I have reviewed lots of papers in the western magazines about organizational identification. I concluded the existing research results in the following aspects: the definition of organizational identification, the differences between organizational identification and other constructs, the dimensionality of organizational identification, the measurement of organizational identification and so on.Building on this conclusion, I began the research in Chinese culture. In this research, we conduct two studies to develop a new measure of organizational identification in the People's Republic of China, to establish its psychometric adequacy and to examine two relationships: the relationship between organizational identification and various attitudes, and the relationship between organizational identification and an outcome.In study 1, generate items of organizational identification through interviews and conducted an exploratory factor analysis of these items to help us create the initial version of our organizational identification scale under Chinese context.In study 2, we present confirmatory analysis to validate the four-dimension model. We then used this new measure to examine the relationship between organizational identification and other related attitudes—organizational commitment, turnover intention and job satisfaction—and the relationship between organizational identification and an outcome: organizational citizenship behavior.To be concluded, this study developed a 23-items scale to measure organizational development.