Causal Relationship Model Of Enterprise Knowledge Workers Organizational Identity Construction And Preliminary Validation

Organizational identification refers to the perceived oneness with an organization and relevant behaviors. Organizational identification includes perceived organizational identification and organizational citizenship behavior. With the coming of knowledge economic society, the organizational identifications of knowledge workers are more and more valued by the managers. Based on the summary of past studies, this study developed a causal model of perceived organizational identification by applying the related theories on human resources management and organizational behavior. A LISREL analysis was used to build up the model. Data were collected among 321 knowledge workers of 26 companies in eastern China through questionnaires. The hypotheses were largely supported. The main results were showed as follows:1. Perceived organizational identifications of knowledge workers included cognitive organizational identification, affective organizational identification and evaluative organizational identification.2. Job characteristics included skill variety, task identity, task significance, autonomy and job feedback. Job characteristics were important antecedents of perceived organizational identifications among knowledge workers.3. Organizational justices included distributive justice, procedural justice and interactive justice. Organizational justices were important antecedents of perceived organizational identifications among knowledge workers.4. Organizational prestige was an important antecedent of perceived organizational identifications among knowledge workers.5. Organizational citizenship behaviors included helping behavior and conscientious. Organizational citizenship behaviors were important consequences of perceived organizational identification of knowledge worker.6. Perceived organizational identifications had significant mediating effects on the relationship of job characteristics, organizational justices, organizational prestige and organizational citizenship behaviors. They firstly affected perceived organizational identifications and then to organizational citizenship behaviors.7. The type of company and tenure had partial moderating effects on the relationship of job characteristics, organizational justices and perceived organizational identifications.After summary of results and discussion of theoretical and practical implications,the thesis further put forward its limitations and the direction of the relevant research.