The Impact Of Employee-Perceived Organizational Identity On The Organizational Identification

The issue of organizational identification has become more and more important in thereal business world, as firms realize that they can gain a competitive edge when they stimulatetheir employees to be more loyal and identified with them. This is especially true whenemployees are very hard to train because when they leave that is a large waste for firms andother organizations. By using the definition of organizational identity, I organized theindependent variables of organizational identification. Then I examined the impact oforganizational identity on organizational identification. The research result can be used tobuild up organizational identification in the organization, and finally help managers get goodemployee resources. Moreover, I use employees’s characristics as the moderator of theresearch model, so that the difference of employee’s reaction of the impact of organizationalidentity on organizational identification will be discussed and there will be more useful resultsfor business practice.In the literature review, I gathered and organized research papers on the topic oforganizational identity and organizational identification, and their points of view are the baseof the research model of this paper. After understanding the relationship of different variablesin this research, I build up a research model about the impact of organizational identity on theorganizational identification. In the quantitative part, I select the research sample whose sizeis287, and based on first-hand data, I used STATA to do the linear regression and examinedthe relationship between organizational identity and organizational identification.In conclusion, employee-perceived organizational identity has the positive impact on theorganizational identification, which means the more employees perceive organizationalidentity, the more their organizational identification grows. Moreover, the results on genderand position of employees are suggestive of significant moderating effects. The results of thisresearch are very valuable. Managers can use different dimensions of organization identity todevelop the inner management system step by step, so that they can stimulate the employees’organizational identification. After all, the unique employee resources are key competitiveedge of firms. Therefore, the main conclusion and its value for business practice will be themost important contribution of this research.