The Neural Network Model Of Organizational Identification And Related Empirical Research

Organizational identification is a hot topic of research in the field of psychology and human resourcemanagement, a business would like to gain a firm foothold in the economic tide, it must have its ownunique competitive. Organizational identification is a concept developed on the basis of social identitytheory. It refers to individuals linked to the extent of their own identity and organization, this perceptioncan enhance the sense of belonging and a sense of unity of the individual organizations, and further affectthe behavior of the individual, the formation of a unique organization, and difficult to imitate competitiveadvantage. It can improve the cohesion of the organization to influence the attitudes and behavior ofemployees, so as to improve organizational performance, and reduce the effect of the cost of humanresources.Organization identity theory after years of development, has formed a large and complex systemtheory, a variety of organizational identification contending definitions and theoretical model, but has notbeen an exact unified argument, resulting in the diversification of the way the organization agree thatmeasuring certain defects. The neural network model of organizational identification Greenwald et alproposed a neural network model, the integration of the existing social psychological theory of implicitattitudes, stereotypes, self-esteem and self-concept of a unified theory (UT) in on this basis, the proposedneural network model of organizational identification, and the development of the cognitive structure of asocial organization members and their contact’s focus organization.The experiment can be roughly divided into three parts, the first part of subliminal semantic primingtest, the IAT. Using the implicit association test method to measure the contact strength between each nodein the neural network model in the emotional dimension of organizational identity sub-networks. The linkbetween the self and the organization, called organizational identity; link between the organizations and theemotional attitude of the organization, called the members of the organization; link between the self and theorganization, referred to as self-esteem. IAT test, these three have been given a clear operational definitionof the concept of measurement and system analysis results.The second part is a questionnaire to measure the way the employees’ job satisfaction and turnoverintention measurement, and its results with the the IAT test results associated experimental description of organizational identification and job satisfaction, turnover intentions close contact between It alsoillustrates the existence of a neural network model of organizational identification and verifiable.The third part is in the first portion on the basis of experiments on the relationship between thevariables measured for validation. Experimental results show that, other things being equal, the self and theorganizations associated with positive emotions, based on the organization’s self-esteem and the attitude ofthe members of the organization (here use affective commitment) organizational identification of emotionalorientation-forecast role; in the case of other conditions are the same, the members of the organization’sattitude (affective commitment) and the orientation of emotion-based organization agree predict the role oforganization-based self-esteem; other conditions are the same case, based on the organization’s self-esteemand emotional orientation-based organization agree with the prediction of the members of the organization’sattitude (affective commitment).