Impact Of Organizational Identification On Employee's Job Performance

With the rapid development of economic globalization,the competition between enterprises and enterprises is becoming increasingly fierce.Employees have become the core force of enterprise development,and enterprises rely on staff to promote their development.Modern enterprises pay more and more attention to organizational identity of employees.Organizational identification refers to the process of psychological perception and the corresponding behavior of the members who are consistent with the organizations they join.In the more mature theoretical research,researchers tend to divide organizational identity into organizational cognition,affective affiliation,positive evaluation and autonomous behavior.Organizational cognition refers to the individual's cognition to a specific organization;Affective belonging refers to the individual's emotional dependence on the organization;Positive appraisal refers to the value connotation given to the organization both inside and outside;Autonomous behavior refers to the individual's choice of what kind of behavior the organization chooses,Employees comply with the enterprise system.Employees with high organizational identities may be more willing to show recognition in all aspects of the organization,make all kinds of organizational actions,and make decisions consistent with organizational goals.The ultimate goal of business is to improve business performance.From the perspective of the research object,the performance can be divided into organizational performance and employee performance,and the performance of corporate employees directly affect the performance of the organization,in order to improve the overall performance of enterprises,it is essential to improve employee job performance.Therefore,one of the research purposes of this study is to study the impact of employee's organizational identity on their job performance and its mechanism.However,in the past,scholars mainly focused on the direct relationship between the two or studied the influence of individual variables on employeeperformance by using organizational identity as mediating variable.The direct study of organizational identity and employee job performance seldom involves the third variable.To improve the work performance of employees,we can not just focus on one aspect.Modern enterprises pay attention to the management of people,that is,they implement the idea of people-oriented management and rely on the employees' ability to continue their market competitive advantage.Therefore,the work performance of employees is improved,Recognition,understanding the heart of employees and ideas,to understand whether employees regard themselves as the insiders of the company is also crucial.For employees to the enterprise showed varying degrees of organizational identity,employees based on different perceptions to form a different behavior,thereby affecting the work performance of employees.Therefore,it is necessary for this study to study the impact of organizational identity on the performance of employees and the regulatory role played by insider perceptions in order to clarify the relationship among the three.On the basis of combing the previous research theories,this research puts forward the research model of this research and empirically studies the questionnaires.The results show that: organizational identity has a significant positive effect on employee job performance;internal identity perception has a certain regulatory role in the process of organizational identity on employee job performance;organizational identity has a significant positive impact on employee job performance;And there is also a certain regulatory role in the process of the impact of internal dimensions of identity on the various dimensions of employee job performance in all dimensions of organizational identity.On the basis of theoretical research and empirical research,this study argues that enterprises can take a series of measures to increase staff's correct cognition,sentiment affiliation,positive evaluation and autonomy in enterprises on the issue of improving staff's work performance and enhancing their competitiveness.Behavioral and employee empowerment of insiders.