Abstract

The purpose of present study is to identify relations of organizational identification, organizational commitment and, antecedents, job involvement, performance, turnover intention. Organizational identification was conceptualized as perceptions of common fate between the individual and the organization, as suggested by the social identity theory. Organizational commitment was conceptualized as an individual`s attitude towards the organization, consisting of a strong belief in, and acceptance of, an organization`s goals, willing to exert considerable effort on behalf of the organization and a strong desire to maintain membership in the organization(Mowday et al, 1979). Responses to the self-administered questionnaire measuring organizational identification, organizational commitment were collected from 852 white-collar workers of the Korean large corporations, and analyzed by an exploratory factor analysis. All items in questionnaire consisted of 7-point Likert-type scales. Results supported that organizational identification was identified as a distinct concept from organizational commitment as proposed. To identify the antecedents of organizational identification and organizational commitment, simultaneous regression analysis and hierarchical regression analysis were performed. Major results from the analysis were follows. First, perceived external prestige, peer satisfaction, job satisfaction, procedural justice, and utility of employee development influenced on organizational identification positively. Second, perceived external prestige, open organizational communication, job satisfaction, peer satisfaction, and job challenge influenced on organizational commitment positively. To identify relations of organizational identification, organizational commitment and, anteoedents, job involvement, performance, turnover intention, an analysis of covariance structure was performed two stages. A proposed model was conducted with 852 sample data, and finally identified model was confirmed in a cross validation study with 568 white-collar workers of the Korean large corporations. Major results from the analysis were follows. First, perceived external prestige, peer satisfaction, job satisfaction influenced on organizational identification positively. But procedural justice, and utility of employee development could not influence on organizational identification in covariance structure analysis. Second, open organizational communication, job satisfaction influenced on organizational commitment positively. But perceived external prestige, peer satisfaction and job challenge could not influence on organizational commitment in covariance structure analysis. Third, organizational identification directly influenced on organizational commitment and job involvement. But organizational identification influenced on turnover intention via organizational commitment indirectly and could not influence on performance. And job challenge influenced on performance in two covariance structure analyses. Firth, organizational commitment influenced on job involvement and turnover intention, but could not influence on performance.