Abstract

The present study first investigated the conceptual discrimination of organizational identification from both organizational commitment and organizational internalization. Organizational identification was conceptualized as perceptions of common fate between the individual and the organization, as suggested by the social identity theory. Responses to the self-administered questionnaire measuring organizational identification, organizational commitment, and organizational internalization were collected from 513 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 three factor solutions as proposed. The second survey was conducted to confirm the three factor structure from 701 white-collar workers of the Korean large corporations. Thus organizational identification was identified as a distinct concept from both organizational commitment and organizational, internalization.