Identifying the Relation between Organization Status in Organizational Identity and Ranking in Contrast with Citizenship Behavior

Abstract

Different and valuable benefits and advantages of strong and robust organizational identity such as increasing organization’s activities legitimacy, improving the ability of organization in attracting sources, providing appropriate backgrounds in attracting empowered human source as well as increasing fame and organizational reputation can be regarded as some of the most important causes of the wide interest in the issue of organizational identity. So, knowing organizational identity as a complex social and valuable resource which achieves valuable competitive advantages is critical; and, the knowledge of more managements and various organizations’ directors, in particular the organizations which are much concerned with a wider population, is being variously judged and evaluated (Yazdani, 2005). Strong organizational identity among employees is followed by higher motivation and trying toward organizational citizenship behavior which, according to previous studies, can improve performance and achieving organizational goals and values. In other words, organizational identity changes individual social attitudes and cause individuals to introduce themselves by the organization. Once employees are introduced by its organization, they show higher levels of organizational citizenship behavior; as these behaviors are not far from role behaviors. Key terms: Organizational identity, organizational intervention, citizenship behavior, organizational ranking