Organizational Identification Scale Research Articles

Emotional labor, fatigue, and presenteeism in Chinese nurses: the role of organizational identification

BackgroundPresenteeism has become a significant issue related to health. However, the effect of fatigue and organizational identification on the relationship between emotional labor and presenteeism among Chinese nurses remains unclear. This study aims to explore the correlation of Chinese nurses’ emotional labor, fatigue and organizational identification with presenteeism, and to analyze the mediating effect of fatigue and the moderating effect of organizational identification on the relationship between emotional labor and presenteeism.MethodsA cross-sectional study was performed from June to October 2022 in Changchun City, Jilin Province, China. In total, 1,630 nurses were asked to complete a range of self-administered questionnaires, including the Emotional Labor Scale, the Fatigue Scale, the Organizational Identification Scale and the Stanford Presenteeism Scale. Besides, the PROCESS macro and multiple linear regression were used for moderated mediation analysis.ResultsEmotional labor (r = 0.108, P < 0.001) and fatigue (r = 0.475, P < 0.001) were positively correlated with presenteeism, while organizational identification (r = -0.261, P < 0.001) was negatively correlated with presenteeism. The effect of emotional labor on presenteeism was partially mediated by fatigue (Effect = 0.014, 95% CI = [0.007, 0.021]). Additionally, the relationship between emotional labor and fatigue was moderated by organizational identification (P = 0.018 for the interaction term).ConclusionsFatigue and organizational identification have mediating and moderating effects on the relationship between emotional labor and presenteeism, respectively. Targeted support measures should be taken to improve the presenteeism of nurses. Nursing managers can relieve the psychological pressure and fatigue of nurses by establishing emotional release channels, and improve the presenteeism of nurses through enhancing organizational identification.

THE RELATIONSHIP BETWEEN ORGANIZATIONAL RESPECTABILITY AND ORGANIZATIONAL IDENTIFICATION IN PHYSICAL EDUCATION AND SPORTS TEACHERS

The aim of this study is to examine the relationship between organizational prestige and organizational identification in physical education and sport teachers. The research was designed in relational survey model. The sample of the study consisted of 220 physical education and sports teachers determined by simple random sampling method. In the analysis of the data, descriptive statistics such as mean and standard deviation of the variables were used. Firstly, it was determined whether the organizational prestige scale and organizational identification scale complied with the normal distribution hypothesis by looking at the skewness and kurtosis coefficients and parametric test methods were preferred. The relationship between organizational dignity and organizational identification, which are the variables of the study, was examined with Pearson Product Moment Correlation Coefficient. As a result, it was determined that there was a significant, moderate, positive relationship between organizational prestige levels and organizational identification levels of physical education and sports teachers. In other words, it can be said that as the organizational prestige levels of physical education and sports teachers increase, their organizational identification levels also increase.

Constructing Sustainable Learning Ecology to Overcome Burnout of Teachers: Perspective of Organizational Identity and Locus of Control

This study examined how organizational identity, locus of control, and their interrelationships affect teacher burnout. Utilizing a quantitative survey, data were collected from 105 teachers. The Maslach Burnout Inventory measured three burnout dimensions: emotional exhaustion, depersonalization, and personal accomplishment. Locus of control was assessed via Rotter’s scale. Organizational identity was measured through the Multiple Organizational Identification Scale, assessing personal self-esteem, emotional professional identity, evaluative identification, self-classification, and team factors. PLS-SEM analysis found that external locus of control had a significant positive association with emotional exhaustion. Emotional professional identity showed robust negative relationships with depersonalization and exhaustion. Differences emerged between novice and senior teachers—identity and self-esteem were more relevant for novices, while team factors were more impactful for experienced teachers. Variations also occurred across genders, with identity and self-esteem more salient for females and team dynamics more influential for males. The study highlights the complex interplay between individual, relational, and organizational factors in shaping teacher burnout. An external locus of control may exacerbate exhaustion, while emotional professional identity seems to provide resilience. Support initiatives should account for teachers’ evolving developmental needs and gender variations in burnout experiences. Fostering internal control beliefs, strong professional identity, and tailored support based on career stage and gender can potentially buffer against burnout. This study contributes insights to guide targeted efforts to promote teacher well-being, effectiveness, and retention. Learning in the workplace instead of paying more time for education services can be considered as overcoming burnout, redesigning and implementing digital teaching for sustainable teaching and learning for both teachers and students in order to construct a better learning ecology.

THE EFFECT OF NURSES' PERCEIVED ORGANIZATIONAL SUPPORT ON ORGANIZATIONAL IDENTIFICATION, JOB STRESS AND INTENTION TO LEAVE

In order to maintain quality service in healthcare services, the perceived organizational support is believed to affect the conditions such as nurses seeing themselves as a whole with their job, keeping the stressors related to the work environment under control and reducing the number of personnel leaving the job. This descriptive and correlational study investigates the effect of nurses' perceived organizational support on organizational identification, job stress, and intention to leave. The study sample consisted of 226 nurses in Turkiye. Data were collected by 'Personal Information Form', 'Survey of Perceived Organizational Support', 'Organizational Identification Scale' 'A Job Stress Scale-20' and 'Turnover Intention Scale'. Descriptive data, Pearson correlation, and simple linear regression were used to analyze the research data. Perceived organizational support was determined to have a positive moderate relationship with the organizational identification (r=0.437, p

Investigation the Perceptions of the Academicians in the Faculties of Sports Sciences on the Internationalization Policies of the University They Work in and Their Organizational Identification

This study was carried out to determine the views of the academic staff working in the faculties of sports sciences on the internationalization policies of the university they work and the levels of organizational identification and to examine the relationship between them. Relational screening model was used in the research. While the population of the research consists of academic staff in sports sciences faculties, the sample group consists of a total of 363 academic staff, 263 men and 100 women. In the study, “Personal Information Form” created by the researcher to determine the demographic variables of the participants; “Academics’ Views of Universities on Internationalization Scale”, developed by Taşçı (2018) to determine the views of academicians on the internationalization policies of the universities they work for; In order to examine the organizational identification of the participants, the “Instructor Organizational Identification Scale", developed by Eker (2015) was used. Frequency analysis to determine the demographic variables of the participants, descriptive test to determine the mean scores of the scales and the sub-dimensions of the scales; t-test for independent variables in comparison of participants’ mean levels of scales according to gender, administrative position and research university status; one-way anova test in comparison of title, professional service time and institutional service time variables; and tukey test to determine from which groups the differences originate; Simple regression tests were applied to examine the effect of the participants’ perceptions of the internationalization of the universities they work for on organizational identification, and multiple linear regression tests were used to examine the effect of the perception sub-dimensions of the internationalization of universities on organizational identification. As a result of the comparison of the participants’ perceptions of the internationalization of universities and their organizational identification, according to the status of the university they work at is a research university, it was determined that there were significant differences between the groups. When the effect of the participants’ perceptions of the internationalization of the universities they work for on their organizational identification was examined, it was determined that there was a moderate positive relationship.According to the results of the research, it has been determined that the participants whose university is a research university have higher perceptions of the internationalization of the university they work and their organizational identification than those who do not have a research university. It has been determined that as the level of perception of the academic staff in the faculties of sports sciences regarding the internationalization policies of the university they work in increases, their organizational identification also increases.

Organizational identification and burnout syndrome in healthcare workers: The mediating effect of organizational justice.

Healthcare workers typically perform their work under adverse conditions, increasing their susceptibility to developing burnout syndrome (BO). The paucity of research on the relationship between organizational identification (OI) and perceptions of organizational justice has created the need to address this topic more deeply. This study aimed to assess the relationship between OI and BO, identifying whether perceptions of organizational justice act as mediating variables. In total, 402 healthcare workers (physicians, professionals, and nursing assistants) completed Colquitt's (2001) Organizational Justice Scale, Mael and Ashforth's (1992) Organizational Identification Scale, and Maslach's (1986) Burnout Inventory. Two competing structural equation models were evaluated. Our partial mediation model showed that the direct relationship between OI and BO was not significant (β= -0.16; p = 0.07). Therefore, a total mediation model was selected, showing that the indirect effects of OI on BO through perceptions of distributive justice (β= -0.16; p = 0.00) and interpersonal justice (β= -0.11; p = 0.02) were significant. Adjusting the processes of health institutions considering a vision of organizational justice and increasing the worker's sense of belonging to his or her organization and his or her work team would, in turn, result in a lower probability of experiencing burnout syndrome.

Sınıf Sınıf Yönetimi Becerileri ile Örgütsel Özdeşleşme Arasındaki İlişki önetimi Becerileri İle Örgütsel Özdeşleşme Arasındaki İlişki

The aim of this research is to determine the relationship between classroom management skills and organizational identification levels of classroom teachers working in primary schools. The study was designed according to the relational survey model, one of the quantitative research methods. The study group of the research consists of 120 teachers selected by using random sampling method among the primary school teachers working in the official primary schools in Gaziantep province Nizip district. In the research, data were collected through the "Classroom Management Scale" and the "Organizational Identification Scale". Classroom management skills and organizational identification levels of classroom teachers were determined according to the variables of gender, marital status, age, professional seniority and educational status according to the perceptions of the participants, and the relationship between the variables was tried to be revealed. Classroom management skills of classroom teachers were found at the level of "often", while their organizational identification perceptions were at the level of "agree". The findings were discussed on the basis of the relevant literature and recommendations were made.

Authentic leadership and employee resilience during the COVID-19: The role of flow, organizational identification, and trust.

The present work investigated fundamental mediating mechanisms (i.e., flow experience, organizational identification, and trust), underlining the impact of authentic leadership on employee resilience during the turbulent COVID-19 pandemic. A total of 901 frontline employees working in a construction engineering company in China participated in this study. They were asked to respond to a battery of questionnaires comprising Trust Scale (affective-based, cognitive-based, and competence-based), Flow Proneness Questionnaire (FPQ), Organizational Identification Scale, Authentic Leadership Questionnaire, and Employee Resilience Scale. Results of structural equation modeling indicated that: (1) Authentic leadership positively predicted employee resilience in the COVID-19 pandemic, directly and indirectly. (2) As for the indirect relationship, two parallel mediation effects and one chain mediation were detected: employees' flow at work and organizational identification respectively and dependently mediated the relationship between authentic leadership and employee resilience; trust and organizational identification played as a chain mediation role within authentic leadership-employee resilience association. The study provides empirical evidence for organizations' resilience-building and leadership training programs. Findings also contribute to the literature by facilitating flow intervention, promoting organizational identification and trust to enhance the effect of authentic leadership in promoting positive psychological functioning of employee resilience. Limitations with respect to future research directions were also outlined.

Factors affecting faculty conformity in South China universities.

Based on social contagion theory, this study examines the mediating role of formalization of organizational structure between organizational identification and faculty conformity. It also analyzes the moderating role of conflict management style between organizational identification and faculty conformity, and formalization of organizational structure and faculty conformity in universities in Hunan province, China. Convenience sampling was employed to select the subjects, and 1,024 Chinese faculty members including teaching staff and administrative staff were surveyed online with the questionnaire consist of organizational identification scale, organizational formalization scale, conflict management style scale, and faculty conformity scale. 1,000 valid respondents were collected and SPSS was used to analyze the data through descriptive analysis, analysis of variance, correlation analysis, and hierarchical multiple regression. The results showed that faculty members’ organizational identification had a positive effect on faculty conformity; formalization of organizational structure partially mediated the relationship between organizational identification and faculty conformity; and conflict management style positively moderated the relationship between organizational identification and faculty conformity and between formalization of organizational structure and faculty conformity. University administrators are often the initiators of conformity as they are responsible for formulating internal regulations. Therefore, they must monitor and coordinate workplace conflicts, resolve and guide faculty conformity, promote individual faculty members’ self-improvement, and foster steady organizational development.

ORGANIZATIONAL IDENTIFICATION AND ORGANIZATIONAL CULTURE IN FOOTBALL TEAMS REVIEW OF THE IMPACT ON TEAM SUCCESS (TFF LEAGUE 1 EXAMPLE)

The purpose of this research is to examine the impact of organizational identification and organizational culture on team success. The universe of the research is the 18 teams in the TFF 1. League. The sample of the study consisted of 324 people from 14 teams who agreed to participate voluntarily in the study. A mixed method model was used in the research. In order to measure the organizational identification levels of the participants, the "Organizational Identification Scale" developed by Mael and Ashforth (1989,1992) was utilized to evaluate the organizational culture levels, and the "Organization Culture Assesment Instrument" developed by Cameron and Quinn (1999-2006) was used as well. According to the quantitative analysis results of the research, the concept of organizational identification has no statistical effect on team success. In terms of organizational culture, apart from Clan culture, the sub-dimensions of Market, Hierarchy and Adhocracy cultures were also found to have an impact on team success. It was concluded that the quantitative and qualitative data used in the research support each other.

The Relationship Between Organizational Justice, Professional Motivation and Organizational Identification: A Study on Teachers

The aim of the study is to investigate the relationship between organizational justice, professional motivation and organizational identification. In this study, relational model was used. The population of the study consists of teachers from primary schools in the province of Gaziantep in Turkey during 2019-2020 academic year, and the sample consists of 368 primary school teachers. The data were collected through “Organizational Justice Scale”, “Professional Motivation Scale” and “Organizational Identification Scale”. In the analysis of the data, descriptive statistics about the variables were calculated, correlation and regression analysis were performed. According to the descriptive statistical results of the study, teachers' perceptions of organizational justice, professional motivation and organizational identification are at a high level. Organizational justice has a positive, moderate relationship with professional motivation and organizational identification. Besides, there is a positive and moderate relationship between professional motivation and organizational identification. As a result of the stepwise multiple regression analysis conducted to determine the relationship between professional motivation, organizational justice, and organizational identification, it was determined that professional motivation has a partial mediating role in the relationship between organizational justice and organizational identification. It is considered important to increase the motivation of teachers by treating them equally and fairly in the distribution of resources to identify with the school. Moreover, with the increase in motivation, it can be ensured that teachers increase their performance and identify with their organizations.

Psychological Capital and Job Satisfaction Among Chinese Residents: A Moderated Mediation of Organizational Identification and Income Level.

The present study examined the mediating effect of organizational identification on the relationship between psychological capital and job satisfaction, and whether the mediation was moderated by income level. A total of 310 Chinese residents were surveyed using the Psychological Capital Scale, Organizational Identification Scale, Job Satisfaction Scale, and a demographic questionnaire. The findings showed a significant positive correlation between psychological capital and job satisfaction of residents, and this relationship was partially mediated by organizational identification. Moreover, income level played a moderating role in the relationship between organizational identification and job satisfaction. For residents with more income, their organizational identification influenced their job satisfaction more strongly than those with less income. The current study contributes to a better understanding of the relationship between psychological capital and job satisfaction. Implications for resident management and policymaking are discussed.

Investigation of the effects of some demographic characteristics of employees in the forest products sector on their organizational identification

In the study, the effect of some demographic characteristics of the employees of an enterprise operating in forest products on the levels of organizational identification was examined. The research population consists of the employees in the production facility of the company operating in the forest products industry sector. Within the scope of the study, 97 surveys were evaluated. As a result, it was determined that the organizational identification scale averages of the employees were at a moderate level. According to the logistic regression analysis, while there was a significant difference between the organizational identification levels of the employees according to the working time, there was no significant difference between the organizational identification levels according to the other demographic characteristics.

Relationship Between Total Rewards Perceptions and Work Engagement Among Chinese Kindergarten Teachers: Organizational Identification as a Mediator.

Kindergarten teachers' engagement in work is influenced by many factors. Total rewards perceptions, as an individual's evaluation of the rewards provided by the organization, may promote work engagement when it can meet their intrinsic and extrinsic work demands. To explore the relationship between kindergarten teachers' total rewards perceptions and work engagement, and the mediating role of organizational identification, a survey was conducted among 1,014 kindergarten teachers applying the Chinese versions of the Total Rewards Perceptions Scale for Kindergarten Teacher, Kindergarten Teacher Organizational Identification Scale, and Kindergarten Teacher Work Engagement Scale. The results showed that kindergarten teachers' total rewards perceptions and its four factors were positively correlated with organizational identification and work engagement. Organizational identification was positively related to work engagement. Organizational identification partially mediated the relationship between total rewards perception and work engagement among kindergarten teachers. We discussed the result of the relationship between total rewards perceptions, organizational identification, and work engagement among Chinese kindergarten teachers.

Examination of relationships between communication satisfaction and organizational identification of sport science students

Abstract The aim of this study is to examine the predictor relationships between the satisfaction sport science students obtain from communication with lecturers and their organizational identification. Moreover, the study aims to determine whether there is a difference in both dependent variables in terms of gender, grade, whether they like their educational department, desire to change their department, establishment of out-of-class communication with lecturers, and being in active communication with lecturers in class. In this study, quantitative correlational techniques are used. Our sample comprised 252 (x¯ age = 21.39 ± 2.16) sport science students (127 female; 125 male). The “Student Communication Satisfaction Scale” developed by Goodboy, Martin, and Bolkan (2009) and adapted to Turkish by Akın, Yalnız, and Kazaz (2015) was used as a data collection tool, as was the “Organizational Identification Scale” developed by Mael and Ashforth (1992) and adapted to Turkish by Tak and Aydemir (2004). Parametric data was analyzed using Pearson correlation analysis, simple linear regression analysis, 2 × 2 MANOVA, and two-way ANOVA. Nonparametric data was analyzed using the Kruskal-Wallis H statistical test technique. The results indicate a strong and positively oriented relationship between the communication satisfaction and organizational identification of sport science students. Moreover, it is seen that communication satisfaction is a crucial predictor of organizational identification. According to our data, females’ communication satisfaction and identification levels are much higher than those of males. Students’ like or dislike of the department where they receive an education and the quality and form of communication they have established with lecturers result in significant differences in both dependent variables.

Perbedaan Organizational Citizenship Behavior (OCB) Ditinjau Dari Identifikasi Organisasi Guru SD PNS dan Honorer

This study aims to find out: (1) differences of organizational citizenship behavior in terms of organizational identification in PNS and honorary elementary school teachers (2) differences of organizational citizenship behavior in terms of organizational identification (3) differences of organizational citizenship behavior in PNS and honorary elementary school teachers. The population was elementary school teachers in Wonosari Subdistrict, using cluster random sampling, a minimum sample of Slovin preliminaries was received by 174 teachers. With a sample of 87 honorary and 89 PNS teachers, uses citizenship organizational behavior (α = 0.907) and organizational identification scale (α = 0.854). With two-way Anova hypothesis test, it was found that there was no difference in organizational citizenship behavior in terms of organizational identification in PNS and honorary teachers (F = 0.974; p&gt; 0.05), there were differences of organizational citizenship behavior in terms of organizational identification ​​( F = 36.768; p &lt;0.05), and there were no differences of organizational citizenship behavior in PNS and honorary teachers (F = 0.139; p&gt; 0.05). The results of the additional analysis prove that there is no difference of organizational citizenship behavior in terms of years of service, gender, age, and salary.

The mediating role of perceived administrative support for the effect of job motivation on organizational identification

In this study, the mediating role of perceived administrative support for the effect of teachers’ job motivation on their organizational identification perceptions was investigated. For this purpose, in mind, the opinions of 320 kindergarten teachers in 304 schools from 13 different school districts of Şahinbey/Gaziantep were received. However, 233 scales were taken into consideration. The research data were collected through Job Motivation Scale (JMS), Organizational Identification Scale (OIS) and Perceived Administrative Support Scale (PASS). Descriptive statistics, correlation analysis, multiple regression analysis, and path analysis were used in data analysis. Analysis results revealed that the job motivation perceptions of teachers were high. In addition, it was revealed that the participants also had high scores for organizational identification and perceived administrative support. Correlation analyses yielded positive, moderate and significant relationships between the research variables. Path analysis uncovered that perceived administrative support had a “partial mediating” role for the relationship between job motivation and organizational identification. Based on research findings, it was concluded that the effect of job motivation on teachers’ identification with their organizations was realized through perceived administrative support, albeit partially.

Örgütsel Destek, Örgütsel Özdeşleşme ve İşe Yabancılaşma Arasındaki Yapısal İlişkiler

Örgütsel destek algısı, öğretmenlerin tutum ve davranışları üzerinde olumlu etkilere sahip önemli bir faktördür. Bu araştırmada; algılanan örgütsel destek ile öğretmenlerin örgütsel özdeşleşme ve işe yabancılaşma düzeyleri arasındaki ilişkinin tespit edilmesi amaçlanmıştır. Çalışma, nicel araştırma desenlerinden ilişkisel tarama modelinde tasarlanmıştır. Araştırmanın örneklemi; Osmaniye ilinde bulunan ilkokul, ortaokul ve liselerde görev yapmakta olan öğretmenler arasından küme örnekleme yöntemiyle tesadüfi olarak seçilmiş 35 okuldaki 231 öğretmenden oluşmaktadır. Araştırmanın veri seti; Algılanan Örgütsel Destek Ölçeği, Örgütsel Özdeşleşme Ölçeği ve İşe Yabancılaşma Ölçeği yardımıyla elde edilmiştir. Ölçüm modeli, değişkenlerin birbiriyle istatistiki olarak anlamlı ilişkilere sahip olduğunu göstermektedir. Yapısal eşitlik modellemesi sonuçları; algılanan örgütsel desteğin, öğretmenlerin örgütsel özdeşleşme düzeyi üzerinde istatistiki açıdan anlamlı ve negatif etkisi olduğunu göstermektedir. Algılanan örgütsel destek; öğretmenlerin işe yabancılaşma düzeylerini, örgütsel özdeşleşmenin tam aracılık etkisiyle negatif olarak etkilemektedir. Araştırma sonuçları esas alındığında; öğretmenlerin tutum ve davranışları üzerinde olumlu etki bırakabilmek için örgütsel destek algılarını güçlendirmeye yönelik uygulamalarda bulunulması gerekmektedir.

Modeling the Relationship Between Organizational Trust, Job Performance, Identity and Organizational Identification

Purpose – Organizational trust and job performance are important variables for hospitals, employees and patients. Numerous studies emphasize the critical role of organizational trust and employee performance in enhancing organizational performance. The primary aim of the study is to examine the effect of organizational identification and identity on organizational trust, and, as a secondary aim, to investigate the effects of organizational trust, organizational identification and identity on job performance Design/methodology/approach – This cross-sectional study was carried out in three public health institutions providing different types of services in a city in Turkey between 02.02.2017 and 02.03.2017. The participants were 649 health professionals. Data were collected using a personal information form, the organizational trust scale, the job performance scale, the Utrecht-Management of Identity Commitments Scale (U-MICS), and the organizational identification scale. The correlation coefficients between the variables were calculated. Determinants of organizational trust and job performance were examined using Structural Equality Models (SEM). Findings – A path analysis was performed for the model established with SEM. Organizational identification and identity variables were found to be significant predictors of organizational trust. Also, organizational identification and identity were also important variables affecting job performance. Discussion – The findings of the study reveal how important it is for the employee to identify with the organization and to establish a permanent identity in the increase of trust level. A gradual decrease in the feeling of satisfaction with existing commitment can adversely affect employee trust. Higher perception of organizational identification and identity can have a positive impact on job performance.

Investigation of Perceived Organizational Identification from Different Generations: TRC1 (Gaziantep, Adiyaman, Kilis) Zone Example of Organized Industrial Enterprises

The rapid changes and developments in the environment of enterprises have led to changes in the perceptions of employees from different generations as well as the activities of the enterprises. In particular, the organizational identification levels of the different generation of employees in organized industrial enterprises, which play an active role in the regional economic development of the countries, have become one of the key factors in achieving the goals and objectives of the enterprises in order to carry out their activities continuously. Because, organizational identification differences of different generations also affect employees' expectations, perceptions, attitudes and behaviors towards the organization. It has become inevitable for the enterprises that have to be successful in reaching their goals and targets thanks to the employees of different generations, giving the necessary importance to the organizational identification that creates positive business results. In this study, perceived organizational identification level is examined in terms of different generations. In this context, the data set of the study was reached with the survey method applied to 1,105 employees selected by random sampling method among the employees in the organized industrial enterprises of TRC1 Zone. SPSS 22.0 program was used to analyze the data set. Within the scope of data analysis, frequency analysis, reliability analysis, normal distribution test and factor analysis were applied.The reliability coefficient of the organizational identification scale used in the study was 0.927. The level of consistency between factor analysis and items of organizational identification scale was found to be excellent and significant (KMO = 0.948; Barlett’s Test Sig. = 0.000). In addition, with the Rotated Factor Matrix, the organizational identification scale has reached a two-dimensional structure. The first di mension of the scale was named as cognitive identification and the second dimension was called emotional identification. In addition, as a result of the normality test, it was found that the data did not show a normal distribution characteristic (p <0.01). Spearman rho correlation test was used to determine whether there is a significant relationship between the cognitive and emotional identification dimensions of the organizational identification scale. According to the results of the study, significant differences were found between the cognitive and emotional dimensions of organizational identification of the different generation employees (p = 0.00 and 0.00 <0.05). In addition, a significant positive and significant relationship was found between cognitive and emotional identification dimensions of the organizational identification scale. According to the results of the study, suggestions were made for future researches. Keywords: Organizational identification, Generation X, Generation Y, Generation Z, TRC1 Zone. DOI : 10.7176/JEP/10-22-09 Publication date : August 31 st 2019