Structure and mechanism of organizational cultural identification in a Chinese business context

Our goal in this paper was to explore the structure and mechanism of organizational cultural identification. Based on a grounded theory method we interviewed 52 Chinese managers, and 4 dimensions of cultural identification were extracted from the data we gathered. We then developed the Organizational Cultural Identification Scale (OCIS) and pretested this measure with 117 employees. We conducted a field study with 480 employees of 8 Chinese enterprises, testing a 2-hierarchy structure of organizational cultural identification. Using hierarchical regression and structural equation model (SEM) methods, we found that organizational cultural identification had a positive impact on organizational commitment, and a negative impact on turnover intention. The results demonstrated adequate psychometric properties for the OCIS scale measuring organizational cultural identification.