One of the most hot topic in recent years in management is Organizational identity and more important than it, is identity Construction which ignored in researches. Nowadays in most of the public organizations, the increase of turnover rate, reducing employees` job satisfaction, increasing the amount of job absent, developing job alienation, and lack of accepting responsibility sense and generally lack of identifying of the members with their organization, are noticed. The need for promoting the awareness of managers and directors of these organizations are among the effective factors on constructing the organizational identity and potential interests resulted from the strong and tenacious organizational identity more than ever. The present research is going to study internal and external factors effective on the constructing the organizational identity and the relationship between each of these factors with the organizational identity and present some guidelines for improving and strengthening it in the organizations. The mutual relationship of each of these factors with the organizational identity has been studied through correlation research method. The results show that there is positive and significant relationship between the positive media attentions to the organizations, external recognition, internal communication, top management team, human resources management and internal communication with organizational identity.

Organizational silence and corporate identity are challenging concepts for organizations. The the purpose of this research is to investigate the relationship between organizational identity and the organizational silence of Bandar Abbas municipality staff. The research method is practical in term of purpose and descriptive-survey and cross-sectional in term of data collection. Research statistical society consisted of Bandar Abbas central municipality staff which 80 people were selected as samples with simple random sampling. The research instruments include standard questionnaire of organizational identity by Cheny and standard questionnaire of organizational silence by Vandyne et al which were used after confirming content validity and reliability. To achieve the results SPSS and PLS software are used and the results of teasting hypothesis indicated that ther is a positive and meaningful relationship between organizational identity and organizational silence. The results of teasting subsidairy hypothesis indicated that membership and loyalty ( Elements of corporate identity ) to be positive and meaninigful conection between with prosocial silence and negative and meaninigful conection with acquiescent silence and defensive silence. Also there is a positive and meaninigful conection between Similarity with defensive silence and acquiescent silence but it is not meaninigful conection with prosocial silence.

In nursing care; work sensitivity, job anxiety and delivery high quality nursing care to the patients resulted to necessitate nurse's organizational citizenship behaviors. So, reorganization these factors that influence on nurse's organizational citizenship behaviors are important. Because these factors could be helped to nurse managers who consider them for high qualified nursing care planning. The aim of this study was identify the relationship between organizational identity, nurse's job satisfaction and extra-role behaviors. This is a descriptive-correlational study that was done by in (2012).All of the nurses in the Imam Khomeini hospitals in Urmia city were samples that cluster sampling was used with proportional allocation for each unit. By using Morgan method (201) nurses were selected randomly. For data gathering these questionnaires were used; Corporate Identity (Ashfourt& Miley, 1989), job satisfaction (Brayfield&Roth, 1951) and Organizational Citizenship Behavior (Podsakouf& et.,al 2000) that their reliability by α –Chronbach were (0.75, 0.73 and 0.77) respectively. Data were analyzed by linear correlation and path analyses by SPSS (19) software. Organizational identity and nurse' job satisfaction (0.48), and nurse's job satisfaction with organizational citizenship behaviors (0.57) had direct and positive relationship (p<0.01); that it was more effect than the other variables. And organization identity with nurse's extra-role behaviors (0.28) had indirect and positive relationship (p<0.01). Organizational identity and job satisfaction together predict variance (0.29) nurse's organizational citizenship behaviors and also, organizational identity predicts variance (0.20) nurse's job satisfaction. In order to finding, suggests to nurse managers and hospital administrators for increasing nurse's perception to organizational identity planning that it would be promoted their job satisfaction; and it is provide suitable context for nurse's organizational citizenship behaviors.

This study aims to investigate how occupational motivation is associated with organizational identity through social capital. This analysis is based on a survey including 296 academics of Kordestan University and Rezi University in Kermanshah. Generally speaking, the research findings of this study demonstrate that they key variables of this analysis including occupational motivation and organizational identity, occupational motivation and social capital, organizational identity and social capital are significantly and substantially correlated. In addition, organizational identity and social capital can predict occupational motivation. Finally, the cognitive component of organizational identity has a positive and significant effect on occupational motivation of the academics included in the present analysis.

work engagement of personnel in an organization can depend on various factors like organizational socialization and identity of individuals. Therefore, the goal of present study is determination of the effect of organizational socialization with the mediating role of organizational identity on the work engagement of teachers of elementary and first session of secondary education during 1395-96. The method of this study corresponding to the purpose is applicable and according to the type of gathering data would be descriptive- correlation. Statistical population of the study included all the man and woman teachers who work in education office of Semnan City (1350 teachers). The participants were 280 person of primary and secondary school teachers (176 of primary school teachers, 104 of secondary school teachers), who were selected by using stratified random sampling method and considering the loadings and directions. All of them filled the questionnaires of organizational socialization, Organizational identity and work engagement. Data were analyzed by using LISREL software with the model of structural equation. The results indicated that there is a positive and significant relationship between organizational socialization, organizational identity and work engagement of teachers. Organizational socialization has a Positive and significant effect on work engagement. Organizational socialization has a Positive and significant effect on organizational identity. Organizational identity has a Positive and significant effect on teachers’ work engagement and organizational socialization with mediation of organizational identity has an indirect and significant effect on teachers’ work engagement. organizational socialization both directly and indirectly with mediation of organizational identity can influence teachers’ work engagement.

The aim of the current study was to investigate the relationship of organizational identity (OI) and organizational citizenship behavior (OCB) with mediating role of emotional intelligence (EI) in employees of Sport and Youth general office of Khorasan Razavi province. This study was application in terms of aims, correlation conducted as a field. The statistical population consisted of all employees. Due to the limit to the number of employees, all of them were considered as the sample by census sampling method (N=n). 3 standard questionnaires were used for data collection. Results showed a positive and significant relationship between OI and its components and OCB (r=0.52, P≤0.001), between OI and its components and EI (r=0.207, P≤0.041) and between EI and its components and OCB (r=0.487, P≤0.001), but EI cannot play a mediating role in the relationship between OI and OCB (0.21≥0.127=0.44*0.29). So it can be stated that there is a naturally significant relationship between OI and OCB, and there is no need for the mediating role of EI to establish this relationship

Organizational identity is one of the key structures in the context of the organization, which has undeniable growth. So the study of factors affecting this concept is essential. Nevertheless, lack of empirical research and theoretical studies in Iran, is quite bold and obvious. Therefore, this descriptive study investigates the role of organizational culture on staff's identity. In this regard, 62 cases among the 157-strong community of employees of state-owned companies in Khorasan Razavi province were selected to complete standardized questionnaires. The findings of the study reported its positive effect on organizational identity. In addition, statistical findings showed that among the dimensions of organizational culture, the morale in combination with other aspects has the greatest influence on the staff's identity in Karknandard. Such results could help executives and decision makers to open up new horizons and improve their organizational culture in order to develop organizational identity.

These days, top organizations are making attempt to attract potentially professional and expert employees and maintain their human resources. Naturally, a strong organizational identity can help maintain and protect employees. Furthermore, a great employer brand leads to creating a strong organizational identity through its components, and therefore affects maintaining of the employees. This research is aimed at designing an organizational identity model through employer brand approach using the grounded theory at Saipa Company. In the meantime, it must be taken into account that the effect of employer brand on organizational identity can be different among various generations of employees with different length of service, which may cause employees to change their priorities to be absorbed and maintained in the organization. This applied research makes use of interviews to collect data. Data are analyzed using the grounded method and the categories are analyzed through free, axial and selective coding. Finally, a model is presented on the basis of the effect of organizational identity on employee retention with the effect of employer brand as causal condition. Moreover, job satisfaction and organizational commitment are presented as strategies and effects of contextual (environmental) and intervening factors.

This research is about the studying of relationship between organizational identification and the components of organizational commitment developed by Meyer and Allen. The population of this research consisted from public banks of Kerman city, that selected randomly five banks(Melli, Mellat, Rahfah, Tejarat, and Maskan banks). Research data collect through questionnaire, and analyzed by descriptive and inferential statistic such as Pearson correlation Test, Multiple Regression Analysis, one-way ANOVA and Post Hoc Tests. The results of research indicated: (a) There is a significant relationship between organizational identification and normative commitment in total studied Banks; and between organizational identification and affective commitment in total studied Banks, expecting of Mellat Bank. Also, there is not a significant relationship between organizational identification and continuance commitment in total studied Banks, expecting of Mellat Bank. (b) The results of Regression analysis indicated that the predictor variables of normative commitment in Maskan and Rahfah Banks, affective commitment in Melli Bank, normative and continuance commitment in Mellat Bank, and affective and normative in Tejarat Bank explain the variations of the criterion variable of organizational identification. (c) The results of hierarchical Regression analysis indicate that demographic variables have not moderating effect on the link between organizational identification and affective, normative and continuance commitment.(d) The results of one-way ANOVA and Post Hoc Tests indicated that there is a significant different between some of studied banks in terms of organizational commitment and its components, and employee's organizational identification. Eventually, some commendations presented in order to enhance employee's organizational commitment and, in turn, their organizational identification.