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中文摘要：
组织身份的不同内涵,要求和影响着员工的不同行为。然而,一个组织常常表现出不同类型的组织身份,导致了员工行为的混乱——无效行为。已有研究表明,如果组织不同身份的同一性程度高,则员工行为的有效性程度也高。但是,这两者之间关联的内在机理是什么,尚无定论。以员工知觉到的组织身份和他们期望的组织身份的同一性为例,通过对42家企业426名员工的实证分析表明,组织身份的同一性程度越高,员工的行为就越有效,组织承诺中的情感承诺和规范承诺起着完全中介作用,而连续承诺不起中介作用。
英文摘要：
Different organizational identities require and affect different behavior of employees. However, an organization often obtains different types of identity which causes the chaos of the employees＇ behavior, i.e.ineffective behavior. Present studies have shown that if the congruence of different organizational identities be grown, the effectiveness of employees＇ behavior will be enhanced. However, the mechanism that linked the relationship between the organizational identity congruence and the effectiveness of employees＇ behavior is still inconclusive. We took the congruence of perceived organizational identity and expected organizational identity as corporations an example, Our results conducting the empirical study through the investigation of 426 employees of 42 showed that organizational identity congruence positively related to the effectiveness of employees＇ behavior, commitment, however, organizational identity, and this relationship was the continuous and making the commitment full mediated by affective was not the mediator. employees to show effective behavior, commitment and normative For knowing and managing our resuhs had an important theoretical significance.
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