中文摘要：

组织认同是近10多年管理学研究的一个重要话题，以往研究强调认同的正向作用，往往忽略过度的认同也可能产生消极作用。文章基于过去的研究成果，对组织认同进行概念上的扩展，将组织认同划分为四种不同状态，探讨了不同状态的消极作用，并分析了不同状态下个体对组织文化的共享状态及对员工行为的影响。在组织认同扩展模型的基础之上，进一步探讨积极、正向组织认同的构建及其对组织和个人发展的意义。

英文摘要：

Over the last decade, organizational identification is an important topic in the study of management. Previous research used to stress the positive role of identity while ignoring the negative effects possibly caused by excessive identity. Based on the previous research results, trying to extend the concept of organizational identification, this paper tries to divide organizational identification into four types and analyses their negative effects respectively. On the basis of an extended model of organizational identification, the paper discusses the building of positive organizational identification and explores its significance to organization and individuals.