The Path of Enhancing Employees' Organizational Identification through Corporate Culture Construction

Abstract

The relationship between corporate culture construction and employees' organizational identification is an important issue in the field of organizational behavior. This study constructs a theoretical framework from three levels: influencing mechanisms, differentiated pathways of action, and continuous reinforcement mechanisms. At the level of influencing mechanisms, corporate culture establishes the cognitive foundation through symbolic coding and meaning construction, achieves the integration of organizational identity into self-concept through value internalization and identity anchoring, and completes the deepening from cognition to emotion through emotional energy cultivation and belonging generation. At the level of differentiated pathways, different cultural orientations and identification dimensions follow a logic of fit, the relationship between cultural strength and identification depth is nonlinear, and cultural inclusiveness achieves the integration of multiple identifications through identity overlap and enhancement mechanisms. At the level of reinforcement mechanisms, cultural rituals realize the periodic activation of identification, organizational narratives provide meaning anchoring, and cultural governance drives the transformation of identification into self-reproduction. This framework reveals the multiple pathways and internal mechanisms through which corporate culture construction enhances organizational identification.