Three Forms Of Organizational Commitment
Organizational identification has been viewed as an aspect of organizational commitment over the years. Organizational commitment is defined as the attitude or an orientation that links the identity of the employee to the organization whereby the goals of the organization and the employee become similar(Boroş, 2008). Commitment is defined by (O 'Reilly & Chatman, 1986) as an emotional relationship between an organization and its employees. (O 'Reilly & Chatman, 1986) further differentiated this relationship into three forms: Compliance, Identification and Internalization. That is to say that organizational identification is an aspect of organizational commitment, in other words organizational identification helps employer determine how committed their employees are to the organization. However, (O 'Reilly & Chatman, 1986) defined identification as a process in which an individual accepts the influence from an organization in order to ascertain and sustain a bond. If a favorable environment is provided by the organization for the employee to express themselves, strive for both individual and organizational success, employees may tend to identify themselves with the organization (Brown, 1969) cited in (BAŞAR & BASIM, 2015).
Organizational identification is the awareness of oneness with or belongingness to the organization in which employees see themselves as members of an organization(F. Mael & Ashforth, 1992). (Lee, 1971), defined organizational identification as the extent
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