Organizational Psychology

This arti cle deals with the problem of the relationship between perceived corporate culture and employee’s organizational identification. The existence of given interrelation is confirmed by many empirical studies, however, its nature and features are not fully clarified. It is well known that it is influenced by different variables, both strengthening and weakening it. Purpose. This paper gives ashort theoretical review of this issue and reports the results of conducted empirical research. The aim of this study was to clarify the nature of the relationship between perceived corporate culture andemployee’s organizational identification, and to verify the function of such variable as attractiveness of organizational culture — whether it is a moderator or a mediator. Study design. Participants were 67 for-profit employees with the education level not less than medium-special. It was a one-stagestudy. Participants were asked to complete a questionnaire consisting of four parts. The data was mathematically processed using a correlation analysis and a partial correlation analysis. Findings. According to the results of this study, the level of subdivision identification positively correlates withthe level of organizational identification. This data also demonstrates that statistically significant correlation between perceived corporate culture and organizational identification is mediated by the attractiveness of corporate culture. Thus, when an employee perceives corporate culture, establishedin his organization, as an attractive one, his positive identification is likely to form. A further perspective of this research area development is to create a complex conceptual model, which can take into account the strength and the direction of influence of all identified variables, mediating given interrelation.