The Impact Research Of Organizational Identification On Organizational Performance Based On Organizational Learning

There are different elements of the kernelless competition in different market. In the contemporary knowledge economy-driven society, the competitiveness of enterprises depends on the acquisition, possession, use and development of knowledge resources, human is the basic unit of using knowledge, and human capital is the basic element of market competition. Especially, knowledge-employee is the most important human capital. As the increasingly in-depth division of labor, the knowledge-employee is generally more focused on professional rather than their employer. Therefore, organization needs to improve this type of organization identification. When employees identify with the organization, can bring organizational citizenship behavior and cooperative attitude, and will take the edge off the notion of demission, and improve customer satisfaction. In this case, the type of employees has greater devotion of job and higher individual performance, thereby advance organizational performance improvement.In the environment of knowledge dramatic expansion, the increasingly rapid updating of knowledge, therefore, organization should have the capacity and system to continuous learning to ensure that competition in the basic elements of organizational advantage. Organizational introduction, standardize and integrate is organized as a prerequisite, through self-learning and knowledge exchange between individuals to improve the depth and breadth of the individual's knowledge and the individual's mental model, to enhance the organization's ability to access and use of knowledge and maintain the organization's growth. In this process, organizational identification can promote organizational learning efficiency and through the intermediary role of organizational learning to improve organizational performance.The main research work of this study is:1. This study makes a through and detailed collation and analysis on organizational identification and organizational learning both domestic and foreign literature, Found that both organizational identification and organizational learning on performance studies, despite the extensive research already, but the study conducted by the two together is not much. Therefore, this paper attempts to explore the organizational learning and organizational performance as the organizations agree that the role of the intermediary, thus revealing the effectiveness of relations among the three variables. 2. This study built a relational model on organizational identity, organizational learning and organizational performance, and put forward some assumptions. Through the review, comparison and analysis of domestic and foreign scales, obtained the scale of this article. Then, the researcher collected 320 samples of 8 cities through the questionnaire, using SPSS and LISREL software to do an empirical study on related model.3. The results show that the three dimensions of organizational identification, which are the self-classification and identification, sharing of organizational goals and a sense of belonging could better reflect the variable of organizational identification, so does it to the five dimensions of organizational learning, which are discovery, invention, implementation, promotion and innovation; and the four dimensions of organizational performance, which are the financial, staff, customers and strategic. Furthermore, the conclusions confirm the three hypotheses presented in this paper, which are follows:①organizational identification has a direct positive effect significantly on organizational learning;②organizational learning has a direct positive effect significantly on organizational performance;③organizational identification has a direct positive effect significantly on organizational learning.4. The main innovation is that the organizational identification and organizational learning have been studied together in this study. And this study made the measurement scale which is consistent with the context of China, extended the organizational identification and organizational learning research and also enriched the corresponding results, constructed a corresponding model for business management practices and provides a valuable reference for management proposals.