Empirical Analysis Of Organization-identity In The Light Of Change Of Satisfaction Of Personal Salary

Recently, so many scolars engaged in career of organizational behavior have studiedtheory of "organization-identity" and they have also found that organization-identity canobviously affeft employees’ loyalty to company and their behaviors. So companies canimprove their achievements dramatically by influencing cognition and emotion of employeeswhich directly affect their behaviors.As a necessary approach to attract, keep and encourage employees, salary is certainlyimportant for companies. So it is meaningful to discuss the topic of whether satisfaction ofpersonal salary has some impact on organization-identity. Meantime, the empirical researchon this aspect is comparably few.This study has taken more than300post-80s staffs engaged in chemical industry as thesubject and has drawn four conclusions though presenting theroies of organization-identityand satisfaction of personal salary and adopting empirical methods, such as correlation,regression and variance analysis.1Satisfaction of personal salary for the post-80s staffs is composed by management ofsalary, lever of salary, full play to one’s ablity and work environment.2The relationship between satisfaction of personal salary and organization-identity ofthe post-80s staffs does exist.3Each factor in satisfaction of personal salary has different impact onorganization-identity. Aspect in appreciation of superior and belongingness to company canbe impacted by all factors in satisfaction of personal salary. Factors as level of personal salary,full play to one’s ability and work environment would impact proud of organizaiton. Andthen harmony with coworkers can be affected by factors like full play to one’s ability andwork envionment.4In this research, demographic characteristics of the post-80s employees have certainimpact on satisfaction of personal salary and organizaiton-identity. And the biggest differencepresents on the variety of jobs which leads to obvious diversity on all the aspects ofsatisfaction of personal salaryand organization-identity.5Employees born after1985and others born between1980-1984have differences inconcept of satisfaction of personal salary and organization-identity. And these differenceshave appeared in full play to one’s ability and work environment about satisfaction ofpersonal salary, and in all aspects related to organizaiton-identity.In conclusion, some suggestions, from perspective of management of personal salary,have raised according to reality in chemical industry and findings from this empirical study.