Abstract :
The purpose of this article is to investigate the relationship between organizational culture and organizational identification. Participants included 300 employees from an industrial organization in Ahvaz, Iran, who completed the organizational identification and organizational culture questionnaires. The results showed that there are positive and significant relationships between subscales of organizational culture (i.e., teamwork, morale, informational flow, involvement, supervision, meeting), and organizational identification. The relationships between disidentification, ambivalence and neutral identification with dimensions of organizational culture were negative and significant.
