조직동일시가 조직구성원들의 성과에 미치는 영향에 대한 종단적 연구

In the 4th industrial revolution era, the importance of international human resources is being emphasized day by day. In particular, international human resources being dispatched abroad is increasing now. Organizational performance can be improved through international employees and they can contribute to organizational development. Ultimately, the movement of international employees can is regarded as an essential factor in determining organizational performance. In the era of globalization, they can play a variety of positive roles to improve labor and productivity in host countries. Thus, it is important to improve international employees' attitudes and performance. According to this, this study focused on their organizational commitment and organizational satisfaction and organizational identification as a key factor that can lead to such performance. Most of the previous researches related to organizational identification were cross-sectional studies. The limitation of such studies emphasized that organizational identification is a variable that can be changed over time and the need for a longitudinal study on organizational identification was presented. Therefore, this research conducted a longitudinal study to verify the level of change in performance according to changes in organizational identification. In order to verify factors that improve organizational identification, we focused on foreign language ability, person culture fit, and perceived organizational support, which had been suggested as antecedent variables of organizational identification in previous studies. The change in the level of organizational commitment and organizational satisfaction was verified according to the change in the level of organizational identification with the passage of time. This process was verified through the mediating effect of organizational identification. Finally, the moderating effect of cognitive need for closure in the relationship between the three antecedents variables( foreign language ability, person culture fit, and perceived organizational support) and organizational identification. Most of previous studies on cognitive need for closure have emphasized the negative aspects. However, this research revealed the positive aspects of cognitive need for closure. Overall, this research suggests the way for international employees to achieve successful living abroad and high performance in host countries. It also presented academic and practical implications through results of empirical analysis and the future research directions are discussed.