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Mahmoud Alipour, Mahamad Naghi Farahani, ,
Volume 10, Issue 2 (10-2022)

Based on the cognitive perspective, cognitve schemas, as an important individual characteristic, influence human behavior. on the other hand, employees can influence the success or filure of the organization by influencing the organizational identity and contex. therefore, in this article, the role of self-concept clarity in the relationship between organizational identity and organizational culture han been investigated. for this purpose, the employees of Sarcheshmeh Copper complex, that at the time of research were more than 5190 person, were selected as the statistical population., and then, using cochran's formula and stratified random sampling, 428 pepole were introduced as a statistical sample. Next, by using cheney's organizational identity questionnaire (1983), Campbell et al's self-concept clarity questionnaire (1996) and Camero-Quinn's organizational culture assesment index tool (2006), the required data were collected. the collected data were analyzed using the structural equation modeling technique. accordind to tjhe results of research, in addition to the direct effect organizational identity, self-concept clarity, as a mediating variable, modifies the negative effects of organizational culture on organizational identity. Considering the role of self-concept clarit in the relationship between organizational identity and organizational cultre and its effect on organizational identiy, it seems that increasing the clarity of employee's self-concept improve their organizational identity. therefore, it is sggested that in the process of recruiing human resources, people who have a higher sel-concept clarity should be recruited into organization. also, it is suggested to compile and implement the necessary training programs to improve the self-concept clarity of employees.

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