The purpose of this study is to examine the relationships among three dimensions of organizational identification capability (cognitive identification, affective identification, and evaluative identification) and goal achievement through its impact on three mediators: organizational commitment, organizational citizenship behavior, and employee loyalty. Moreover, the relationships among antecedents of organizational identification capability consist of long-term vision, employee learning, resource readiness, and environmental complexity. It also explores the moderating effects of organizational learning. In this study, 196 hotel businesses (three to five-star levels) in Thailand were chosen as the sample of the study. The results suggest that some dimensions of organizational identification capability are positively related to employee loyalty, organizational commitment, and organizational citizenship behavior which are the mediator between organizational identification capability and goal achievement. Similarly, four antecedents of organizational identification capability are positively related to some dimensions of organizational identification capability. Organizational learning does not play a moderating role in this study. Moreover, to outstandingly achieve more benefits of the aforementioned relationships, future research is needed to collect data from different populations and/or a comparative population in order to increase the level of reliable results. Potential discussion with the research results is evidently implemented in the study. Theoretical and managerial contributions are explicitly provided. Conclusion and suggestions and directions of the future research are highlighted.
Organizational Identification Capability, Cognitive Identification, Affective Identification, Evaluative Identification, Employee Loyalty, Organizational Commitment, Organizational Citizenship Behavior, Goal Achievement, Long-term Vision, Employee Learning, Resource Readiness, Environmental Complexity, Organizational Learning