Abstract: Organizational identification (OID) is an individual’s perception of himself deriving from his knowledge of his membership of a particular organization. It differs markedly from other concepts of organization behavior research such as organizational identity (OI) and organizational commitment (OC). This paper reviewed three principal theories of OID: difference theory, resource theory and information theory. It compared their findings and discusses the relationship between them. Furthermore, it focused on introducing ways of measuring OID and on antecedents at the level of both organization and individual, and it investigated the possible consequences of OID for relevant variables such as a “tendency to leave”. Finally the paper pointed to several areas for future research, such as how the definition of OID might be expanded, antecedents and cultural differences

Key words: organizational identification, individual’s perception, antecedents, consequences