A model of dual organizational identification in the context of the multinational enterprise
整合社会认同理论和组织认同研究，提出跨国企业子公司管理者的双重组织认同模型，分析其前因（企业类型、文化距离等）和后果（角色履行、合作、知识转移等）。
Abstract Integrating organizational behavior research on Social Identity Theory (SIT), Self‐Categorization Theory (SCT), and organizational identification with international management research, we develop a model of dual organizational identification (DOI) for subsidiary managers in multinational enterprises (MNEs). We conceptualize the DOI construct in terms of relative magnitude and form and then present a model that specifies a set of contextual antecedents at the organizational and country levels of analysis as well as individual and organizational level consequences related to subsidiary manager role issues. Specifically, we suggest that type of MNE impacts the relative magnitude of DOI, while type of MNE, cultural distance, and institutional distance affect the form of DOI. In turn, relative magnitude of DOI is posited to impact fulfillment of subsidiary manager roles, subsidiary‐parent cooperation, and knowledge transfer. Form of DOI affects the experience of role conflict by subsidiary managers. We conclude with a discussion of the contribution of our model to the organizational behavior and international management literatures, its implications for research, and some possible theoretical extensions. Copyright © 2007 John Wiley & Sons, Ltd.