Albert and Whetten (1985) defined organizational identity (OI) as those things that members believe to be central, enduring and distinctive about their organization. According to Lin (2004), OI answers questions, such as “Who are we?” “What are we doing?” “What do we want to be in the future?” On the hand, organizational identification (OID) is when employees see themselves as one with an employing organization and feel that they belong to it (Ashforth & Mael, 1989). When employees identify with the organization, they are often more involved and committed.