Revising of recruitment and training procedures according to the relationship between organizational identity and clarity of self-concept of employees (Study case: Sarchesheme copper complex in Rafsanjan)

Selection, hiring and proper training of employees has always been an organizational concern. In the first step, in order to achieve an efficient procedure in this regard, it is necessary to identify the factors affecting the behavior of employees. The official employees of Sarchesmeh Copper Complex, who were 5190 people at the time of conducting the research (2019), were selected as a statistical population, and 428 of them, who were selected by stratified random method, were selected as a statistical sample. Campbell et al.'s self-concept clarity questionnaires (1996) and Cheney's organizational identity questionnaire (1983) were used to collect data on self-concept clarity and organizational identity, respectively. The collected data were analyzed using the structural equation modeling technic and one-way variance analysis method.

Based on data analysis, by increasing the clarity of employees' self-concept, their organizational identity also increases. Also, it seems that organizational identity and self-concept clarity have a mutual relationship with each other.

Based on the results, it is necessary to; Human resource recruitment policies regulated in such a way that, under equal conditions, people who have a higher self-concept clarity are attracted to the organization. And, in order to improve the organizational identity of the people who are currently employed by the company, the implementation of the training program, which is based on the results of this research and in order to improve the clarity of the self-concept of the personnel, should be put on the agenda of the company.