Interrelation Between Organization Identification and Career Success

he life of a modern person is somehow connected with labor activity. In the modern world, career is more and more important for both women and men. Moreover, some people with great potential and knowledge succeed in the organization, while others do not feel “in their place” and leave the company. The tendency on the part of the organization towards the selection of people who are most closely related to the already established values ​​of the organization, to its corporate culture, is becoming more pronounced. Also, the organization is increasingly trying to increase employee loyalty, transfer its values ​​to it, strengthen the organization’s informal relationship with the employee in order to reduce employee turnover and create a healthy corporate culture. This relationship can be explored using a construct such as organizational identification. Organizational identification, being a complex and multifaceted construct, undoubtedly plays an important role in the professional life of an employee. This concept shows the relationship and the degree of belonging of the employee of the organization in which he carries out labor activity. Most studies have shown that this concept is a positive construct arising between an organization and its employee. It is important to understand how communication between a company employee and an organization can influence success in a professional environment. The relevance of the research topic can not be in doubt: the success in a career concerns representatives of different social groups and representatives of completely different fields of activity. Moreover, in the business of psychology, the concept of career success plays a key role: complexity of activities, high competition, high expectations and responsibility of employees require constant professional and personal growth, as well as social sustainability and adaptation. This study will be devoted to such psychological concepts as organizational identification and the success of career building. The purpose of the study is to determine the relationship between the level of organizational identity and career success. The problem of this study lies in the fact that concepts in the success of building a career in Russia are poorly worked out, both from theoretical and empirical points of view. There is no systematic and long-term work that would measure the success of an individual in different business segments and its relationship with such a concept as organizational identification. The question of correlation of personal values ​​and views of an employee with the values ​​of the corporate culture of a company becomes relevant, which studies such a concept as organizational identification with such a broad concept as career success, which is becoming increasingly popular and important both for the employee and the organization.