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The private economy in China's reform and opening up and socialist development environment gradually sprouted up, is the product of the market economy. Since reform and opening, various forms of private enterprises continue to grow and flourish, in addition to government regulation, prohibited from entering the areas, private enterprise has been involved in the entire social and economic life, to become China's socialist market economy as an integral Part one. State Administration for Industry and the relevant responsible person in the November 20, 2009 noted that, as of the end of December 2008, the country registered private enterprises 6,594,200 registered capital of 11.74 trillion yuan, respectively, compared with growth of 9.02% on an end and 25.02%. Private funded enterprises, including the proportion of 63.25% by the end of 2007 rose to 70.91%. Private enterprise not only to create great wealth, but also solve many of the social problems of employment, national economic development and social stability and make a great contribution, and its status and role of the national economy are increasing. However, we fully affirmed the development of private enterprises played an active role in encouraging the development of private enterprises, but also must be noted that in the process of development in human resources management, there are still many problems can not be ignored, that it is in the promotion of economic growth, there is the management of its internal contradictions are emerging, and even become a bottleneck restricting the development of enterprises. Human resources management for private enterprises continue to grow and attract talented people have an important role. Therefore, in the current circumstances, how to make private enterprise human resource management to get the right guidance and changes that need to be carefully analyzed, studied and resolved. In private enterprise human resources management, employee organizational identification and job involvement for the employees' job performance, corporate culture has an important role. Organizational identity describes the organization's employees cognitive, emotional, self-identity at the organizational level is the implementation and expansion. A large number of domestic and foreign scholars on the connotation of organizational identification, dimensions studied, different opinions. A large number of organizational identity outcome variable study also showed that organizational identification in job performance, organizational citizenship behavior, organizational climate and have an important influence. Domestic research on organizational identity that organizational identity is mainly structural dimensions, the relevant antecedent variables and outcome variables, and gradually began to study the localization. But in the study, only for family businesses, state-owned enterprises in the independent study, this study will be the object of private enterprises, the structural dimensions of organizational identity to supplement research. Dimension of research in this paper is based on the theory of social exchange theory and demand theory, this study will demand compensation motivation and social exchange perspective of private enterprise employees agree structural level, underlying assumptions made, and from the theory based on the verification results factor naming and explanation. Inputs are actively working with the development of health psychology together an emerging concept, its definition is relatively uniform in structure dimension is generally taken Schaufeli vigor, dedication, focus on three dimensions, this study also the work will take Schaufeli dimension into the definition and division. In the relationship between organizational identification and job involvement, domestic few scholars involved, this article focuses on the relationship between the two. Therefore, this study organizational behavior hot issue in the field of organizational identity as an entry point to positive psychology into a hot issue for the outcome variables work to improve Chinese private enterprise human resource management, to achieve sustained growth of new ideas for the purpose, in Based on analysis of the literature, through exploratory interviews, open questionnaires, surveys and other empirical methods first Chinese private enterprise employees structural dimensions of organizational identity studies and exploratory study of organizational identity and the relationship between job involvement. Finally, organizational identity as the research object to explore demographic variables and histological features of variable dimensions of organizational identity and its various differences. In this study, the main contents of the following three aspects: 1, explore the Chinese private enterprise organizational structure identity dimension; 2, explore its various dimensions of organizational identification, job involvement and the relationship between the various dimensions; 3, analysis of demographic variables and histological variables on organizational identity and its various dimensions of difference. The main conclusions of this study are four: 1, in the exploratory interviews, based on the proposed structure of private enterprise organizational identity dimension assumptions. Through exploratory factor analysis and confirmatory factor analysis of the Chinese private enterprises constructed three-dimensional structural model of organizational identity, these three dimensions are interest identification, achievement identity, sense of belonging, and three were defined, especially for interest identification were re-understanding. By comparison of model fitting, discovered three-dimensional model fitting effect is ideal. Comparison with domestic and foreign models also found that three-dimensional model for the interpretation of Chinese private enterprises employees also feasible. Good agreement with the theoretical assumptions. 2, from the need to improve human resource management practices of private enterprise perspective, in the use of exploratory factor analysis to analyze the work put into the questionnaire on the applicability of Chinese private enterprise employees, will work put into focus, energy, dedication, etc. three dimensions, using canonical correlation methods discussed organizational identity and its dimensions and job involvement and the relationship between the various dimensions. The results showed that: organizational identity and its work into three dimensions and three dimensions have significant positive effects, which affect the achievement identity is much larger than the interests of identity and sense of belonging; dedication explains the overwhelming job involvement part of the main achievements of identity has a significant influence on the dedication; Meanwhile, job involvement on organizational identification also have some role in promoting. 3, to private enterprise employees organizational identity as an object, using t-test, correlation analysis, mean multiple comparison test methods such as employees of private enterprises in China and its various dimensions of organizational identity in terms of gender, marital status, age, education level, to participate in working life, work experience in this business, ranks, firm size, firm survival time and other demographic variables, variable histological features significant differences were analyzed. The results showed: Women's sense of belonging than men; college and the following employees' organizational identity, interest identification, identity achievement was significantly higher than undergraduate and above employees, employee benefits recognized undergraduate degree was significantly higher than the master's degree or above employees; work 6 years of employee benefits, recognition was significantly higher than two years of staff; in this enterprise Task 1 - 5 years of the interests of employees agree that was significantly higher than a year or less employees; in the senior management of organizational identity, achievements identity, sense of belonging significantly higher level employees; enterprises with less than 50 employees in its organizational identity, interests identity, sense of belonging significantly higher than 50 employees, 50,300 of enterprises belonging and identification of its employees was significantly higher than 1001 or more employees; 6 - 9-year duration of the corporate identity of their organization was significantly higher than five years and more than 10 years duration of the corporate employees. The innovation of this study is mainly reflected in the following four aspects: 1, in the study, the current organizational identity at home and abroad have done a lot of research, some scholars have also studied the localization of exploration. However, the domestic basic object of study for the state-owned enterprises, family businesses, and no separate organizational identity as a private enterprise research. Therefore, this private enterprises as the research object, interviews, literature search methods such as self completed questionnaire study on organizational identification for localization is the localization of the domestic organizational identity as a useful supplement. 2, in the research point of view, although some scholars agree on the organizational structure of the dimension in-depth study, but the combination of demand theory and social exchange theory on the psychological structure of organizational identification, motivation factors were analyzed, currently only the relevant scholars Wang Yanbin research, but its just start from the theory of demand for social exchange theory and psychological analysis is not involved, therefore, is one of the original research ideas on the spot. 3, in the study of content, job involvement, positive psychology as an emerging concept, attracted a lot of attention of scholars at home and abroad. However, in the domestic literature carding process, we found there is a serious conceptual confusion problems, so this study will be special job involvement and work involved a detailed analysis, hoping to clarify the differences between these two concepts and to promote domestic investment in research work. 4, in the research topic, the outcome variables on organizational identity a lot of research, but research into organizational identity and the relationship between scholars working fewer domestic scholars corporate culture only as a starting point, research organizations identity and job involvement research. This study directly to organizational identification and job involvement as research object, both the relationship between its different dimensions, which is the domestic research in this field as a useful remedy.
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