Management o f differences in employees and organizational identification relationship

Today, with the disappearance of international borders and the spread of developments in information and communication technologies, the diversity of organizations in the workforce has increased in the global market, and it has become inevitable for individuals with different characteristics to work together. Especially the technological breakthroughs in every field have made the "human" element even more attractive and valuable. Accepting individual and cultural differences as an important element in the international platform and a value in providing competitive advantage also requires good management of this diversity. As a matter of fact, good management of individual differences brings many benefits and ensures the formation of positive behaviors in employees. The formation of positive behaviors in employees depends on the individual's identification with the organization and the ability to achieve harmony with the values, beliefs and expectations of the organization. The formation of this harmony makes it possible to achieve organizational goals. In this study, which was carried out with the online survey method within the framework of these views, it was aimed to determine the perceptions of the employees about the management of differences and to determine the effect of this perception on the level of organizational identification of the employees. By analyzing the data obtained, it was seen that the management of differences in employees affected organizational identification. In addition, significant relationships were found between the socio demographic characteristics of the employees, the management of differences and organizational identification.