Identity management in business organizations: An investigation of selected hotels' employees in Adana

Among the tourism and hospitality businesses the number of institutional organizations have been on the rise in recent years. As a result competition in the torurism and hospitality is getting stronger. One way of dealing with this competition is to strengthen the brand value of the business and creeate a positive public opinion. Tourism and hospitality organizations with institutional quality attempt to develop effective communication with organizational members and variety of stakeholders in order to achieve increase in their share of markets. Therefor it would be necessary to examine the employees perceptions of organizational identity. The purpose of this study is to analyze the relationship between employees' personal characteristics and their response to organizational identity management questionnaire. Data obtained from five hotel organizations' emloyees in Adana. Among the submitted 180 surveys in these five hotels 119 of the were used in the analysis. Study survey is consisted of two parts: the first part included 30 item organizational identity management scale with five dimensions. The second part of the questionnaire includes employee demographics such as age, gender, position and work experience. In order to carry out the research aim, six hypothesis were tested through one sample t-test and one-way ANOVA methodes to see if there are significant differences in the organizational identity management scores of employeees based on the demographic variables. Results of analysis indicate that while some demographic variables lead to statistically significant differences in employee's scores on organizational identity management dimensions, others demographic caharacteristics do not show any significant difference. For instance, ANOVA results concerning the organizational identity management dimensions and employee age relationships are not significantly different at all. On the other hand employee' educational level and resistance dimension of organizational identity management scores are significantly related. Likewise employees position and organizational identity dimensions of resistance, identification with the organization and organizational communication exhibit statistically strong relationships. Finally, no relation between the employees' length of tenure in the organization and dimensions of organizational identity management.