The problem of personal IDENTITY among others may stem from the following question—what does be the person that you are, from one day to the next, necessarily consist of? The diachronic problem of personal IDENTITY raises question on the necessary and sufficient conditions for the IDENTITY of the person over time. The synchronic problem is grounded in the question of what features or traits characterize a given person at one time. To answer these questions, John Locke discarded the soul and the body as necessary and sufficient substances for personal IDENTITY over time. He accepted consciousness as the only criterion for personal IDENTITY; the only thing capable of remaining the same and preserving personal IDENTITY through change. Though Locke’s argument is somewhat clear and coherent but what remains vague and incoherent is embedded in the question—what exactly is consciousness? How and why should it be the basis or criterion for the determination of personal IDENTITY? Using the method of critical analysis, I argue that Locke’s choice of consciousness as the determinant of personal IDENTITY, though quite novel, is incoherent and vague. Secondly, Locke had already presumed and anticipated clearly though fallaciously the very thing he wishes to substantiate. I therefore conclude that Locke’s argument is just another way of trying to escape but inadvertently prolonging the difficulty of apparently articulating a distinction between the psychological approach and physiological approach to the problem of personal IDENTITY. However, in my submission, I propose the concept of the “other” as alternative approach— a sort of an extrinsic-intrinsic approach to the problem of personal IDENTITY.

Each organization has its own ORGANIZATIONAL culture is ORGANIZATIONAL IDENTITY and corporate image cropping is essential. The study aims to understand the relationship between ORGANIZATIONAL culture and the IDENTITY and image of the Organization of Islamic Azad University Sama. Type method paper with a cross-sectional survey and applied research. Information needed for this study were collected in two ways libraries and questionnaire. The population consisted of employees (120) and customers (over a period of a month-70) is an organization with 90 employees and 60 Morgan clients were selected as sample. In this study, a questionnaire was used to collect data. To describe the data frequency tables, and to respond to Hypothesis research of Pearson's correlation coefficient and partial correlation was used. The findings show a significant relationship between ORGANIZATIONAL culture and image and corporate IDENTITY, which is heavily involved in the relationship of solidarity between the components and the most corporate IDENTITY and the relationship between mission and corporate IDENTITY is the slowest component.

Background ORGANIZATIONAL IDENTITY is given prominence due to its importance. This study aims to investigate the relationship between ORGANIZATIONAL IDENTITY and its aspects with those of ethical work climate. Method The method of study is correlation-descriptive. The population of study includes the staff of both Ferdowsi and Medical Sciences University of Mashhad. 465 employees were selected randomly in 2016. They complete the questionnaires regarding to ORGANIZATIONAL IDENTITY and ethical work climate. Data were analyzed by SPSS. Results The results clearly demonstrate that there is a significant relationship between the ORGANIZATIONAL IDENTITY and ethical work climate. Conclusion The findings of the present paper are aligned with results of the previous studies conducted in this field. Therefore, the researcher advises senior decision makers to focus further on ORGANIZATIONAL IDENTITY. Also, the university directors are required to maintain a satisfactory balance of ethical work climate in their workplaces.

This paper offers and tests a model that make better perception from the impacts of strategic leadership according to determining strategic direction, exploiting and maintaining core competencies, developing human capital, sustaining an effective corporate culture, emphasizing ethical practices, and establishing strategic control on employees job engagement(vigor, dedication, absorption) regarding to mediation effect of ORGANIZATIONAL IDENTITY. Interested population of this research is experts and managers of Khorasan Regional Electricity Company that are 124 people sample. With analytical-survey methodology approach, we use a questionnaire and analyze data by structural equation modeling (SEM) method. Results reveal that strategic leadership directly influence on ORGANIZATIONAL IDENTITY and employees job engagement moreover ORGANIZATIONAL IDENTITY mediate strategic leadership effect on job engagement.

ORGANIZATIONAL silence and corporate IDENTITY are challenging concepts for organizations. The the purpose of this research is to investigate the relationship between ORGANIZATIONAL IDENTITY and the ORGANIZATIONAL silence of Bandar Abbas municipality staff. The research method is practical in term of purpose and  descriptive-survey and cross-sectional in term of data collection. Research statistical society consisted of Bandar Abbas central municipality staff which 80 people were selected as samples with simple random sampling. The research instruments include standard questionnaire of ORGANIZATIONAL IDENTITY by Cheny and standard questionnaire of ORGANIZATIONAL silence by Vandyne et al which were used after confirming content validity and reliability. To achieve the results SPSS and PLS software are used and the results of teasting hypothesis indicated that ther is a positive and meaningful relationship between ORGANIZATIONAL IDENTITY and ORGANIZATIONAL silence. The results of teasting subsidairy hypothesis indicated that membership and loyalty ( Elements of corporate IDENTITY ) to be positive and meaninigful conection between with prosocial silence and negative and meaninigful conection with acquiescent silence and defensive silence. Also there is a positive and meaninigful conection between Similarity with defensive silence and acquiescent silence but it is not meaninigful conection with prosocial silence.

Introduction: In nursing care; work sensitivity, job anxiety and delivery high quality nursing care to the patients resulted to necessitate nurses’ ORGANIZATIONAL citizenship behaviors. So, reorganization these factors that influence on nurses’ ORGANIZATIONAL citizenship behaviors are important. Because these factors could be helped to nurse managers who consider them for high qualified nursing care planning.Aim: The aim of this study was identify the relationship between ORGANIZATIONAL IDENTITY, nurses’ job satisfaction and extra-role behaviors.Methods: This is a descriptive-correlational study that was done by in (2012).All of the nurses in the Imam Khomeini hospitals in Urmia city were samples that cluster sampling was used with proportional allocation for each unit. By using Morgan method (201) nurses were selected randomly. For data gathering these questionnaires were used; Corporate IDENTITY (Ashfourt & Miley, 1989), job satisfaction (Brayfield & Roth, 1951) and ORGANIZATIONAL Citizenship Behavior (Podsakouf & et.,al 2000) that their reliability by α –Chronbach were (0.75, 0.73 and 0.77) respectively. Data were analyzed by linear correlation and path analyses by SPSS (19) software.Results: ORGANIZATIONAL IDENTITY and nurse’ job satisfaction (0.48), and nurses’ job satisfaction with ORGANIZATIONAL citizenship behaviors (0.57) had direct and positive relationship (p<0.01); that it was more effect than the other variables. And organization IDENTITY with nurses’ extra-role behaviors (0.28) had indirect and positive relationship (p<0.01). ORGANIZATIONAL IDENTITY and job satisfaction together predict variance (0.29) nurses’ ORGANIZATIONAL citizenship behaviors and also, ORGANIZATIONAL IDENTITY predicts variance (0.20) nurses’ job satisfaction.Conclusion: In order to finding, suggests to nurse managers and hospital administrators for increasing nurses’ perception to ORGANIZATIONAL IDENTITY planning that it would be promoted their job satisfaction; and it is provide suitable context for nurses’ ORGANIZATIONAL citizenship behaviors.

The current research was conducted with the aim of the effect of attachment style on emotion regulation with the mediating role of IDENTITY style. The research method was descriptive and structural equation analysis. The statistical population of the research was all second year high school students of Kashan city in the academic year of 1400-1401, of which 500 people were selected by random cluster method. Data were collected based on three questionnaires: Gross & Jan (2003) Emotional Regulation Inventory, IDENTITY Style Scale (6G-ISI) and Collins and Reid (1990) Attachment Style Questionnaire. The data are obtained by structural equation modeling and using Laserl 8.8 and 26 spss software. analyzed. Based on the results, secure attachment style at a significance level of 0.01, avoidant attachment style at a significance level of 0.05, and ambivalent attachment style at a significance level of 0.01 directly predicted emotion regulation. Among the three attachments, secure attachment style predicted emotion regulation at a significant level of 0.01, with the mediation of IDENTITY styles. Informational IDENTITY style at a significance level of 0.01, confused IDENTITY style at a significance level of 0.05 directly predicted emotion regulation. Among the three attachments, only the secure attachment style at a significance level of 0.01 had a significant role in predicting the normative IDENTITY style. According to the results of this study, emotion regulation is one of the most important constructs of educational psychology and an important factor in determining mental health and successful performance. It is in education that the factors affecting emotion regulation and its antecedents should be identified. Planning for training and holding educational workshops in this field in schools is suggested for students.