研究表明，对自我身份的认同可以提高个体自尊、降低不确定性、提高认知安全感。但以往研究主要探讨单一的身份认同对个体的影响，却忽略了现实生活中个体通常具有多重身份认同，没有考虑到多重身份认同之间的冲突、干扰或增强效应。即使有些学者注意到这个问题，研究结果也不太一致。 本项目基于我国国情，以员工多重身份认同的互动效应为核心，分别从横向、纵向、综合等多种视角，通过问卷调查和情景实验等方法，构建了一个适用于不同情景的员工多重身份认同互动的作用机制模型，从而厘清了多重身份认同互动对心理归属感的增强或干扰效应及其与绩效的关系。同时，还把身份认同的主体由个体层面提升到群体层面，把多重身份认同整合成一个构思等理论前沿问题，与模型验证巧妙地结合起来进行研究。 本项目在理论上拓展了多重身份认同的理论内涵；同时为更好地发挥员工多重身份认同的激励作用、增强我国员工的心理归属感、提升员工和组织的绩效提供了理论依据。

Studies showed that identity can enhance an individual's self-esteem, reduce uncertainty, and enhance his perceived security. Prior studies discussed mainly the effect of a certain kind of identification on the individual, and failed to notice that individuals usually have multiple identifications in real life, which conflict with, interfere with or enhance the effect of each other. Some scholars, though aware of this phenomenon, did not come to consistent conclusions. Based on Chinese cultural context and taking interactive effect of multiple identifications as the core issue, this research used questionnaires and scenario experiment to verify an interactive mechanism model of an employee's multiple identifications in different scenarios from the horizontal, vertical and all-round perspectives. Thus clarify the interaction effects of multiple identifications on employee's psychological attachment and performance. At the same time, this research also take "group" rather than "individual" as the subject of identifications, and integrate multiple identifications into one concept to validate the model. This research enriches theories on multiple identifications and provides a theoretical basis for better using multiple identifications to motivate employees, to enhance the employees' psychological attachment, and to improve the performance of employees and organizations in Chinese cultural context.