When employees identify with both the subsidiary and multinational corporation (MNC), they are likely to make decisions and engage in behaviors that benefit both. Previous work has concentrated on strength of identification, but we know much less about form – how the two identification foci relate to each other in employees' minds. Introducing an innovative methodology focusing on pronoun usage, we identify three empirical forms: single, extended, and coupled. Single refers to when individuals only identify with one entity (in this case the subsidiary). Extended is similar to single in that there is no separate MNC identification, but some MNC identification is intertwined with subsidiary identification. Coupled occurs when individuals identify with both the subsidiary and the MNC separately, and these identifications are also intertwined. We also explore some work-related factors that may provide tentative insights into ways MNCs might manage the development of form of identification. Preliminary results indicate that expatriation, prior within-firm international mobility, prior within-firm role mobility, job interdependence with headquarters, and job interdependence with other units are associated with the coupled form of identification. This research demonstrates differences from previous theoretical work and provides insight into how MNCs might manage the development of form of identification.

当员工与子公司和跨国公司（MNC）相互认同时，他们很可能会做出决策，并做出使双方都受益的行为。以前的工作主要集中在识别的强度上，但是我们对形式的了解却少得多，这两个识别焦点在员工心中是如何相互关联的。在介绍针对代词用法的创新方法时，我们确定了三种经验形式：单，扩展和耦合。单指个人仅与一个实体（在这种情况下为子公司）标识的情况。扩展与单个相似，因为没有单独的MNC标识，但是某些MNC标识与辅助标识交织在一起。当个人分别与子公司和MNC标识时，就会发生耦合，并且这些标识也交织在一起。我们还探讨了一些与工作有关的因素，这些因素可能为跨国公司如何管理身份识别形式的发展提供初步见解。初步结果表明，外派人员，公司内部先前的人员流动，公司内部先前的人员流动，与总部的工作相互依存，与其他单位的工作相互依存与身份识别的耦合形式相关。这项研究证明了与以往理论工作的不同之处，并为跨国公司如何管理身份识别形式的发展提供了见识。与总部的工作相互依存以及与其他部门的工作相互依存都与标识的耦合形式相关联。这项研究证明了与以往理论工作的不同之处，并为跨国公司如何管理身份识别形式的发展提供了见识。与总部的工作相互依存以及与其他部门的工作相互依存都与标识的耦合形式相关联。这项研究证明了与以往理论工作的不同之处，并为跨国公司如何管理身份识别形式的发展提供了见识。