Within the context of the internationalization of organizations and, in particular, growing numbers of staff members from different cultures, the number of studies on the management of cultural differences has increased considerably. However, as several authors have observed, studies on cultural differences and the concept of cultural identity remain limited, in large part due to the influential studies of Hofstede, which led to increased interest in national cultures. The objective of this study is to demonstrate the importance of cultural identity, which is a broader concept than national identity and only partly determined by it. Cultural identity is based on the distinctiveness or specificity of a given community, encompassing certain characteristics common to its people. A distorted view can significantly hinder understanding and communication with citizens of a specific nation. Today, as many authors observe, there is renewed interest in the complex, multidimensional process of identity construction in cross-national, cross-cultural work settings.

The aim of the present study is therefore to review the processes involved in the formation of cultural identity and its importance for understanding individuals’ distinctive, culture-specific traits and to show how individuals with plural identities influence and transform contemporary organizations. Finally, a research program focused on recontextualizing cultural identity in contemporary organizations is proposed.

在组织国际化的背景下，尤其是来自不同文化背景的工作人员的数量不断增加的情况下，有关文化差异管理的研究数量已大大增加。但是，正如几位作者所观察到的那样，关于文化差异和文化认同概念的研究仍然很有限，这在很大程度上是由于霍夫斯泰德（Hofstede）的有影响力的研究，这引起了人们对民族文化的浓厚兴趣。这项研究的目的是证明文化认同的重要性，文化认同是一个比民族认同更广泛的概念，只是部分由其确定。文化认同基于给定社区的独特性或特殊性，包括其人民共有的某些特征。扭曲的观点会严重阻碍与特定国家公民的理解和沟通。正如许多作者所观察到的那样，今天，人们对跨国家，跨文化工作环境中身份构建的复杂，多维过程重新产生了兴趣。

因此，本研究的目的是回顾文化认同形成过程及其对理解个人独特的，特定于文化的特质的重要性，并展示具有多重身份的个人如何影响和改变当代组织。最后，提出了一项研究计划，该计划着重于在当代组织中重新界定文化身份。