Based on social identity theory, organizational identification is referred to as the degree to which an employee identifies his-/herself as being a part of (or belonging to) given organization (Carmeli, Gilat, & Waldman, 2007; Moksness, 2014). Organizational identification is influenced by favorable organizational status and prestige, organizational 9 Introduction to survey of Swedish lawyers – 2017 performance and by items with the logo of the organization (Carmeli et al. 2007; Moksness, 2014). From the two aspects of organizational performance—perceived social responsibility and development and perceived market and financial performance—the former is found to have greater effect on organizational identification (Carmeli et al. 2007). Companies and organizations should engage in activities that foster stronger organizational identification on the part of employees because it has a direct effect on member adjustment which in turn influences job performance (Carmeli et al. 2007). In sum, employees who strongly identify themselves with the organization they work for fit easier in the organization and perform better on their tasks.