The authors examine how four organizational antecedents affect the organizational identification (OI) and in-role and extra-role performance of Hong Kong business school faculty. OI was tested to be a mediator. The survey results indicated a high level of OI, consistent with the collectivist cultural value of Chinese employees. However, OI was positively associated with two antecedents only. And contrary to the existing literature that OI only affects extra-role behavior, OI was positively associated with both consequences. The data did not support OI as a mediator. Further research in the Chinese context and extension of studies with additional variables are recommended.