In a world of multiple identities, organizations are increasingly present in people’s lives. Thus, the contemporary context demands that workers feel a sense of identification with their organization, and that it becomes part of their own personal identity. In this way, this research aims to identify the influence of human resources management policies and practices on the formation of organizational identity, a model as yet unexplored in the context of public organizations. The chosen sample was comprised of active employees in the Brazilian Chamber of Deputies. Confirmatory factor analysis was used to test the models, and regression analysis was used to the test of relationships between variables through structural equation modeling. It was concluded that involvement policies are predictors of organizational identity. The results provide a diagnostic tool for managers to plan human resources policies and practices that effectively add to the formation of the organizational identity of their employees.
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