Organizational identity is a set of characteristics that reflect an organization's distinctiveness. The solution to the issues of organizational identity requires an individual and specific comprehension. Therefore, cross-sectional quantitative research for a pre-established category established by the researcher was difficult to perform. As a result, until now, the mainstream organizational identity studies have been qualitative rather than quantitative. However, while one aspect of organizational identity studies is to solve the question of organizational identity itself, another aspect is to solve the question of its impact on the organization. Qualitative methods may be appropriate to solve the question of organizational identity itself, but quantitative methods are better suited to solve the question regarding its organizational impact. In other words, it is possible to utilize qualitative methods to comprehend an organization's identity while using quantitative methods, for example, to measure the organizational identification of its members and conflicts that arise from the differences in directivity among its members. Research utilizing quantitative methods of this type may increase in the future.