Understanding the psychological relationship between the individual and the organisation, and its effects on behaviour, continues to have strong theoretical and practical relevance for identification researchers (van Knippenberg & Sleebos, 2006). Indeed, it has been argued that an organisation can not be fully understood without understanding the identity dynamics that arise from the interactions between the organisation, its social environment, and the individual psychology of its members (Ashforth & Mael, 1989; Haslam, 2014; Hodgkinson, 2013; Tajfel, 1981). The goal of this thesis project was to undertake an indepth exploration of employee identifications in one organisation undergoing large-scale change. The first major aim was to illuminate the particular identities that were most salient for participants as they reflected on their experience of the changes. The second aim was to conduct an indepth exploration of those identities, to shed light on their origins and core features, and to understand why they were evoked during change. A third aim was to explore the relationship between the identities, and participants' perceptions and responses to change. Finally, a key aim was to illuminate any features of the organisational and social context that were related to the presence, development and effects of salient identities. The guiding methodology was interpretive qualitative research, chosen for its acute sensitivity to identity processes and associated contextual features (Yin, 2009). The advantage of this approach is that it allowed for indepth exploration of the nature, sources and effects of employee identifications, including contextual aspects involved in shaping and sustaining important identities.