通过总结中国律师行业的现状以及特点，并结合文献回顾，我们梳理出本研究中的七大核心心理变量。以下总结变量选取的研究动因：
（1）鉴于自尊和自我实现的需求对律师行业从业者的特殊意义（相比其他行业而言）(116)，我们提出“身份认同”对中国律师的工作满意度有着独特和不可忽视的意义。
（2）考虑到中国律师从业环境的独特性带来的内外冲突及中国人高社会比较倾向的特点(117)，我们重点考察组织-职业冲突和感知公平对身份认同的影响。而鉴于中国是一个纵向权力距离较大的社会(118)，以及律师行业本身在工作当中对感知权力的敏感性，我们提出将“感知权力”这一前人较少研究的心理变量纳入到本研究的研究框架中来。
（3）考虑到目前中国律师事务所运营管理体制的普遍松散和律师执业的“单干”特点，我们进一步选择组织承诺和自我效能感作为影响身份认同作用于工作满意度的重要变量。
基于这样的变量选取，通过回顾和总结前人的研究成果，我们分析了个人身份认同的确立过程主要受到“角色冲突”（组织-职业冲突）和“社会比较”（感知公平）这两个心理过程影响，并且“感知权力”在其中起到调节作用。而身份认同对工作满意度的影响主要通过作用于组织承诺和自我效能感来实现。于是，整个理论推导结果如图2-1所示。
图2-1 理论推导框架
在这一框架中，组织-职业冲突和感知公平这两大社会心理因素作为自变量共同作用于员工的身份认同，并且这些影响受到感知权力的调节。最终，员工的身份认同会通过组织承诺和自我效能感这两个中介变量来影响其工作满意度。
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(113) 同(110)。
(114) 同(111)。
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