The paper analyses the conceptual differences between organisational identification and organisational commitment. There are different points of view regarding the relationship of these two constructs in the contemporary organisational psychology literature: some authors view these constructs as overlapping, whereas others consider them independent. Because of this existing confusion, it often happens that different researchers either use different labels for the same processes and phenomena, or, on the contrary, tend to ascribe completely different meanings to the same concepts. The aim of the paper is to review the similarities and differences between these constructs, and to draw conceptual borders between them.