Employees who are very crucial for almost all organizations have some things that can trigger them to perform well, one of such thing is perceived organizational prestige (POP). Hence, this study sought to examine perceived external prestige as a measure of POP and how it affects organizational identity. The work adopted a survey research design. The area of the study is Anambra State and the population consisted of 11298 non-academic staff at public universities in Anambra State. A sample size of 371 was used and the instrument for data collection was a structured questionnaire. Simple regression analysis was used in data analysis and the hypothesis was tested at a 5% level of significance. The findings showed a high degree of relationship between the variables and that 91% change in organizational identity is accounted for by changes in the PEP (R = .956; R-square = .914 p-value < 0.05). The study, therefore, concluded that POP plays a sterling role in determining the identification of the employees in the organization. Hence, it was recommended among others that in addition to treating the employees well, the organizations and their management should try its possible best to also mould a positive image in the mind of the public and the family members of the employees.