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This study focuses on the influence of organizational identity on knowledge employees’ job performance and the mediating effect of work values. Job performance is divided into task performance and contextual performance and then a theoretical hypothesis model of organizational identity-work values-job performance is constructed based on the theory of social identity. Combined with the questionnaire data of 483 knowledge employees, the SEM was used to empirically test whether the theoretical hypothesis model was valid. It is found that organizational identity has a positive impact on knowledge employees’ job performance, and work values partially mediate the relationship between organizational identity and job performance. Overall, the results show that improving the organizational identity level and work values of knowledge employees can promote their job performance. Finally, based on the results, the theoretical and practical implications of the study are discussed.