Within an organizational context, the individual have numerous available targets of identification with which they may identify simultaneously. In this thesis, this plurality of identifications is discussed in light of the construct multiple simultaneous identifications. The modern society and the modern organizational sphere is characterized by increased flexibility, reflexivity, and uncertainty, which both generates a stronger need for individuals to identify with social entities and causes the individuals to maintain and adhere to a multitude of identities and identifications simultaneously. Furthermore, organizational identification is associated with an array of positive and beneficial outcomes for both organizations and individuals. Therefore, identification in an organizational context constitutes a pivotal part of organizational studies. Engineers are generally considered to maintain a strong identification with the engineering profession, which in turn have implications for the identification with their employing organizations. The thesis main objective is to investigate the relationships between the multiple (organizational and professional) identifications available for engineers in the engineering sector. Following the theoretical framework from social identity theory and self-categorization theory, an analysis of seven in-depth interviews with previous employees of DNV GL exposed and elucidated three important topics. First, the engineers identify more fundamentally with their profession than with their employing organization, and the relationship between the professional identification and organizational identification have important outcomes for both organization and individual. The analysis did reveal that a strong professional identification would enhance the organizational identification, as long as the organization were considered a professional organization. Secondly, a model of dual identifications in a time of job change is presented, elaborating on four ideal typical salience scenarios (replacement, concurring continuation, recurring continuation, and no identification). Finally, I have discussed the complexity of multiple simultaneous identifications in the engineering sector. Maintaining identification with several targets simultaneously both appears to be feasible and have important individual and organizational consequences. In addition to an engineering-specific contribution to the multiple identifications literature in social psychology, the thesis also have a practical outlook. Lately, there has been an emerging tendency for private sector companies to implement (or at least talk about implementing) organizational alumni programs for their former employees. Such alumni programs are assumed to evoke a prolonged identification with the alma mater, which in turn append to the already existing organizational and professional identifications available for the individual. The study indicates that, in the engineering sector, organizational alumni programs are both feasible and advantageous for both individual and organization. Although a limited data material, the findings in the thesis is both applicable for the identification processes for engineers in general as well as for other professions.