The influence of organizational fairness on organizational identification: the regulatory role of moral identity and the mediating role of organization-based self-esteem

Abstract

Based on the Group Engagement Model and Self-consistent Theory, this paper explores the mechanism of the influence of organizational fairness on organizational identification based on a moral fairness perspective, with organization-based self-esteem as the mediator and moral identity as the moderator, based on a moderated mediator model. Through 533 questionnaires, the findings show that: (1) organizational fairness positively influences organizational identification and organization-based self-esteem mediates between the two; (2) moral identity positively moderates the influence of organizational fairness on organizational identification, i.e. when employees' moral identity is stronger, the stronger the positive relationship between organizational fairness and organizational identification; (3) moral identity positively moderates the effect of organization-based self-esteem in the influence of organizational fairness on organizational identification, showing a mediating effect of being moderated in a mediating pattern, i.e. the stronger the employee's moral identity, the stronger the aforementioned mediating effect. These findings have important implications for enterprises to improve employees' organizational identification.