Organizational identification moderates the impact of organizational justice on job satisfaction

Abstract

BACKGROUND: Few studies concern the moderator effect of organizational identification between organizational justice and job satisfaction. OBJECTIVE: This study aimed to examine the trilateral relationship among organizational identification, organizational justice and job satisfaction, especially focus on the moderator effect of organizational identification. METHODS: 354 staffs completed the measures of organizational justice, organizational identification and job satisfaction. RESULTS: Hierarchical regression analysis showed that organizational identification moderated the association between organizational justice and job satisfaction. When staffs reported a low level of organizational identification, those with high organizational justice reported higher scores in job satisfaction than those with low organizational justice. However, the impact of organizational justice on job satisfaction was not significant in high organizational identification group. CONCLUSIONS: Organizational identification can significantly moderate the impact of organizational justice on job satisfaction. The significance and limitations of the results are discussed.

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