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Linking self-efficacy and organizational identification: a moderated mediation model based on a self-verification perspective

Wenhao Luo (School of Economics and Management, North China University of Technology, Beijing, China)
Yuqing Sun (Antai College of Economics and Management, Shanghai Jiao Tong University, Shanghai, China)
Feng Gao (Renmin Business School, Renmin University of China, Beijing, China)
Yonghong Liu (Department of Management, University of North Carolina at Greensboro, Greensboro, North Carolina, USA)

Journal of Managerial Psychology

ISSN: 0268-3946

Article publication date: 9 December 2022

77

Abstract

Purpose

The purpose of this paper is to examine the effect of employees' self-efficacy on employees' organizational identification. Based on a self-verification perspective, this paper focuses on the mediating role of leader–member exchange social comparison (LMXSC) and the moderating role of perceived organizational justice.

Design/methodology/approach

The authors conducted a field survey (Study 1) of 207 employees recruited from multiple financial organizations and tested a moderated mediation model using Hayes's (2018) PROCESS macro. The authors conducted another scenario-based experiment (Study 2) using a sample of 151 employees recruited online to further establish causality in our model.

Findings

Results suggest that employees' self-efficacy is positively associated with their LMXSC, which, in turn, positively impacts employees' organizational identification. The positive relationship between LMXSC and organizational identification is stronger when employees' perceived organizational justice is higher. The indirect effect of self-efficacy on organizational identification through LMXSC is also strengthened by perceived organizational justice.

Practical implications

Managers are encouraged to develop employees' self-efficacy and to create a fair environment to promote employees' identification with the organization.

Originality/value

This research extends organizational identification literature by examining how and when employees' self-efficacy, a dispositional predictor, leads to employees' identification with the organization from a self-verification perspective.

Keywords

Acknowledgements

This study was supported by the National Natural Science Foundation of China (No: 72072002) to Dr. Luo, Outstanding Innovative Talents Cultivation Funded Programs 2021 of Renmin University of China and Xu Weili Scholarship, Renmin Business School, Renmin University of China, 2018.

Citation

Luo, W., Sun, Y., Gao, F. and Liu, Y. (2022), "Linking self-efficacy and organizational identification: a moderated mediation model based on a self-verification perspective", Journal of Managerial Psychology, Vol. ahead-of-print No. ahead-of-print. https://doi.org/10.1108/JMP-01-2021-0008

Publisher

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Emerald Publishing Limited

Copyright © 2022, Emerald Publishing Limited

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