過去文獻已驗證員工對公司的公平感知與組織認同和工作績效之間存在正向的關聯。然而，有關組織認同在員工對公司的公平感知與員工工作績效之間所扮演的中介機制，則較少有實證研究加以探討。本研究基於社會認同理論，以兩岸員工為研究對象，並以組織認同為中介變量，探究員工對公司的公平感知的四個構念（程序公平、分配公平、人際公平和資訊公平）如何透過組織認同而對工作績效產生影響。
本研究依據中介模型提出假設，並透過實證資料對這些假設進行檢驗。本研究發現員工對公司的公平感知的四個構念（程序公平、分配公平、人際公平和資訊公平）對組織認同和工作績效有顯著的正面影響，且組織認同顯著中介了公平感知與工作績效之間的關係。其中，組織認同完全中介程序公平、分配公平、和資訊公平與工作績效之間的關係，但組織認同僅部分中介人際公平與工作績效之間的關係，亦即人際雖然可以部分透過組織認同的中介作用而影響員工的工作績效，但人際公平與員工的工作績效之間的直接效果仍然存在。

Existing literature has empirically verified the positive association between employees’ perception of organizational justice, organizational identification, and job performance. However, empirical studies investigating the mediating role of organizational identification in the relationship between perceived organizational justice and job performance are limited. Based on the social identity theory, this study examines how four dimensions of perceived organizational justice of a company (i.e., procedural justice, distributive justice, interactional justice, and informational justice) influence job performance through the mediation of organizational identification.
The study proposes hypotheses based on the conceptual model and tests these hypotheses using empirical data. The findings show that the four dimensions of perceived organizational justice significantly and positively affect organizational identification and job performance, and organizational identification significantly mediates the relationship between perceived justice and job performance. In particular, organizational identification fully mediates the relationships between procedural justice, distributive justice, and informational justice and job performance. However, organizational identification only partially mediates the relationship between interactional justice and job performance. This suggests that while interactional justice can influence employees’ job performance through the mediation of organizational identification to some extent, a direct effect of interactional justice on job performance still exists.

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