The purpose of this paper is to contribute to our understanding of the antecedents of organizational identification. Specifically, this paper aims to integrate two perspectives developed within the social identity domain, labeled “cognitive” and “relational,” by comparing and reconciling their relationship organizational identification.,This study uses a survey method and a structured questionnaire to collect data from people working in a call center. The hypotheses were tested on a sample of 743 employees by using structural equation models and Hayes’ (2017) bootstrapping procedure.,The results provide evidence for a mediational model in which the attractiveness of organizational images (cognitive representations) mediates the relationship between perceived justice (relational judgments) and organizational identification.,The data were obtained from a single source in a cross-sectional design, which may inflate common method variance. To address threats to validity, the authors employed several procedures, the results of which revealed that no parameters corresponding to the hypotheses changed in sign or significance, thus suggesting that the presence of method bias, if any, was nonconsequential.,Not only does perceived justice relate to the sense of belonging to an organization, but it also contributes to shaping the long-term cognitive representations of the company. In particular, both HR and line managers should be aware that in this respect, the interactional dimension of justice shows the strongest effect.,Building on and enlarging the scope of the extant literature, the findings contribute to our knowledge of how relational judgments shape cognitive images about the company, influencing, in turn, the individual–organization relationship.

中文翻译：

---

正义与认同之间的关系

本文的目的是促进我们对组织认同的前提的理解。具体而言，本文旨在通过比较和调和他们的关系组织认同来整合在社会身份领域内发展起来的两种观点，分别标记为“认知”和“关系”。该研究使用调查方法和结构化问卷从人们那里收集数据在呼叫中心工作。通过使用结构方程模型和Hayes（2017）引导程序，在743名员工的样本上对假设进行了检验。结果为中介模型提供了证据，在该模型中组织形象（认知表示）的吸引力介导了感知正义之间的关系（关系判断）和组织识别。，数据是从横截面设计的单一来源获得的，这可能会夸大通用方法的差异。为了解决对有效性的威胁，作者采用了几种程序，其结果表明，与假设相对应的参数在符号或意义上均没有改变，因此表明方法偏差（如果有）的存在是不重要的。正义与组织的归属感有关，但它也有助于塑造公司的长期认知表现。特别是，人力资源管理人员和直属经理都应意识到，在这方面，司法的互动维度显示出最强的作用。在现有文献的基础上并扩大其范围，