Organizational Legitimacy and Employee Behavioral Orientations Across Organizational Contexts

Legitimacy plays a key role in the functioning of organizations, linking employees’ beliefs with the perceived adequacy of organizational systems. Despite its importance, there is a lack of research showing its role in shaping behavior in different institutional environments. The aim of the study was to identify differences in perceived legitimacy between public and business organizations and to examine the link between legitimacy and collectivist and individualistic behavioral orientations. Data were collected from 808 employees in both sectors. The study used an adapted version of Kay and Jost’s legitimacy scale and the KIRH questionnaire. The results revealed significant differences in legitimacy levels between organizations. Furthermore, legitimacy was positively related to preferred behavioral patterns, but these differed depending on the type of organization. These results highlight the role of legitimacy as a psychological resource that shapes employee behavior. The results also underscore the potential importance of sector-specific legitimacy management strategies aimed at strengthening organizational cohesion.