Can Fair Promotion Systems Generate Recognition Equity Without Trust? A Moderation Analysis from a Structural Recognition Architecture Perspective

Abstract

Promotion systems shape career progression, institutional status, and employees’ sense of recognition in public institutions. However, formal fairness in promotion procedures may not always translate into perceived recognition equity, especially when trust in decision-making is weak. This study examines how promotion fairness influences recognition equity and whether trust in promotion decision-making strengthens this relationship. Drawing on Structural Recognition Architecture (SRA) and Trust Endurance Dynamics Theory (TEDT), the study uses survey data from 109 employees in public education institutions and applies PLS-SEM using ADANCO 2.4.1. The findings show that promotion fairness significantly enhances recognition equity, while trust in promotion decision-making also has a positive direct effect. More importantly, trust strengthens the relationship between promotion fairness and recognition equity, indicating that fair promotion systems become more effective recognition mechanisms when employees trust the credibility of institutional decision processes. The study contributes to organizational justice and public administration literature by framing promotion systems as structural recognition mechanisms and positioning trust as a legitimacy condition for fairness. It concludes that public institutions seeking equitable recognition must combine fair promotion procedures with credible, transparent, and trusted decision-making processes.