This study explores the relationship between organizational pride and corporate wear under remuneration conditions within institutions of higher learning in Zimbabwe through investigating the influence of employee remuneration on corporate wear, examining the impact of employee remuneration on organizational pride, analysing the influence of organizational pride on corporate wear, and assessing the mediating role of organizational pride in the relationship between employee remuneration and corporate wear. A quantitative research design was employed, using a purposive cluster sampling method to select participants from teaching and non-teaching employees in public institutions of higher learning. Data were collected using a Likert scale questionnaire and were analysed using descriptive and inferential statistics. Correlation and regression analysis tests were done to test the relationships among the variables of employee remuneration, organizational pride and corporate wear. The study has found a positive relationship between remuneration and corporate wear and has established that organizational pride partially offsets perceptions of low remuneration. The study also found that organizational pride has a mediating effect on the relationship between employee remuneration and corporate wear. The study recommends that institutions of higher learning in Zimbabwe should develop strategies that enhance organizational pride and address remuneration disparities and inequities to ensure that remuneration becomes competitive and fair.

The study looked into the relationship between organizational pride and corporate wear when employees are under paid in institutions of higher learning in Zimbabwe. Organizational Pride was assessed having a mediating role. The study used a quantitative research design and purposive cluster sampling. Data was collected from teaching and non-teaching employees in public institutions of higher learning using a Likert scale structured questionnaire. The analysis employed descriptive and inferential statistics, including correlation and regression tests. The findings showed a positive relationship between remuneration and corporate wear, indicating that organizational pride partially offsets perceptions of low remuneration. Moreover, the study highlights the mediating effect of organizational pride on the relationship between employee remuneration and corporate wear. Based on these insights, it is recommended that institutions of higher learning in Zimbabwe develop strategies to enhance organizational pride and address remuneration disparities to ensure competitive and fair compensation.