Drawing on the group value model, we proposed a self-concept based model linking ethical leadership to positive employee outcomes by highlighting both interactional justice and organization-based self-esteem (OBSE) as two sequential mediators. A survey data collected from 206 Chinese employees were used to justify the hypotheses developed. The results indicated that there is significant indirect effect from ethical leadership to OBSE by the conduction of interactional justice. Further, the relationships between ethical leadership and employee work outcomes (task performance, job satisfaction and conscientiousness) were sequentially mediated by interactional justice and OBSE. Theoretical and practical implications were discussed at the end.