Intervention Role of Psychological Capital and Benefit Satisfaction On The Relationship Between Organizational Fairness And Employee Job Performance

Abstract

The purpose of this study was to determine the importance of the relationship between Organizational fairness, Job performance, Psychological capital and Benefit satisfaction. This survey explored the mediating role of Psychological capital on employee Job performance and the regulating role of Benefit satisfaction on Job performance. This study successfully designed and developed a model, using a quantitative research method to use the partial least square structural equation model (PLS-SEM) to examine the relationship between Organizational fairness and employee Job performance, and to explain Psychological capital and Benefit satisfaction. The questionnaire was designed and evaluated based on the five-point Likert scale. Furthermore, the results of this study show that psychological capital mediates the relationship between Organizational fairness and job performance among ordinary employees of scientific SMEs in Sichuan Province. This study verified the regulatory effect of Benefit satisfaction on organizational fairness and Job performance. In this study, 384 valid samples were taken from ordinary employees of technology-based SMEs in Sichuan Province, China. This study has some regional limitations because it sampled SMEs in Sichuan Province. This study provides theoretical and evidence support for technology SMEs managers to adjust Organizational fairness and improve Job performance. Moreover, this study also develop the theory of equity and Psychological capital.