Organizational Fairness, Psychological Capital and Job Performance: An Empirical Study Based on Science and Technology SMEs

Abstract

The purpose of this study is to investigate the effect of organizational fairness and psychological capital on employee performance in SMEs. The study adopted a quantitative research methodology and used partial least squares structural equation modeling (PLS-SEM) to analyze the relationship between the variables. The data were obtained from 494 employees of small and medium-sized enterprises (SMEs) in Sichuan Province, China. The results of the study showed that all four factors of organizational fairness - distributive fairness, procedural fairness, interpersonal fairness, and informational fairness - positively affect employees' job performance. In addition, psychological capital also had a positive effect on employee job performance. These findings emphasize the importance of creating a fair organizational environment and enhancing employees' psychological capital to improve employee job performance in SMEs.Future studies could consider extending more regions.This study provides a valuable reference for SMEs to improve employee job performance, adding nuances to Psychological Capital Theory, fairness Theory and SOR Theory.