Intervention Role of Psychological Capital and Benefit Satisfaction on the Relationship between Organizational Fairness and Employee’ Job Performance

.The objective of this study was to explore the significance of the relationship between organizational fairness and employee job performance. Specifically, it examined the mediating role of psychological capital and the moderating effect of benefit satisfaction in this relationship. Using a quantitative research design and Partial Least Squares Structural Equation Modeling (PLS-SEM), the study successfully developed and tested a model. The survey instrument utilized a five-point Likert scale for data collection.The findings indicate that psychological capital acts as a mediator between organizational fairness and job performance among regular employees working in science and technology small and medium-sized enterprises (SMEs) in Sichuan Province. Furthermore, the study confirms the moderating influence of benefit satisfaction on the relationship between organizational fairness and job performance.With 494 valid responses collected from Sichuan SMEs, the research acknowledges its regional scope but provides valuable theoretical and empirical insights for managers aiming to enhance organizational justice and improve job performance.