Research On The Impact Mechanism Of Procedural Fairness On Employee Job Crafting: A Cross-level Mediation Mode

Due to today’s complex and changing internal and external environment,increasing the responsiveness to change of an organization has become a necessity for sustainable development.There is a clear trend towards decentralisation of organizational structure and work design,and the traditional top-down approach to work design no longer meets the needs of organization development.job crafting,which emphasises employee participation and autonomy,has become an important way to enhance core competency of companies.Since its inception,job crafting has received much attention from scholars and managers,but previous researches have focused more on the relationship between job crafting and its outcome variables,and neglecting the study of its antecedent variables and mechanisms of action.Researches have shown that employees’ job crafting are embedded in organizational contexts and procedural justice,as a key contextual factor that can effectively predict individual initiative behaviour,can enhance employees’ identification with and emotional attachment to the organization,and this employee perception can further influence employees’ behaviour by providing resources and opportunities for job crafting and motivating them to engage in job crafting.Therefore,this study incorporates procedural justice into a multi-level perspective on the antecedents of job crafting to investigate the impact of procedural justice on employees’ job crafting.At the same time,organizational psychological ownership,as a key psychological factor,reflecting employees’ psychological connection to the organization and ’sense of ownership’,can motivate employees to deepen their understanding of work tasks and learn job-related skills,thus enhancing their ability to redesign their work.Therefore,this study will also introduce individual-level organizational psychological ownership and organizational-level high performance work systems to investigate the mediating role of organizational psychological ownership and the moderating role of high performance work systems.Based on Social Exchange Theory and Equity Theory,this study explores the cross-level influence path of procedural justice on employees’ work reshaping in technical enterprises based on a logical model from organizational environment to individual psychological cognition and then to organizational behaviour.By using Procedural Justice Scale,Organizational Psychological Ownership Scale,High Performance Work System Scale and Work Crafting Scale to investigate a number of enterprises in Shandong Province,and using a hierarchical linear model(HLM)to analyse valid data from 76 enterprises and 1049 employees,the results of the study showed that:(1)procedural justice has a significant cross-level positive impact on employee work remodelling;(2)organizational psychological ownership act as a cross-level mediating role between procedural justice and employee job crafting;(3)high performance work system(HPWS)act as a positive moderating role between organizational psychological ownership and employee job crafting,i.e.at higher HPWS,the positive effect of organizational psychological ownership on employee job crafting is significant.This study provides an in-depth analysis of the mechanisms of procedural justice on employee job crafting in technical enterprises.Based on the above findings,this study identifies new ways to enhance employee job crafting and provides insights and references for enterprise management: Enterprises should pay attention to creating an internal environment of procedural justice,and at the same time pay attention to cultivating employees’ organizational psychological ownership to increase employee job crafting behaviour and maintain enterprise competitiveness,and pay attention to the role played by high-performing work system while bringing into the effectiveness of organizational psychological ownership.