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Employee psychological well-being and job performance: exploring mediating and moderating mechanisms

Author

Listed:
  • Yasir Mansoor Kundi

    (CERGAM - Centre d'Études et de Recherche en Gestion d'Aix-Marseille - AMU - Aix Marseille Université - UTLN - Université de Toulon)

  • Mohammed Aboramadan

    (UNIMIB - Università degli Studi di Milano-Bicocca = University of Milano-Bicocca)

  • Eissa M.I. Elhamalawi

    (CIIT - COMSATS Institute of Information Technology [Islamabad])

  • Subhan Shahid

    (ESC Grenoble - Ecole Supérieure de Commerce de Grenoble - EESC-GEM Grenoble Ecole de Management)

Abstract

Purpose Given the importance of employee psychological well-being to job performance, this study aims to investigate the mediating role of affective commitment between psychological well-being and job performance while considering the moderating role of job insecurity on psychological well-being and affective commitment relationship. Design/methodology/approach The data were gathered from employees working in cellular companies of Pakistan using paper-and-pencil surveys. A total of 280 responses were received. Hypotheses were tested using structural equation modeling technique and Hayes's Model 1. Findings Findings suggest that affective commitment mediates the association between psychological well-being (hedonic and eudaimonic) and employee job performance. In addition, perceived job insecurity buffers the association of psychological well-being (hedonic and eudaimonic) and affective commitment. Practical implications The study results suggest that fostering employee psychological well-being may be advantageous for the organization. However, if interventions aimed at ensuring job security are not made, it may result in adverse employee work-related attitudes and behaviors. Originality/value The study extends the current literature on employee well-being in two ways. First, by examining psychological well-being in terms of hedonic and eudaimonic well-being with employee work-related attitude and behavior. Second, by highlighting the prominent role played by perceived job insecurity in explaining some of these relationships.

Suggested Citation

  • Yasir Mansoor Kundi & Mohammed Aboramadan & Eissa M.I. Elhamalawi & Subhan Shahid, 2020. "Employee psychological well-being and job performance: exploring mediating and moderating mechanisms," Post-Print hal-03513411, HAL.
    • Handle: RePEc:hal:journl:hal-03513411
    DOI: 10.1108/IJOA-05-2020-2204
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    Cited by:

    1. Udin Udin & Radyan Dananjoyo & Mohsin Shaikh & Densy Vio Linarta, 2022. "Islamic Work Ethics, Affective Commitment, and Employee’s Performance in Family Business: Testing Their Relationships," SAGE Open, , vol. 12(1), pages 21582440221, March.
    2. Jonathan L. Chia & Andree Hartanto, 2021. "Older Adult Employment Status and Well-Being: A Longitudinal Bidirectional Analysis," IJERPH, MDPI, vol. 18(23), pages 1-19, November.
    3. Konuk, Hızır & Ataman, Göksel & Kambur, Emine, 2023. "The effect of digitalized workplace on employees' psychological well-being: Digital Taylorism approach," Technology in Society, Elsevier, vol. 74(C).
    4. Chunyan Li & Chien-Liang Lin & Tachia Chin, 2022. "How Does the Paradoxical Leadership of Cross-Border e-Commerce (CBEC) Gig Workers Influence Chinese Company Performance: The Role of Psychological Well-Being," Sustainability, MDPI, vol. 14(19), pages 1-15, September.

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