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

Yasir Mansoor Kundi, Mohammed Aboramadan, Eissa M.I. Elhamalawi and Subhan Shahid
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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

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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.

Date: 2020-08-12
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Citations: View citations in EconPapers (4)

Published in International Journal of Organizational Analysis, 2020, 29 (3), pp.736-754. ⟨10.1108/IJOA-05-2020-2204⟩

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Persistent link: https://EconPapers.repec.org/RePEc:hal:journl:hal-03513411

DOI: 10.1108/IJOA-05-2020-2204

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