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It has been observed that despite all HRM processes employees are at
times dissatisfied. There has been much research on the positive side of
self-efficacy and employee wellbeing. However, their negative side has
been studied in this research study. The purpose of this study is to test the
effect of envy on employee wellbeing via mediating role of self-efficacy
and job dissatisfaction. An employees’ survey was conducted in a reputed
educational institution of Peshawar, Pakistan. The target population was
the faculty and staff (N=167) of the educational institution. Both contract
and regular employees of the college ranging from office staff up to the
Principal were target respondents. The survey included Cohen-Charash
and Mueller (2007) 9-item inventory to measure envy, Ryff (1989) 42-
item inventory to measure Wellbeing, Bandura (1977) 7-item inventory
to measure self-efficacy and Bray field and Rothe (1951) 5-item
inventory to measure Job satisfaction. The data was analyzed using
mediated regression through Structural Equation Modelling (SEM).
Findings of the research revealed that the self-efficacy and job
satisfaction do were not significant moderators in the relationship
between envy and wellbeing. Job satisfaction was not a mediator between
envy and wellbeing. However, self-efficacy mediates the connection
between envy and wellbeing. When employees envy each other this leads
to decrease in their self efficacy which lowers their wellbeing. This study
helps organizations understand one of the reasons of employees’
dissatisfaction in spite of deploying all HRM processes. It also provides
organizations a way to protect and promote wellbeing of employees
Ashbel Taj, Shahid Ali, Zafar Zaheer, Mehnaz Gul. (2020) Impact of Envy on Employee Wellbeing: Role of Self-efficacy and Job Satisfaction, Journal of Behavioural Sciences, Volume-30, Issue-2.
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