Job Demands– Resources and Flourishing : Exploring Organizational Identification as a Potential Mediator in the Universities of Pakistan

Quratulain, Memon and Irma Yazreen, Md Yusoff (2022) Job Demands– Resources and Flourishing : Exploring Organizational Identification as a Potential Mediator in the Universities of Pakistan. In: 10th International Borneo Business Conference 2022 (iiBBC) 2022), 19-21 September 2022, Raia Hotel & Convention Centre Kuching, Sarawak.

PDF Job Demands.pdf Download (891kB)

Abstract

This study aimed to assess the direct and indirect effects of perceived job characteristics (job demands and resources) on the degree of the flourishing of university educators while mediating through organizational identification between these two concepts based on relevant research. A structural equation model was developed and verified using appropriate statistical methods based on organizational identification. A questionnaire was sent to the sample of 750 permanent educators in Pakistan to investigate the relationships between factors empirically. Six research hypotheses were developed based on the theoretical frameworks of the job demand and resource model and social identity theory, including the direct impact of perceived social support on educator flourishing and organizational identification's indirect (mediating) effect. Following the identification of the variable interactions, the role of organizational identification as a mediator in the impact of perceived job characteristics (job demands and resources) on educator flourishing was investigated using appropriate statistical methods such as PLS-SEM. Data analysis, reliability test, item-total correlation, regression analysis, and the t-test. It was found that educators' workload and emotional demands are motivational and influence their esteem, leading them to identify with their institution and to experience flourishing at higher educational institutions in Sindh, Pakistan. In addition, the perceived job resources, including perceived job autonomy, perceived social support, and perceived performance feedback, are the supportive factors for an employee to identify with the organization.

Actions (For repository members only: login required)

View Item