Moderated Mediation Model of Interrelations between Workplace Romance, Wellbeing, and Employee Performance

Abstract

In this study, first we examined the effect of workplace romance on employee job performance, and the mediatory role of psychological wellbeing in the relationship between workplace romance and employee performance. Then we tested the moderating effects of gender and workplace romance type – lateral or hierarchical – on the indirect effect of workplace romance on employee performance. Based on a survey of 311 doctors from five government teaching hospitals in Pakistan, we used structural equation modeling and bootstrapping to test these relationships. This study reveals that psychological wellbeing significantly fully mediates the positive relationship between workplace romance and job performance. Moreover, multi-group analysis shows that gender moderates the indirect effect of workplace romance on employee performance, where the indirect effect of workplace romance on employee performance is stronger for male participants. This study carries important implications, particularly for the policy makers and managers of healthcare sector organizations.

Subjective Age and Job Satisfaction: A Moderated Mediation Model of Job Burnout and Chronological Age

“…Finally, this study is contextualized in Pakistan a country where collectivist culture prevails (74,75). Future studies in different contexts, industries and cultures can further enhance our understanding of the subjective age-job satisfaction link.…”

Affective commitment foci as parallel mediators of the relationship between workplace romance and employee job performance: a cross-cultural comparison of the People’s Republic of China and Pakistan

“…Workplace romance is defined as a mutually consensual and committed relationship that can entail dating, touching, hugging, kissing, and sexual intercourse. 1 – 4 Workplace romance can be hierarchical (between an employee and his/her supervisor/manager or subordinate), lateral (between peers), heterosexual (between opposite sexes), and homosexual (between same-sex individuals). 1 – 3 Research data are growing with regard to workplace romance and its outcomes discourse.…”

“… 1 – 4 Workplace romance can be hierarchical (between an employee and his/her supervisor/manager or subordinate), lateral (between peers), heterosexual (between opposite sexes), and homosexual (between same-sex individuals). 1 – 3 Research data are growing with regard to workplace romance and its outcomes discourse. The increased interest is mainly due to the acknowledgment that it can have pivotal implications – constructive and destructive – for employee job performance, job satisfaction, wellbeing, and organizational commitment.…”

“…The increased interest is mainly due to the acknowledgment that it can have pivotal implications – constructive and destructive – for employee job performance, job satisfaction, wellbeing, and organizational commitment. 1 , 5 – 8 …”

“… 12 Moreover, Khan et al empirically showed that employees involved in workplace romance exhibit improved performance. 1 As partners in a workplace romance feel psychologically safe, they are more open to new ideas and experimentation that can improve their job performance. 7 Moreover, as participants of workplace romance have satisfied their companionship needs, they have more energy available to perform their jobs that is likely to improve their productivity and performance.…”