THE IMPACT OF WORKPLACE LONELINESS ON EMPLOYEE PERFORMANCE: THE MEDIATING ROLE OF PSYCHOLOGICAL WELL-BEING AND THE MODERATING ROLE OF PERCEIVED ORGANIZATIONAL SUPPORT

Abstract

The present research examined relationship between workplace loneliness and employee performance with psychological well-being as a mediator, and perceived organizational support as a moderator on employees in Pakistani organizations. The research design was a quantitative, cross-sectional one and was conducted on 372 participants to offer a representative sample of the population in terms of levels and departments of the organization. Data collection was done by using standardized measures such as the Workplace Loneliness Scale, Psychological Well-Being Scale, Perceived Organizational Support Scale, and Employee Performance Scale. The workplace loneliness (M = 3.21, SD = 0.72) and employee performance (M = 3.42, SD = 0.70) were moderate, whereas the level of psychological well-being (M = 3.54, SD = 0.65) and perceived organizational support (M = 3.68, SD = 0.61) were quite high. Correlation tests found that workplace loneliness was negatively associated with psychological well-being (r = -.45, p <.01), perceived organizational support (r = -.39, p <.01), and performance of employees (r = -.41, p less than.01). Hierarchical regression analyses revealed that psychological well-being played a significant role in mediating the relationship between workplace loneliness and employee performance, at the same time, the relationship between workplace loneliness and employee performance faced the nullification of perceived organizational support. These results indicate that the organizations can strengthen the performance of workers, creating a favorable work environment and encouraging psychological well-being in the work settings even in the conditions of social isolation in the workplace. The study adds to the literature on organizational psychology by bringing to focus culturally-relevant practices within Pakistani work environments and providing practical implications of enhancing the welfare and performance of the employees.