Ahmed Ammarah, Liang Dapeng, Anjum Muhammad Adeel, Durrani Dilawar Khan
School of Management, Harbin Institute of Technology, Harbin, China.
Department of Management Sciences, Balochistan University of Information Technology, Engineering and Management Sciences (BUITEMS), Quetta, Pakistan.
Front Psychol. 2022 May 23;13:891189. doi: 10.3389/fpsyg.2022.891189. eCollection 2022.
Despite growing interest in workplace dignity, there is a paucity of empirical research regarding whether and when it leads to higher job performance. To address these research gaps, this study examines the relationship between workplace dignity and job performance, identifying and examining the boundary condition role of workplace inclusion. Multi-source and time-lagged data were obtained from employee-supervisor dyads ( = 169) in non-governmental organizations in Pakistan to test the hypothesized model, employing techniques, such as confirmatory factor analysis, moderated multiple regression, post-hoc slope, and Johnson-Neyman analyses. As predicted, workplace dignity and workplace inclusion positively influenced employees' job performance, while workplace inclusion moderated the dignity-performance relationship such that this relationship was more strongly positive when workplace inclusion was high. At the theoretical level, this study adds new insights to the job demands-resources (JD-R) model, which is used as theoretical lens in this study. Specifically, this study is the first to examine workplace dignity and its consequences from the perspective of the JD-R model, thus introducing a new theoretical perspective into the dignity literature. This study also provides useful advice for management practice, policymaking, and employees, and is germane to the United Nations' Sustainable Development Goal 8.
尽管人们对工作场所尊严的兴趣日益浓厚，但关于它是否以及何时能带来更高工作绩效的实证研究却很匮乏。为了填补这些研究空白，本研究考察了工作场所尊严与工作绩效之间的关系，识别并检验了工作场所包容性的边界条件作用。从巴基斯坦非政府组织的员工-主管二元组（n = 169）中获取多源和时间滞后数据，以检验假设模型，采用了验证性因素分析、调节多元回归、事后斜率分析和约翰逊-内曼分析等技术。正如预测的那样，工作场所尊严和工作场所包容性对员工的工作绩效有积极影响，而工作场所包容性调节了尊严-绩效关系，使得当工作场所包容性较高时，这种关系的正向性更强。在理论层面，本研究为工作需求-资源（JD-R）模型增添了新的见解，该模型在本研究中作为理论视角。具体而言，本研究首次从JD-R模型的角度考察工作场所尊严及其后果，从而为尊严文献引入了一个新的理论视角。本研究还为管理实践、政策制定和员工提供了有用的建议，并且与联合国可持续发展目标8相关。
