Abstract
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
Keyword(s)
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